• Journal of Family Resource Management and Policy Review
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• v.20 no.1
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• pp.61-87
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• 2016

The purpose of this study is to demonstrate how having a family care program in the workplace for working women with preschool children affects these women's work and family life. This study employs a panel analysis based on data from the Korean Longitudinal Survey of Women and Families. The major results are as follows. First, financial support for nursery care is only significantly related to the turnover of married women with preschool children. Second, the negative effects of work on the family are significantly influenced by financial support for nursery care and maternity leave. Third, financial support for nursery care is also significantly related to the positive effects of work on the family. In conclusion, a family-friendly care program including financial support for nursery care and maternity leave in the workplace is an important support system for working mothers in raising their children.

• Journal of Family Resource Management and Policy Review
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• v.22 no.2
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• pp.1-24
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• 2018

Communal places for parents to take child-care are very important in activating cooperative child-care(CCC). Therefore, Jeju Special Self-Governing Province has been operating Cooperative-Childcare-Places(CCPs) since 2016. This study analyzed the operational status of the CCPs and presented the model type to provide data for the activation of CCC. Qualitative analyses were applied to the results of interviews with 10 staff members. The common task they considered difficult was recruitment, and there was a big difference in the operation of the regular program depending on the competence of the staff in charge. The lack of support systems, such as education and consulting, has made it difficult for the staff to do their work. Additionly, four models of CCPs were found, a resident self-governing type, a workplace type, an institutional type, and a rural complex type. In conclusion, CCP spaces should be planned and facilities created with a focus on the needs of child-care activities. Second, the role of staff in helping to organize the parents' self-governing committee is crucial. Third, it needs to establish a support system to strengthen the capacity of the staff members.

• Journal of dental hygiene science
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• v.23 no.4
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• pp.396-407
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• 2023

Background: This study investigated the awareness and utilization of maternity protection and work-family balance support policies among dental hygienists in dental hospitals and clinics. Methods: We surveyed 200 dental hygienists. Twenty-two who did not meet the inclusion criteria were excluded, leaving 178 participants for analysis. The self-administered 48-item questionnaire gathered information on demographics, workplace details, policy awareness, government knowledge, and suggestions for improvement. Results: Awareness of maternity and family support programs significantly differed with age, marital status, number of children, and clinical experience. Dental hygienists in general hospitals and university hospitals reported greater ease of utilizing these policies compared to those in dental clinics. Among the participants, 27.7% took pre- and post-maternity leave, 26.6% took parental leave, 16.9% had reduced working hours during pregnancy, 15.8% had reduced working hours during childhood,and 8.5% during family leave. To promote program uptake, participants suggested mandatory implementation across workplaces (68.4%), expanded support for substitute workers (48.6%), and increased education and promotion of government support (42.4%). Conclusion: While most dental hygienists were aware of the Maternity Protection and Work-Family Balance Assistance Policy, utilizing it proved challenging due to several factors. Organizational policies or practices may not fully implement this policy, while workplace culture could discourage its use. Unfair treatment and the lack of available substitutes further hindered access. To prevent career interruptions for dental hygienists due to pregnancy, childbirth, childcare, and family care, and to maintain career continuity, the dental community and government should establish a multifaceted social support system. This system should prioritize several key areas: strengthening policy promotion, fostering a family-friendly atmosphere, improving management and supervision of policy implementation and developing a robust support system for substitute personnel.

• Journal of Korean Public Health Nursing
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• v.16 no.2
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• pp.454-468
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• 2002

Historically, women's health needs have been viewed primarily as reproductive, and all other health needs have been dealth with without considering their responses to disease and treatment(Strickland & Giger, 1994). It has mostly been through the efforts of women's group, especially health care team, that more recognition has been given to the overall health of women worker in recent years. The purpose of this study was to examine the depression, self-esteem and health practice in order to identify health care strategies to improve health promotion among women workers in small workplace. The consisted of 94 women workers who work at small manufacturing industry. The data were collected from January to February, 2002. The instruments for this study was Rogenburgs self-esteem scale, Zung s depression self-reporting scale and Breslow & Enstrom s health habits scale. The analysis of data were performed with frequency, percentage, t-test, ANOVA. $\chi^2$ test, pearson correlation and multiple regression using SPSS Win 10.1 program. 1. The average depression score was 1.87 which is relatively low and the average self-esteem score was 2.75 which is relatively moderate. The total mean score for health practice was 4. 10(range 0-7) which is relatively high moderately. 2. Health practice had not a statistically significant correlation with depression and self-esteem, but the depression had a statistically significant correlation with self-esteem(r=-.401, p=.000). 3. There was not a significant difference In depression, self-esteem and health practice according to the general characteristics 4. There was a significant difference in sub category of health practice according to the status of living with family and status of marriage. As far as the health practice of women workers living with family practiced better health than women workers no living with family concerning breakfast(p=.03) and as far as the health practice of women workers no living with family practiced better health than women workers living with family concerning sleeping time(p=.04). There was a significant difference in breakfast(p=.04), smoking(p=.00), and BMI(p=.05) according to the status of marriage. 5. The major factor was age and explained for $7\%$ of health practice. The repeated study should be carried out to figure out the health practice and its related factors of female workers at small manufacturing industry.

• Journal of Families and Better Life
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• v.23 no.3 s.75
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• pp.153-167
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• 2005

This study was conducted to help develop women's human resources and promote married women's return to workforce. Using various data, we examined the patterns of Korean women's economic activities over the lifecycle, career discontinuation and return to the workforce. We also interviewed twenty full-time housewives who wanted to return to workforce. The interview questions included reasons for seeking employment, desired working conditions, and difficulties in finding a job. Major findings are as follows: First, there were two groups with respect to reasons why they want employment One was an economic need such as earning basic living expenses and supporting the family. The other was self-realization and social participation. Second most women wanted to do unskilled labor such as housekeeping work, whereas some young or well-educated women looked for a professional job. Third, married women preferred part-time jobs, which were compatible with their family care demands. Most of them wanted a workplace located close to home. The women with child-care responsibility preferred working at home. Fourth, regarding difficulties of returning to workforce, they pointed out vocational ability problems due to their career discontinuation, social prejudice such as gender discrimination and psychological pressure in maintaining work and family at the same time. In order to promote employment of married women, it is required not only to change social prejudices but also to increase effectiveness in policy implementation. In addition, counseling for job-search and vocational ability training programs should be provide.