• Journal of Family Resource Management and Policy Review
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• v.16 no.2
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• pp.1-18
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• 2012

This study analyzes the balance between work and family in married, working men and investigates their need to create this balance. Data from 253 married men was collected and analyzed. The index for the questionnaire was developed using the scale from the Second National Survey of Korean Families and related research. The results show that married, working men are slightly better at balancing their work and family lives than average. Furthermore, the effects of job-related variables were higher than the effects of other social-demographic variables. Job flexibility was the major variable that determined the balance between work and family. The highest need to balance between work and family was monetary support for caring and educating children. This paper concludes that in order to improve the work-family balance, the current working culture has to be changed, and various policies and strategies that encourage a family-friendly working culture must be implemented.

• Journal of Family Resource Management and Policy Review
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• v.25 no.2
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• pp.25-39
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• 2021

The purpose of this study was to investigate the influence of family-friendly policies on married female managers' desire for an additional child and the mediating effects of family-friendly supervisor support and work-family conflict. The analysis included 480 married female managers from the 7th survey of the 2018 Korean Women Manager Panel. Family-friendly policies were found to have an indirect effect on the desire for an additional child via family-friendly supervisor support and work-family conflict. These findings emphasize the importance of not only implementing family-friendly policies, but also creating a culture that supports them. Based on the results, approaches to interventions in the workplace to reverse the current trend of low fertility are discussed.

• 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 Korea Society of Industrial Information Systems
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• v.23 no.2
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• pp.75-92
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• 2018

This study investigates the effects of family-friendly corporate policies on employees' job satisfaction, quality of life, organizational commitment, and turnover intention. Data was collected using a self-administered questionnaire from medium sized manufacturing company during the summer of 2017 and received 295 useful responses. The data was analyzed using the multiple and simple regressions. The results showed that the effects of family-friendly corporate policies were significantly positive from the employee's perspective. The employees' awareness of the family-friendly policy was positively correlated with their job satisfaction, quality of life, and organizational commitment, but it was negatively associated with turnover intention. It should be noted that the boss' support at work showed the insignificant effect on the family friendly policy awareness and this result was very different from the previous study. The study concludes that companies as well as employees benefit from family-friendly policies. The study that in order to create a family-friendly corporate culture, the company should not only introduce the policy to employees but also provide the support and atmosphere for the employees to utilize the family-friendly policy easily, and to establish a companywide support policy, organizational practitioners should find the way family-friendly policies to be rooted in the organization.

• Journal of the Korean Society of Food Culture
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• v.29 no.1
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• pp.1-8
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• 2014

This study was carried out to investigate the consumption behaviors of environmentally-friendly agricultural products, including satisfaction of purchases. Questionnaires completed consumers were statistically analyzed. Regarding purchase frequencies of environmentally-friendly agricultural and animal products, consumers consumed them 1 time per month. No significant differences in consumption by age, living area, family type, or BMI were found. Exactly 38.2% of consumers preferred to purchase items in the packing amount of 0.2-0.5 kg, whereas 39.7% of consumers preferred amounts from 0.5-1.0 kg. Significant differences in packing amount were found according to age (p<0.05) and family type (p<0.01). However, there were no significant differences according to living area or BMI group. Many consumers made decisions based on the outer packing label (69.6%). Significant differences by age and living area were not found, whereas there was significant difference according to family type (p<0.05). Consumers answered that they purchased products in a general supermarket (24.7%) and cooperative (24.2%). Significant differences were found by age and living area (p<0.01) but not by family type. Consumer satisfaction of purchases scored 3.39 out of 5 points. In conclusion, significant differences in consumer satisfaction were not found according to age, living area, family type, or BMI.

• Journal of Family Resource Management and Policy Review
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• v.19 no.4
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• pp.121-140
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• 2015

This study tried to develop and suggest the program for the family friendly culture in Healthy Families Center. This study focused on specially the cooking program on which entire family member can participate. To develop the program two theoretical perspectives were applied : 1. healthy families perspectives and family leisure, 2. child development perspectives. In the process for developing the program the related literatures were investigated and the proceding cases were analized. The developed program consisted of 4 parts : 1. today, I(child) am the chef, 2. today, daddy(or mommy) is the chef, 3. for my parents and for my kids, 4. let's take a familytrip with snacks. This program is to be made suitable for the families with child(ren) in school age. We suggested various strategies for the effective management the program in Healthy Families Center such as the program manual and workbook, the time duration of program, three steps(introduction-performance-closing) of each session and using the professionals. We suggested the pilot performance of this program for the confirmation the effectiveness of the program. The evaluation index can be used before and after the program implementation. Further research needs to investigate the program for another family life cycle, such as the family with the child(ren) of preschool age or youth child(ren). In addition, for the enhancement of professionals quality who lead the program in field the professionals academy or education program need to be offered.

