• Journal of the Korea Society of Computer and Information
• /
• v.19 no.9
• /
• pp.117-124
• /
• 2014

This study aimed to analyze a relationship between a cognitive level of multicultural acceptability and multicultural attitude of Multicultural Family Support Center workers. As a result of the research with regard to this study purpose, there was a difference between variables after analyzing whether it is different between multicultural acceptability depending on social statistics characteristic of Multicultural Family Support Center workers, and multicultural attitude. In addition, it was shown that there was a significant relationship between variables in the result of analyzing the effect of Multicultural Family Support Center workers' multicultural perception, ability to form multicultural relationship, and factors of multicultural sympathy on openness, receptiveness, and flexibility of multicultural attitude. From the result, this research has significance that it suggests a politic alternative to improve the level of multicultural attitude of Multicultural Family Support Center workers.

• Proceedings of the KHMA Conference
• /
• 2010.11a
• /
• pp.167-174
• /
• 2010

• Proceedings of the KHMA Conference
• /
• 2011.11a
• /
• pp.287-287
• /
• 2011

• Journal of Families and Better Life
• /
• v.34 no.3
• /
• pp.147-163
• /
• 2016

Multicultural Family Support Centers (MFSC) have provided five program areas including family, gender equality, human rights, social integration, and counseling since 2015. It is important to examine the MFSC staff's perceptions of the family programs and program needs for multicultural families to improve the effectiveness of these programs. In this study, we aim to explore the staff's perceptions of the family programs and to assess multicultural family program needs based on the family life cycle. A total of 130 MFSC staff were recruited through 128 MFSCs across Korea. Descriptive statistics were conducted for data analysis. Our findings revealed that MFSC staff have increasingly recognized that their target audiences are not only marriage immigrants and their families but also foreign workers' families and families from North Korea. In addition, the MFSC staff identified the importance of family programs instead of only programs for individual family members and multicultural families' different program needs based on their family life cycle. Contrary to the positive perception of the family programs, they described challenges of the family programs including a shortage of funds, difficulty recruiting family member combinations (e.g., couples, parent-child) for family programs, a lack of a program manual, and a heavy workload. This study provides insights into the family programs including their development and delivery.

• Journal of Family Resource Management and Policy Review
• /
• v.23 no.4
• /
• pp.1-21
• /
• 2019

The purpose of this study was to explore employees' experiences of integrated services in Healthy Family and Multicultural Family Support Centers in Seoul. In-depth interviews were conducted with seven employees, including managers and heads of Healthy Family and Multicultural Family Support Centers. The interviews identified three themes: the direction of integrated service, the characteristics of the integration process, and the challenges of integrated service. For the direction of integrated service, the participants identified the integration center as a professional family services organization that provided customized services for different types of families. During the integration process, employees found it difficult to provide integrated services because few guidelines existed on operating an integration center that provided services to families with different characteristics and needs. However, they also explained positive aspects of integration, such as strengthening the business's capacity by expanding the organization. To improve integrated service, employees emphasized the expertise and appropriateness of the family services over the efficiency of the integration centers. They also stressed expansion as a role of a professional family services organization. These findings suggested that establishing a clear direction for integrated service as well as the roles of administrative support agencies is important for activating integrated services.

• Journal of Family Resource Management and Policy Review
• /
• v.19 no.4
• /
• pp.163-181
• /
• 2015

This study focused on the Healthy Family Support Center and Multicultural Family Support Center, which supervise the main field of family resource management with institutional household factors. Our research objective was to present datas demonstrating an improvement in the organizational effectiveness of the Multicultural Family Support Center. The burn out average of employees working for the non-profit organization was 2.45, emotional burnout was 2.87, achievement was 2.43, and dehumanization was 2.06. The effectiveness average of the nonprofit organization was 3.56, profitability was 3.65, job satisfaction was 3.58, and organizational commitment was 3.45. The generic characters that caused burnout were age, information, and professionalism in research. The generic characters and burnout that affected the organizational effectiveness included a lack of accomplishment, and emotional exhaustion, and depersonalization, lack of information and professionalism, lack of external resources in that order. The purpose of this research was to determine the effects of burnout in order to prevent job changes and to provide basic data for the improvement of organizational effectiveness.

