• Journal of Family Resource Management and Policy Review
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• v.24 no.2
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• pp.23-48
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• 2020

This qualitative case study focuses on five small and medium-sized enterprises which have put family-friendly management into successful practice. Through in-depth unstructured interviews with five human resources managers and ten employees, we describe each firm's approach to work-life balance including working hour reductions, breaks, work flexibility, and parental leave to build an overall picture. We also discuss the four key factors of the CEO's role; democratic communication between all staff, the usefulness of family-friendly certification as a starting point; and governmental support for promoting work-life balance at small and medium-sized enterprises. Finally, we suggest three political implications of governmental support, namely CEO education, changing the criteria of family-friendly certification to redefine working hours and work flexibility, and incentives specifically for small to medium-sized enterprises.

• Human Ecology Research
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• v.56 no.5
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• pp.425-433
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• 2018

This study investigates the effect of gender role attitude and work family balance on life stress for married career women. We also explore the mediating effect of marital intimacy on the relation between gender role attitude, work family balance, and life stress. The subjects were married women from the five year data of the Korean Longitudinal Survey of Women and Family (KLoWF). Data was analyzed by descriptive statistics, Pearson correlation, structural equational models, and Sobel test with SPSS software ver. 23.0, and Amos software ver. 23.0. The findings are as follows. First, gender role attitude had a direct effect on life stress, but work family balance had no significant effect on life stress. Second, marital intimacy mediated between gender role attitude, work family balance, and life stress. In conclusion, the results can be used as basic data to prevent life stress in married career women and increase marital intimacy.

• 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.

• Korea journal of population studies
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• v.33 no.2
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• pp.1-31
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• 2010

As increasing numbers of married women enter the labor force, scholars pay attentions to work-to-family and family-to-work spillover. So accumulating empirical research has been done to examine negative and positive spillover between two life areas. But existing research focuses only on this negative or positive spillover and do not combine these two interdependent aspects of spillover. But individuals experience the negative and positive spillover everyday. Therefore scholars point out the need of research to represent this reality of married men and women. Using data from a sample of 721 male and 359 female married workers, this study try to examine the 'global' measures of spillover between work and family. In particular, this study focuses on gender differences in this global measures and some potential factors influencing levels of global spillover. I find that while women and men do not differ in global work-to-family spillover, they do differ in global family-to-work spillover. It is found that four out of ten wives belong to 'high' in negative family-to-work spillover and 'low' in positive family-to-work spillover and only one out of ten wives belong to 'low' in negative family-to-work spillover and 'high' in positive family-to-work spillover. It is well documented that women do the bulk of family responsibilities such as housework and childrearing and consider home as their second workplace. The findings in this paper may represent unequal gender realities.

• Journal of Family Resource Management and Policy Review
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• v.19 no.2
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• pp.51-74
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• 2015

This study aimed to identify differences in the level of work-life balance as well as the effect of independent variables, including family (sharing family work, support for working), organization (culture, support services and systems), and community variables (accessibility to and amount of work-life balance programs), on work-life balance in South Korea, Japan, and the U.K. For these purposes, data were collected from 311, 324, and 322 married, working women (from 30 to 50 years of age) from Korea, Japan, and the U.K., respectively. It was consistently shown that U.K. employees scored higher in work-life balance than Korean and Japanese employees. Compared with Japan and the U.K., Korean participants were significantly lower in terms of work-leisure balance and work-self-development balance. The regression analysis revealed that 'sharing family work with partner' was commonly important and a major factor in all three countries. A 'supportive organizational culture' predicted work-life balance for Korean and Japanese participants, while work-life balance programs had a powerful effect on work-life balance only for U.K. participants. In the case of community variables, there were no significant effects for U.K. participants with regard to work-life balance. In contrast, 'the amount of work-life balance programs offered' was shown to affect the work-life balance of Korean working women, while 'accessibility to the programs' was significantly influential in Japan. We interpret these results according to social, economic, political, and psychological factors.

• Journal of Family Resource Management and Policy Review
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• v.12 no.2
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• pp.1-14
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• 2008

The purpose of this study is to evaluate the present workfamily balance policy and suggest a vision for moving forward. First, this study identified the scope of the workfamily balance policy and assessed the importance of this policy in relation to other family-related policies. Second, we evaluated the workfamily balance policy from the perspective of family resource management. Third, we suggested orientations and strategies for better policymaking from this same viewpoint.

• Journal of Family Resource Management and Policy Review
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• v.1 no.1
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• pp.101-115
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• 1997

This study was designed to examine the socialization of household work utilizing ecological theory. The main purposes were to identify the socialization level, and to predict the socialization of household work in term of the selected variables. The sample was drawn from housewives of expanding stage of family life cycle in Seoul. 518 respondents were analyzed using SPSS/PC+ statistical package. The results of this study were as follows: 1. Among the variables of food area, education of housewife, type of housing, family income, number of children had significant influence. 2. Among the variables of clothing area, family income was the only important variable. 3. Among the variable of housing area, number of household equipment, number of aids for household work, education of housewife, family income, attitude of housewife’s role, number of aids for household work had significant influence. 4. Among the varables of home management area, number of household equipment, family income, self control had significant influence. 5. Among the environment variables of household work, social-cultural environment had the most important effect on the socialization of household work.

• Korean Journal of Family Social Work
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• no.54
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• pp.7-39
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• 2016

This study aimed at examining the effects of the environmental aspects of work-family role conflict on child-rearing attitudes of working mothers. To accomplish study purpose, 267 working mothers were asked to fill out the survey questionnaires. The research results were as follows. First with regards to the effects of both direction of work-family role conflict on child-rearing attitudes of working mothers: the work interference with family conflict was negatively related to affectionate child-rearing attitudes of working mothers; the work interference with family conflict was positively related to rejection child-rearing attitudes and control child-rearing attitudes of working mothers; and the family interference with work conflict was negatively related to autonomic child-rearing attitudes of working mothers. Second, in terms of the effects of the three types of work-family role conflict on child-rearing attitudes of working mothers: the work family strain-based conflict was negatively related to affectionate child-rearing attitudes of working mothers; the work family strain-based conflict was positively related to rejection child-rearing attitudes and control child-rearing attitudes of working mothers; and the family work strain-based conflict was negatively related to affectionate child-rearing attitudes and autonomic child-rearing attitudes of working mothers. Based on these results, suggestions and implications were provided.

• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.262-273
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• 2020

The purpose of this study was to analyze the effect of work-family balance on job satisfaction and the mediating effect of family supportive organizational culture in the relationship. For this purpose, the 6th data of the Women's Family Panel was used to analyze 2,016 married female workers who are currently employed among respondents aged 19 to 64. According to the analysis, First, work-family balance was found to have a positive effect on job satisfaction, and second, family supportive organizational culture had a mediating effect between work-family balance and job satisfaction. These results are meaningful in that they reaffirmed the emotional connection between work and family areas, suggesting that not only an institutional approach for work-family balance but also a cultural approach such as family-supportive organizational culture need to be considered.

• The Journal of the Korea Contents Association
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• v.18 no.6
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• pp.113-121
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• 2018

This study discusses the relationships among work-family conflict, workers' individual engagement and self-efficacy. The empirical analysis shows that work-life conflict has a great importance on workers' individual engagement. The results highlight the role of work-family conflict in helping to enhance the workers' individual engagement. This study contributes to the work-family conflict in literature by reporting the findings of empirical research, which examine the attitudes relating work-family conflict. It is identified in the study that the substantial impact of work-family conflict on workers' individual engagement is crucial, and the policy implications for employers suggested.