• Journal of Families and Better Life
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• v.27 no.5
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• pp.207-220
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• 2009

This study investigates the obstacles to implementing family-friendly policies and offering flexible work arrangements and provides policy directions. A survey was conducted of employers at 147 firms, resulting in 42-43 questionnaires being statistically analyzed. Frequencies, means and factor analysis were conducted by SPSSWIN 12.0. The findings are as follows: First, the main obstacle to implementing family-friendly policies was the burden of cost. Second, eight obstacle factors were extracted through factor analysis. They are; lack of replacement workers and concerns about equity issues, nonfamily-friendly culture, no guarantee of the effectiveness of programs, lack of information about the programs or polices, lack of communication and public relations, potential loss of productivity, administrative hassles, and structural obstacles. Third, there was a difference in implementing flexible work arrangements according to the factors of lack of replacement workers and concerns about equity issues and no guarantee of the effectiveness of programs. That is, the firms which didn't have these two obstacles tried to implement flexible work arrangements more than the others.

• Journal of Family Resource Management and Policy Review
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• v.15 no.2
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• pp.45-62
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• 2011

Since 2008, a communal child care and 'Family Pumasi' program have been conducted as a pilot project for the Healthy Family Support Center. These programs have been positioned as a step toward a family friendly community project. For the Healthy Family Support Centers, a family friendly community project is an essential program as a part of the policies in response to the country's low fertility. However, the people in charge face difficulties, because they do not have much experience in such projects. This study attempted to explore the preferences regarding interior and exterior apartment spaces, and neighborhood environment to provide information about how to better implement a family friendly community program. For this purpose, data were collected from 418 housewives who are apartment dwellers in Daejeon city. The results were as follows; first, the person in charge must consider child care facilities, culture, and sports centers in order to start building a community lifestyle. Second, people with relatively low levels of education and short terms of residence are more deeply motivated by community lifestyle compared to others. Third, families with their first young child showed much interest in communal child care facilities. If the people in charge can motivate and encourage such residents to be engaged in family friendly community projects, the project will effectively progress.

• Journal of Family Resource Management and Policy Review
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• v.14 no.1
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• pp.97-118
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• 2010

The purpose of this study is to provide background information to help develop family-friendly policies which aid in the ability for employees to balance family and work, and to increase the effectiveness and feasibility of these policies at work sites. We surveyed the performance and usage of work-family balance policies among working mothers with young children. We also examined the factors influencing the job satisfaction of working mothers. The study sample consisted of 237 working mothers with young children. We found that family economic status, working mother's experience of family leave or maternity leave, and easiness of policy use are important factors in a working mother's job satisfaction. Especially when individual and job characteristics are controlled, the most influential factor on working mothers' job satisfaction was the experience of family leave or maternity leave. In addition, the easiness of family-friendly policy use was a significant factor in working mothers' job-satisfaction.

• Culinary science and hospitality research
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• v.24 no.3
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• pp.121-132
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• 2018

The purpose of this study was to recognize the self - efficacy and organizational citizenship behavior. For the reliability and validity of the questionnaire, exploratory factor analysis was performed and the Cronbach's s value was calculated to determine the internal consistency of the questionnaire. The effect of organizational culture of self - efficacy on organizational citizenship behavior was as follows. First, it was analyzed that individual culture, collective culture, hierarchical culture, and rational culture had a significant effect on self - efficacy. Second, self-efficacy had an important effect on organizational citizenship behavior. Third, individual culture and rational culture had a significant effect on organizational citizenship behavior. However, the collective culture and hierarchical culture, which put emphasis on family relations and teamwork, had no significant effect on organizational citizenship behavior respectively. Therefore, it is found that the group culture which valuesfamily-friendly and feamwork of its members,or the hierarchical citure for adapting to the external environment has no effect on organizational citizenship behavior family-friendly and lay emphasis on the teamwork of the organization members, and it does not have an effect on the organizational citizenship behavior.