• Journal of Family Resource Management and Policy Review
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• v.12 no.2
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• pp.191-207
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• 2008

The purpose of this study was to analyze the education policies for work-family balance in Korea. Data were collected from homepages of elementary schools(n=196). The major analysis was performed through the following 4 subjects, parent-teacher association, after-school programs, holidays on every alternate Saturday, arbitrary no school days. Based on the results, the policy implications on social investment policies were discussed : To promote work-family balance, family-friendly culture in workplaces as well as schools should be established that develop childcare system for working parents. The linkages between educational system and work system will contribute to parents' rights in Korea.

• Journal of the Korean Home Economics Association
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• v.47 no.4
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• pp.83-98
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• 2009

he purpose of this study was to assess if the availability of the family-friendly corporate welfare programs had an effect on job satisfaction of married female employees after controlling for other factors such as job, personal and household characteristics. This study analyzed 215 working mothers who had the children under 6 years of age using the Korea Labor Panel Data(2005). The study established that married female employees working in the companies with more family-friendly corporate welfare programs exhibited higher job satisfaction on working hours, communication and human Relationships and other fringe benefits. Therefore, we recommended that family-friendly corporate welfare programs should be more available and developed in order to promote better job satisfaction for married female employees.

• 월간 기계설비
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• s.292
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• pp.66-69
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• 2014

전국 시 도회는 지난 3월부터 4월까지 개최된 총회를 통해 제9대 시 도회장을 새롭게 구성하고 각 지역에서 설비건설업계 및 협회 발전을 위해 활발한 활동을 벌이고 있다. 이에 본지는 전국 시 도회장으로부터 사업계획을 듣는 코너를 지난 호부터 연재하고 있다. 이번 호에는 김재업 부산시회 회장으로부터 부산시회의 사업추진 현황과 향후 사업계획을 들었다. 제8대에 이어 제9대까지 연임 중인 김재업 회장은 과묵하지만 회원사를 살뜰히 챙기는 자상함으로 가족같은 부산시회를 이끌고 있다.

• Computational Structural Engineering
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• v.11 no.1
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• pp.107-112
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• 1998

당 연구소는 회사의 비전인 E&C 21을 달성할 수 있도록 의식개혁(Re-Valuing), 구조개혁(Re-Structuring), 프로세스개혁(Re-Engineering)을 바탕으로 연구개발의 고도화, 연구관리의 선진화, 연구지원의 강화를 추진, 궁극적으로 고객만족(Customer-Satisfaction), 직원만족(Employee Satisfaction), 가족만족(Family Satisfaction)을 이룰 수 있는 초일류연구소(smart institute)를 그 비전으로 하고 있다. 이러한 비전을 달성하기 위한 단계별 목표는 제1기인 '97년까지 종합건설기술연구소 체제를 구축하고, 제2기(1998-2000)는 선진형 건설기술연구소 기반 구축을, 그리고 제3기(2001-2003)까지는 세계 초일류 종합건설기술연구소 달성을 목표로 하고 있다.

• 한국데이터정보과학회:학술대회논문집
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• 2006.04a
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• pp.189-189
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• 2006

• Life and Agrochemicals
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• s.249
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• pp.16-19
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• 2009

자살은 본인은 물론 가족, 사회에 말할 수 없는 충격과 절망감을 안기게 된다. 후유증은 길게 남고 돈으로 환산할 수 없는 커다란 피해는 사회가 지게 된다. '쓰고 남은 농약보관 관리철저 판매규칙준수'로 농약 자살환자를 줄여야 한다.

• Korea journal of population studies
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• v.23 no.1
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• pp.31-53
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• 2000

