• Title, Summary, Keyword: family-friendly policy

Search Result 69, Processing Time 0.04 seconds

An Application of Family-Friendly Policy for Use of Female Resource (여성인적자원의 활용을 위한 가족친화적 정책의 적용)

  • 정영금
    • Journal of the Korean Home Economics Association
    • /
    • v.40 no.11
    • /
    • pp.107-118
    • /
    • 2002
  • Many women experience the conflicting demands of work and family life according to the increase of employed women. Their demand for balance of two spheres makes the companies have family friendly policy. Family friendly policy is win-win policy which gives benefits to the employers and the employees by helping the employees to balance of their lives. But this policy has been recognized as the one for women and which only companies have to carry out. This study aims to suggest and extend the applicable field of the family friendly policy, and press that the whole society have to be family friendly. So, this study examined the necessity of family friendly policy in the aspects of company and society. And it showed how the employers, policy makers, general public society and communities support the family by carrying out and applying the policy in USA.

Needs and Utilization of Family-Friendly Work Policies for the Work-family Balance (맞벌이 가정의 일-가정 균형을 위한 기업의 가족친화정책 실시, 활용 및 요구)

  • Yoon, So-Young;Kim, Ha-Nui;Koh, Sun-Kang
    • Korean Family Resource Management Association
    • /
    • v.13 no.1
    • /
    • pp.1-21
    • /
    • 2009
  • The purposes of this study are to provide background information to develop a family-friendly work policy and to increase the effectiveness and feasibility of this policy. We surveyed the performance of family-friendly work policies, and workers‘ needs and utilizations of 17 family-friendly work policies. We also examined the factors that influence the utilization of family-friendly work policies. The study sample consists of 197 working mothers who have at least one child under age 10. The major findings are as follows: 1) The most-needed family-friendly work policy among working mothers is child care leave 2) Of those family-friendly work policies that are not currently provided, the most-needed policy is family care leave 3) The size of firms, the provision of substitutes, and 40-hour work schedules are statistically significant variables that influence the provision of necessary family-friendly work policies and 4) In addition, the work place culture is a very important factor related to the utilization of work- and family-friendly policies.

  • PDF

The Analysis of the Current Conditions of and Suggestions for Family Friendly Support Services (가족친화지원사업의 시행현황과 개선방안)

  • Jeong, Young-Keum;Cho, Seong-Eun;Ahn, Jae-Hee;Kim, Ji-Su
    • Journal of Korean Home Management Association
    • /
    • v.31 no.4
    • /
    • pp.83-96
    • /
    • 2013
  • This study aims to suggest the alternative policies and practices which policy makers can introduce and enlarge for work-family balance of employees. For purpose, this study analyzed the regulation of work time and parental leave benefits of employees. And the results of major projects in family friendly support services were examined. Based on these assessment, this study suggested various flexible work arrangements, papa's quota system in parental leaves, various family leaves for family care, establishment of FFSC in every metropolitan area, diversification of consulting project, and enlarging of certification project on family friendly workplace.

The necessity and recommendation on the family-friendly policy for integrating work and family (가족-일 통합을 위한 가족친화적 정책의 필요성과 방향)

  • 정영금
    • Korean Family Resource Management Association
    • /
    • v.6 no.2
    • /
    • pp.143-155
    • /
    • 2002
  • Nowadays, the conflict of work and family has become a common problem in families due to the increase of working parents. But in Korea, there is a little supporting system which can help them work. So, this study showed the necessity of family-friendly Policy and families' demands to it. Many capitalist countries which have insufficient welfare system effort to integrating work and family by offering a family-friendly policy for working parents. So, policies for family and women have to be family friendly, and all of the corporation, community, school, and government have to support the working families.

  • PDF

Current Status and Application of Family-Friendly Gender Policy -Focusing on policy implications applied to public institutions- (가정친화적 여성정책의 현황과 적용 -공공기관에 적용된 정책의 함의를 중심으로-)

  • Kim, Young Mi
    • Journal of Digital Convergence
    • /
    • v.18 no.2
    • /
    • pp.13-21
    • /
    • 2020
  • As Korea's low birth rate has become a serious social problem, various government-level policy initiatives have been proposed to introduce and expand family-friendly personnel systems for work-family balance. The main causes of low birthrates in Korea are the increased participation of women in economic activities and the difficulties of work-family balance. As part of women's policy, support policies were introduced at various levels such as family-friendly institutions and flexible working systems, but they did not have much effect as an alternative to low birth rates. The implications of family-friendly institutions within the organization beyond low birthrates, which are continuously present, have greater implications at the time of new social transformation. This paper will investigate and discuss the implications of family-friendly policies and the implications of the flexible working system in the civil services.

