• Journal of the Korean Home Economics Association
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• v.37 no.10
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• pp.11-26
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• 1999

As the social change has been occured by industrialization and urbanization, making valuable family culture has come to be a social task. The development of family culture education program is required to create future - oriented family culture. This study aims at searching for the direction of family culture education program in Korea development to sere creating desirable family culture. For this study the concepts of family culture and family culture education were defined and the characteristics and problems of Korean family culture were discussed. Based on these discussion, the direction of family culture educational program was proposed. The directions of Korean family culture education program were suggested promotion communitarian consciousness, balancing between traditional and modern value, creating democratization among generations and genders, eqyipping with constructive communication channel, and encouraging autonomy and creativity. To work out these directions, appropriate and educational model should be mobilized to incilude whole family.

• Journal of Family Resource Management and Policy Review
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• v.21 no.3
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• pp.1-21
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• 2017

The purpose of this study was to investigate the effect of organizational culture on professionalism. A survey was conducted with 254 family health specialists from July 30th to September 30th in 2013. The results of this study can be summarized as follows; First, three professionalism factors of healthy family specialists were verified -business administration ability, and general administration ability- and five organizational culture factors of the Family Welfare Organization were verified-group culture, development culture, rational culture, sequence culture, and regulation culture. Second, the professionalism scores for healthy family specialists were 3.41 for business practice ability, 3.43 for business administration ability, and 3.18 for general administration. The organizational culture scores for the family welfare organization were 4.08 for group culture, 3.80 for development culture, 3.67 for rational culture, 3.50 for regulation culture,and 3.06 for sequence culture. Third, Rational culture, age, gender, and education level all affected to business practice ability. Position and education level both affected to business administration ability. Monthly income, gender, and education level all affected to general administration ability. This study showed the need for increased management of organizational culture to improve the professionalism of healthy family specialists.

• Journal of the Korean Home Economics Association
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• v.48 no.2
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• pp.63-74
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• 2010

Interest in family living culture is decreasing in Korea, compared to interest in culture technology and culture industry which are rapidly increasing. Although expenditure on cultural activities is generally increasing, activities that are most preferred are concentrated on personal leisure or public performances. This study takes an in-depth look at the underlying issues related to family living culture in order to highlight its necessity and importance to productive family life. For this purpose, the dynamics of past and current family living culture in Korea are analyzed, with a particular focus on the role of education. Trial family living culture program are suggested based on overall findings.

• The Research Journal of the Costume Culture
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• v.11 no.5
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• pp.753-766
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• 2003

The purpose of this study was to examine the cases of the family head's costume culture and to apply them to field experience education of adolescent's home economics subject. To examine the family head's costume culture, women in the family head in the Hampyeong area, Jeollanam-do were selected and interviewed. The focus of examining the family head's costume culture was on the life story of the family head, the reason to wear or possess such costume, and a motive of making. The findings of the head family's costume culture suggests that the head family of the Mos of Hampyeong had unique shroud making and custom. Also it was found that the eldest daughters-in-law of the Lees of Hampyeong have horizontally exchanged the information of the family head's costume with village women of the same family. They have initiated their costume culture directly through their daughters and it had the great influence on after-ages. The learning program for youth to experience the head family's costume culture consisted of four subjects:(l)Educating the family head's traditional living culture including etiquette training, (2)head family village walk, (3)experiencing the family head's clothes life including natural dyeing and sewing, and (4)a field trip of Hampyeong Local Life Culture Museum. For a model experience of the family head's costume life culture, three families with middle and high schoolers participated in 8- hour experience learning program. To examine the effect of learning program to experience the family head's costume culture, youth and their parents who participated in the program were asked open-ended questions, which included the content validity of experience learning, impressive experience, model experience level(difficulty), and expected effect after a model experience. As a result, their responses were found positive.

• The International Journal of Costume Culture
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• v.6 no.1
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• pp.52-60
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• 2003

The purpose of this study was to examine the cases of the head family's costume culture and to apply them to field experience education of adolescent's home economics subject. To examine costume culture, women in the two head families in the Hampyeong area, Jeollanam-do were interviewed. The findings had unique shroud making and custom in the Mo's head family of Hampyeong. Also it was found that the eldest daughters-in-law of the Lee's of Hampyeong have horizontally exchanged the information of the head family's costume with village women of the same family. They have initiated their costume culture directly through their daughters and it had the great influence on after-ages. The Spot experience program for adolescent to experience the head family's costume culture and life culture consisted of four subjects:(l)Educating the head family's traditional living culture including etiquette training, (2)head family village walk, (3)experiencing the head family's clothes life including natural dyeing and sewing, and (4)a field trip of Hampyeong Local Life Culture Museum. For a model experience of the head family's costume and life culture, three families with middle and high schoolers participated in 8- hour experience learning program.

