• Journal of the Korea Convergence Society
• /
• v.9 no.12
• /
• pp.301-311
• /
• 2018

The purpose of this research was to examine the perceptions of CEOs and HR managers on family-friendly management and family-friendly company certification in small- and medium-size businesses. Six CEOs and HR managers participated in focus group interviews. Five themes were identified: provision of various family-friendly workplace policies, recognition of the need for family-friendly management, difficulty introducing family-friendly management and family-friendly workplace policies, willingness to acquire family-friendly company certification, and ways to expand family-friendly management and family-friendly company certification. All participants agreed on the need for family-friendly management and provided different family-friendly workplace policy suggestions for employees regardless of their interests in acquiring family-friendly company certification. However, they also had difficulties introducing family-friendly workplace policies. This finding suggests that different incentives are needed to encourage companies to expand family-friendly workplace policies.

• Journal of Family Resource Management and Policy Review
• /
• v.25 no.3
• /
• pp.17-30
• /
• 2021

The purpose of this study was to examine the effectiveness of family-friendly management in 501 family-friendly certified firms and to analyze organizational and social outcomes outlined by the firms. In addition, this study aimed to discover ways to promote family-friendly management by investigating the effects of ongoing support to certified firms, including family-friendly consulting and workplace training. The results showed that certified firms administer family-friendly workplace policies at a satisfactory level, while their management of policy indices and outcomes were not effective. The finding suggests that family-friendly management indices need to be aligned with firms' substantial outcomes. An improved organizational image and trust were major organizational outcomes of family-friendly management, and an enhanced CEO perception and a culture centered on gender-equality were significant social outcomes. These outcomes need to be promoted to attract organizations to engage in family-friendly management. The finding further implies the important roles of organizations in cultivating family-friendly environments in society. Finally, the certified firms with ongoing consulting and training support exhibited higher levels of family-friendly management and organizational and social outcomes. This study sheds light on the importance of long-term, systematic efforts by organizations in fostering family-friendly management and achieving organizational and social outcomes.

• Journal of Family Resource Management and Policy Review
• /
• v.24 no.4
• /
• pp.1-20
• /
• 2020

This study aims to improve the family friendly certification system by analyzing the actual experience of family friendly certified companies with the certification's incentives and their demand for new incentives. We analyzed 2018 survey data of family friendly certified company incentives and interviewed representatives from 9 family friendly certified companies. First, the use of incentives differs according to the level of corporate classification, number of employees, industry, certification continuation training, and incentive impact. Current family friendly certification incentives indicate that the utilization rate of incentives is high when small and medium sized enterprises (SMEs) with less than 300 employees have newly received family friendly certification. Second, the use of the certification mark significantly differs by industry, certification duration, and incentive impact. Interviews with the companies' family friendly certification managers revealed that the incentives that companies use mainly are the Public Procurement Service bid points and priority immigration service. Large corporations hope for strong incentives, such as the National Tax Service's deferred tax investigation, interest rate cuts for bank loans, and corporate tax cuts. Lastly, the family friendly certification mark is a representative incentive used by 60% of family friendly certified companies. For the qualitative growth and stabilization of the family friendly certification system, the family friendly certification mark should be improved to become a more attractive incentive.

• Journal of the Korean Home Economics Association
• /
• v.45 no.9
• /
• pp.113-130
• /
• 2007

The purpose of this research was to develop an index for the certificate systems of family-friendly corporations. To be specific, first of all this research reviewed indexes which were developed in foreign countries. Second, it examined the domestic indexes related to the evaluation of family-friendly corporations. Third, it derived characteristics of family-friendly corporations through an in-depth interview with recruiters from those corporations in Korea and developed the index for the certificate systems of family-friendly corporations. And fourth, it tested the validity and reliability of the developed index. Based on the characteristics of family-friendly corporations which were revealed through the qualitative analysis on the data from the in-depth interview with recruiters from 30 family-friendly corporations, we developed 10 indexes for the certificate systems of family-friendly corporations. Also the analysis of the validity and reliability of the developed index indicated that it has high validity and reliability. Finally this research proposed how to apply this developed index to policies related to the certificate systems of family-friendly corporations.