• Journal of Family Resource Management and Policy Review
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• v.23 no.1
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• pp.83-97
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• 2019

This study aims to analyze the elements to enhance and activate the quality of life by establishment of family-friendly environment through face-to-face interviews in family-friendly certified firms in UIsan. As a result, its activation is possible when each party of companies- employees-government tries to change, and its main elements and outcomes are as follows. First, 'management philosophy of the company representative' showed to directly affect development of flat organization culture and system activation, with respect to the companies. Second for employees, 'value changes to prioritize work-life balance' demonstrated to affect the utilizations and establishment of family-friendly systems within the organization as the critical element. Lastly, it is considered for government to be able to activate this if 'delivery system with professionality' is secured to help 'legalization of policy,' company productivity, and work-life balance of employees. On the other hand, further studies on the elements to be able to activate family-friendly certifications and analysis on its justification are required by expanding the number of companied in Ulsan.

• Journal of Family Resource Management and Policy Review
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• v.21 no.3
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• pp.161-182
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• 2017

This qualitative case study explored seven non-certified firms' family-friendly cultures and their responses to the family-friendly certification through interviews with the human resources managers. The results from the data analysis revealed within firm's differences and a gap among those firms. In addition, their responses to the family-friendly certification were classified into three categories: a positive group, indifference group, and negative group. From the results of the firms' various family-friendly cultures and the firms' various responses to the family-friendly certification, we suggested several issues on the family-friendly certification system's improvement and the government's management and supervision of the legal requirement to ensure workers' work-life balance and the firm's autonomy plan for its' own family-friendly culture.

• Proceedings of the KHMA Conference
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• 2008.11a
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• pp.280-280
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• 2008

• Journal of Family Resource Management and Policy Review
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• v.25 no.1
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• pp.63-75
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• 2021

The purpose of this research was to examine the experiences of three types of family-friendly workplace professionals (professionals here after) including consultants, certification auditors, and professional instructors, and to provide suggestions for the improvement of training programs aimed at such professionals. Ten professionals participated in focus group interviews. Two themes were identified: the competencies of the professionals and ways to improve the training system and the curriculums of training programs. Competencies are dependent on job type. Therefore, different training programs should be provided to the three types of professionals. To make training programs more comprehensive, most participants agreed that training program curriculums for the three types of professionals should link together. Participants also suggested increasing training time and differentiating training programs between new and experienced specialists. In terms of improving the training system, professional networking and the creation of a database for family-friendly programs were discussed. The findings suggest that training programs need to be restructured in line with the competencies required by the professionals and professionals' needs.

• Proceedings of the Korean Society of Computer Information Conference
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• 2019.07a
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• pp.187-188
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• 2019

본 연구는 우리나라 ICT기업들을 대상으로 가족친화적 기업문화가 조직몰입 및 직무성과에 어떠한 영향을 주는지를 살펴보고자 하는 실증연구이다. 본 연구에서는 대표적 가족친화적 프로그램인 근무제도와 휴가제도들이 조직몰입과 직무성과에 어떠한 유의한 영향을 미치며 또한, 한국 ICT 기업들만이 가지는 특징을 실증분석을 통하여 알아보고자 한다.

• Proceedings of the KHMA Conference
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• 2012.11a
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• pp.358-358
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• 2012

• Proceedings of the KHMA Conference
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• 2011.11a
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• pp.269-269
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• 2011

• Journal of Family Resource Management and Policy Review
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• v.25 no.3
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• pp.17-30
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• 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
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• v.18 no.2
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• pp.17-35
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• 2014

This study analyzes the transition of the Family-Friendly Index from 2007 to 2012. This index was developed using a questionnaire survey that is distributed to listed companies and public institutions every year by the Ministry of Gender Equality & Family(MOGEF) and the Family-Friendly Support Center. The Family-Friendly Index contains an introduction to and the practical use of family-friendly regulations and programs, such as flexible working systems, parental leave, family leave, EAP, and family-friendly culture. The number of companies involved in the Family-Friendly Index is increasing every year, and has increased from 41.7 in 2007 to 58.9 in 2012. In particular, family-friendly companies testimonialized by the MOGEF are using more family-friendly programs than other company.

• Journal of Family Resource Management and Policy Review
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• v.20 no.3
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• pp.151-171
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• 2016

The purpose of this study was to identify the relationship between family-friendly policies in working places and the childbearing intentions of married-employed women. The analysis included 415 married working women from the 2012 wave of the Korean Longitudinal Survey of Women and Family. The factors influencing the childbearing intentions of the women were age, education, number of children under age 18, childbirth leave, childcare facilities, and flextime. The women whose work-places provided childbirth leave had stronger childbearing intentions. The women under age 35 had stronger childbearing intentions when their work-places had flextime policies. In conclusion, my recommendation is that the government should pay more attention to the micro-personal factors, such as the Family-friendly Workplace Practices proposed in this study, when executing policies to reverse the current trend of low fertility.