이 논문은 중궁의 가족적 특성과 츨상력의 관계를 보다 면밀하게 알아보기 위해 사회 문화적 특성을 근간으로 하는 가구유형을 분류, 이들간의 출산수준을 살펴보았다. 이를 위해 이 연구에서는 1990년에 실시된 제 4 차 중국인구센서스 자료 중에서 조선족이 밀집하여 거주하고 있는 길림성내 연변 조선족자치주의 50% 표본자료를 활용하였다. 가구유형별 출산수준을 분석하기 위해 자료를 가구구성특성에 따라 네가지 유형으로 재구성하였다. 가족경제의 생산단위와 세대구성을 기준으로 고립형, 병렬형, 직계형, 전통형의 네가지 가구유형을 분류하여 각각의 유형별 특성에 따른 차별출산력을 한족과 조선족의 네가지 가구유형을 분류하여 각각의 유형별 특성에 따른 차별출산력을 한족과 조선족을 중심으로 비교해 보았다. 이를 통해 농가와 비농가의 가구형태 또는 세대구성의 성격아 출산수준과 갖는 상관관계와 이에 영향을 미치는 주요 결정요인들을 파악하는데 중점을 두었다. 또한 중국의 사회 경제적요인과 결부하여 전통적으로 유지되던 가족관이 어떻게 변화하고 있는지를 민족별 출산수준을 통해 비교해 보았다. 연구결과 가부장적 가족주의를 해체하고 집단적 공동생산 체제를 대체시키려는 중국의 사회주의 정책이 현실적으로는 가족중심의 생산체제와 전통적 가족주의를 변화시키지 못한 것으로 보인다. 특히 가구유형에 따른 출산수준의 편차는 두 민족간에 차이를 보여 주었다. 한족이 여성의 직업이나 교육수준에 따라 가구유형별 출산수준의 편차가 크게 변화되는 것과는 달리 조선족은 비교적 전통적인 세대관 이 강조되는 다가구 유형에서 높은 출산수준을 나타내는 경향을 보여 주었다. 이는 중국의 인구정책과 경제개방 시행과정에서 약소민족인 조선족의 저출산력과 관련이 있는 것으로 보이며, 이에 따라 가구 유형별 출산수준에 대한 영향력이 한족에 비해 적었던 것으로 지적할수 있다.

• Journal of Family Resource Management and Policy Review
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• v.24 no.4
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• pp.1-20
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• 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 Family Resource Management and Policy Review
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• v.20 no.4
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• pp.49-68
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• 2016

Fathers are increasingly expected to participate in parenting due to the higher participation of women in economic activities, the growing awareness of gender equality, and the greater emphasis on the role of fathers. The purpose of this study was to examine the effects of paid work time and jobs' family-friendly policies on parenting participation in dual-earner families. Questionnaires were distributed to 577 fathers of dual earner families through a child care center in the Gyeongsangbukdo Province, and the results were analyzed using SPSS 18.0 for Windows. The statistical methods employed included mean, standard deviation, the Pearson correlation analysis, and a multiple regression analysis. The main results are as follows. First, the fathers of dual-earner families showed an above average level of participation in parenting (3.26). By category, they were less involved (2.89) in household chores, and more active in daily guidance and leisure activities (3.48). Second, the most significant variable affecting fathers' parenting participation was having a regular office-closing time. Fathers who were younger, had a higher level of education, had a regular office-closing time, had more vacation leave, and whose companies implemented family-friendly policies were more likely to participate more actively in parenting. Third, the key factors influencing fathers' parenting participation by sub-category were found to be having a regular office-closing time and jobs with family-friendly policies. Fathers with a greater awareness of gender equality were more inclined to participate in household chores, while those who were younger and more educated actively participated in daily guidance and leisure activities.

• Journal of Family Resource Management and Policy Review
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• v.24 no.2
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• pp.1-21
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• 2020

The purpose of this research was, first, to classify work-life satisfaction among married wage workers aged 20-59 years into several distinct types based on two dimensions of work and life, using data from the 20th(2017) wave of the Korean Labor & Income Panel Study. Second, the study aimed to assess the differences in socio-demographic characteristics (sex, age, educational level, average monthly income), and workplace-related variables (weekly working hours, full-time employment, job stability, business type, family-friendly leave policies) by work-life satisfaction type. Accordingly, four types of work-life satisfaction were identified: work-life satisfaction, work-life dissatisfaction, work satisfaction, and life satisfaction. There was a significant difference in the type of work-life satisfaction among married waged workers based on sex, age, educational level, and average monthly income. Additionally, there was a significant difference in the type of work-life satisfaction for all workplace-related variables, namely, weekly working hours, full-time employment, job stability, business type, and family-friendly leave policies. In particular, proportionally higher values of work-life satisfaction were evident among the workers in companies with family-friendly leave policies such as paid leave, menstrual leave, maternity leave, childcare leave, and family events leave, whereas there was a high rate of work-life dissatisfaction among the workers in companies without family-friendly leave policies.