• Journal of Families and Better Life
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• v.28 no.5
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• pp.13-23
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• 2010

The main objective of this study was to examine the effects of national context and family-friendliness of organizational culture in the private sectors on employee self-reported job and family life satisfaction. The data came from 1,613 employees of IT and retail companies in Korea, U. K., and Sweden, whom were married(partnered) with children under 12. The major findings of this study were as follows: The Swedish workers had more family-friendly perceptions about their organizational culture and more satisfaction about their job and family life compared with workers in U. K. and Korea. The hierarchical multiple regression analyses revealed that perceptions of family-friendliness of organizational culture were positively related to employees' job and family life satisfaction. It was also found that perceived family-friendliness of organizational culture and national context significantly predicted employees' job-family life satisfaction. The implications of study results were discussed.

• Human Ecology Research
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• v.52 no.1
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• pp.75-85
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• 2014

Family life culture embodies the ways of thinking and behaving among family members in everyday lives. With a noticeable growth of multicultural families since 2000, there has been an inflow of other culture into the existing Korean family life culture. This new phenomenon signals a potential transformation of the family life culture in Korean society. To forecast such changes, we compared the family life culture of Korean-Vietnamese multicultural families (as reported by 104 Korean husbands and their Vietnamese wives) with that of mainstream Korean families (as reported by 108 Korean married men and 92 Korean married women) by comparing family ritual practices and family values. We also sought to identify whether two cultures in Korean-Vietnamese multicultural families harmoniously coexist or clash by examining differences within couples. Results showed that Korean married men and Korean husbands of Vietnamese women were very similar in terms of family ritual practices and family values. Differences emerged between Korean husbands and their Vietnamese wives. Specifically, Korean husbands endorsed more traditional gender role beliefs while their family values were less patriarchal compared to their wives. Results suggest that more flexible gender role beliefs reported by Vietnamese wives may be a source of conflict in Korean-Vietnamese multicultural families. At the same time, it may be a driving force of change in their existing family life culture. It will be worthwhile to pay attention in future research to whether and how patriarchal values and flexible gender role beliefs would continue to coexist or modify each other.

• Journal of Family Resource Management and Policy Review
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• v.2 no.2
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• pp.119-134
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• 1998

Work and family life affect each other. Especailly in a corporate-centered society the impact of work on the family is very strong. Organigational sexrole culture is used not only as a method of business management, but also as a style of family living. The Purpose of this study was to analyze an effect of occupation and organizational sexrole culture of husband on the family life. Data for 214 husbands were gathered from the structured questionnaire and time diary. The major findings of this study were as follows; (1) According to the occupation, organizational sexrole culture of husbands is very different. (2) The occupation and organizational sexrole culture of husbands have an important effect on their life time structure. (3) The occupation and organizational sexrole culture of husbands effect on their participation rate of household labor. These results suggested that husbands’ occupation and organization sexrole culture have a significant effect on the family life.

• Journal of Families and Better Life
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• v.26 no.5
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• pp.27-37
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• 2008

The main objective of this study was to examine the effects of family-friendly culture in various organizations in the private sectors on employee self-reported work-family balance and qualities of lives. It also attempted to clarify whether employee perceived work-family culture would vary according to size and type of organization, gender, and dual career partnership. The data came from 365 married full-time workers employed in a wide variety of organizations located in Seoul and GyeongGi-Do. The major findings of this study were as follows: Work-family culture was perceived more family-friendly in large-sized organizations and consumer industries. Female employees and workers in dual-career partnerships perceived the work-family culture of their organizations less family-friendly. The hierarchical multiple regression analyses revealed that firm size, supervisory support for employees' family activities, and the perception of negative career development opportunities as a consequence of utilizing family-friendly policies significantly predicted employees' work-family balance and qualities of lives, while organizational time demands having no significant effects on them. The implications of study results were discussed.

• Journal of Families and Better Life
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• v.26 no.3
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• pp.25-36
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• 2008

The purpose of study is to evaluate a culture program at the family support centers and to suggest a development direction. Therefore evaluation indication areas are planning adaption, practice validity, and an outcome(output) satisfaction. The study subject was 40 family support centers' final reports. The collected data was analyzed by evaluation framework. The results were as followed; first, the culture program plan described healthy of family, included various family type, family-unit program, but a clear culture program wasn't identified; second, the evaluation of culture program practice presents high goal achievement with small financial budget, large number of participants and various type of program, and finally, the program output showed high satisfaction.