• Journal of Family Resource Management and Policy Review
• /
• v.14 no.2
• /
• pp.35-58
• /
• 2010

The purpose of this study was to find the effects and problems in the support projects in multicultural family support centers and to present suggestions for its improvement. For this purpose, 10 specialists in 3 multicultural family support centers in Daegu, who organize and operate projects for female immigrants and their families, were interviewed via focus groups and then interviewed in-depth. The major findings were as follows: 1) the effect of the support projects was an increase in participation and concern of female immigrants and their families; 2)problems of the support projects included lack of flexibility of the projects, and overlap of projects among centers. 3)The results of the study suggest improved operation by extending the support networks to other support centers and facilities within the community, increasing the individualized programs based on their specialties, and promoting integrated projects (such as combining language courses and cultural programs, family-support programs and cultural events). Further studies will be extend to find out model cases from support projects of several centers, expand them to other centers, and verify its effects on operating projects.

• Human Ecology Research
• /
• v.59 no.2
• /
• pp.185-197
• /
• 2021

This study examined the impact of job demand and organizational culture on new task difficulties, burnout, and job satisfaction using a survey data of 145 family specialists in Healthy Family and Multicultural Family Support during the COVID-19 pandemic. We used the job demand-resources model and the competing values model to categorize the four dimensions of organizational culture as a conceptual framework for this study. We found that the mean of work overload was higher than the means of job conflict and job ambiguity. Our latent profile analysis proposed four profiles of organizational culture: cultural absence type, authoritative culture type, middle cultural balance type, and high cultural balance type. The results of multiple regression analyses showed that work overload was positively associated with difficulties in new task performance and burnout, job ambiguity was positively related to burnout, and job conflict and ambiguity were negatively related to job satisfaction. These findings imply that the higher the job demands reported by family specialists, the higher the level of burnout and the lower the job satisfaction. In addition, organizational culture was a unique predictor of burnout and lower level of job satisfaction. Family specialists in the groups with a high cultural balance were Family specialists in the groups with a high cultural balance were more likely to have lower levels of burnout than those in the culture absence and in the middle culture balance, and higher job satisfaction than the other groups. The results suggest that management strategies to build a creative workplace culture can prevent burnout and improve job satisfaction.

• Human Ecology Research
• /
• v.53 no.4
• /
• pp.391-404
• /
• 2015

This study examined job satisfaction and relevant variables for multi-cultural family home-visiting educators. The selected study subjects were 192 home-visiting educators who work at Multi-Cultural Family Support Centers in the Seoul, Gyeonggi-do, and Chungcheongnam-do areas. Data analysis was conducted using SPSS ver. 18.0. The main results were as follows. First, the job satisfaction level in multi-cultural family visiting educators stood at 3.29 points, subjects' age, averagely monthly income, marital status, and activity career were shown to influence generally upon job satisfaction, self-efficacy, job stress, and cultural competency. Job satisfaction was high in groups with: a high age, small career, low averagely monthly income, and married. Second, self-efficacy and job stress were big in the job satisfaction of multi-cultural family visiting educators. The same outcome as the existing prior research was indicated. Cultural competency was not significant. Third, an examination of relative influence upon job satisfaction in home visiting educators indicated that the explanation power was 29.0%. Significant influential variables included academic background, marital status, self-regulation, and role ambiguity. Self-regulation was greater for those with lower academic backgrounds and unmarried. Job satisfaction was higher in the lower role ambiguity. Thus, the same outcome as the existing prior research was indicated. Cultural competency wasn't indicated to be significant. This has significance in having shown characteristics of job satisfaction in multi-cultural family visiting educators.