The Impact of Family-Friendly Corporate Culture on Employees' Behavior (가족친화적 기업문화가 근로자의 행동에 미치는 영향)

  • Kim, Jeongwoo;Kim, Kyungmi;Park, Hyunjun
    • Journal of the Korea Industrial Information Systems Research
    • /
    • v.23 no.2
    • /
    • pp.75-92
    • /
    • 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.

The Effects of Work-family Balance Policies on Working Mothers' Job Satisfaction (직장 내 가족친화제도가 취업모의 직업만족도에 미치는 영향)

  • Yim, Joong-Kyung;Koh, Sun-Kang
    • Korean Family Resource Management Association
    • /
    • v.14 no.1
    • /
    • pp.97-118
    • /
    • 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.

  • PDF

The impact of family-friendly policies in the workplace on the childbearing intention of married-employed women: A comparison of two age groups (기업의 가족친화제도가 기혼 직장여성의 출산의향에 미치는 영향: 여성의 연령 집단별 비교)

  • Koh, Sun-Kang
    • Korean Family Resource Management Association
    • /
    • v.20 no.3
    • /
    • pp.151-171
    • /
    • 2016
  • The purpose of this study was to identify the relationship between family-friendly policies in working places and the childbearing intentions of married-employed women. The analysis included 415 married working women from the 2012 wave of the Korean Longitudinal Survey of Women and Family. The factors influencing the childbearing intentions of the women were age, education, number of children under age 18, childbirth leave, childcare facilities, and flextime. The women whose work-places provided childbirth leave had stronger childbearing intentions. The women under age 35 had stronger childbearing intentions when their work-places had flextime policies. In conclusion, my recommendation is that the government should pay more attention to the micro-personal factors, such as the Family-friendly Workplace Practices proposed in this study, when executing policies to reverse the current trend of low fertility.

Perceptions of Family-friendly Management and Family-friendly Company Certification in Small and Medium Size Business (중소규모 기업의 가족친화경영 및 가족친화인증 인식에 대한 탐색적 연구)

  • Kim, Miyoung;Son, Seohee
    • Journal of the Korea Convergence Society
    • /
    • v.9 no.12
    • /
    • pp.301-311
    • /
    • 2018
  • The purpose of this research was to examine the perceptions of CEOs and HR managers on family-friendly management and family-friendly company certification in small- and medium-size businesses. Six CEOs and HR managers participated in focus group interviews. Five themes were identified: provision of various family-friendly workplace policies, recognition of the need for family-friendly management, difficulty introducing family-friendly management and family-friendly workplace policies, willingness to acquire family-friendly company certification, and ways to expand family-friendly management and family-friendly company certification. All participants agreed on the need for family-friendly management and provided different family-friendly workplace policy suggestions for employees regardless of their interests in acquiring family-friendly company certification. However, they also had difficulties introducing family-friendly workplace policies. This finding suggests that different incentives are needed to encourage companies to expand family-friendly workplace policies.

A Study on the Work-Family Balance Based on the Family Friendly Policy (가족친화적 정책을 통한 일-가족 균형에 관한 연구)

  • 정영금
    • Journal of Korean Home Management Association
    • /
    • v.22 no.5
    • /
    • pp.91-100
    • /
    • 2004
  • Working men and women experience the overload of labor and the conflict between work and family according to the increase of working women and working couples. Work-family conflict can have adverse effects on quality of life and satisfaction with employees' work lives. And severe conflicts can interfere with employees' concentration on their jobs and increase absenteeism. So, employers are helping to keep employees the balance of work-family by supporting them through family friendly policies. This study emphasized the necessity of work-family balance through the statistical data and importance on the family. And the related studies and efforts of outstanding companies in USA and Korea are provided. Based on this study, programs on work-family balance must be developed and attentions of working families, employers, communities are needed.