• 지식경영연구
• /
• 제16권4호
• /
• pp.133-155
• /
• 2015

Smart Work is an extended version of telecommuting or distance work pursuing an objective of work-life balance which is one of the hottest issues in management research. With diffusion of Smart Work, a problem has been raised that Smart Work makes the boundary between work and non-work blur, and may break the balance of work-life. However, work-life balance will be achieved by actively managing the boundary between work and non-work rather than passively taking the consequences. In order to find out whether Smart work improves work-life balance, we need to understand the precedence factors influencing on job satisfaction and the role of boundary management strategy which Smart Workers actively choose. This paper considered the bi-directional permeability between work and non-work domain and developed a research model containing a causal relationship among three factors, job autonomy, job involvement, and job satisfaction, and the moderation effect of boundary management strategy. The results show that both job autonomy and job involvement affect job satisfaction and boundary management strategy which Smart Workers utilize plays a moderating role influencing on job satisfaction.

• 가정과삶의질연구
• /
• 제29권1호
• /
• pp.41-53
• /
• 2011

Recently, workers are interested in work-life balance. However, most dual- income couples do not make the effort to achieve work-life balance in their everyday life compared with many workplaces that make various family-friendly policies available to them. Therefore, this study aims to suggest the necessity and process of work-life balance through career management over one's lifespan. The needs and resources of families are not the same during every stage of the family life cycle. Thus, dual-income couples should aim to invest in career management which includes balancing their work and their family when considering their future career and life. Additionally, they should try to match the needs and resources of both their work and their family by using family resources, workplace policies, and community networks.

• 가족자원경영과 정책
• /
• 제17권2호
• /
• pp.219-241
• /
• 2013

The study explored the work-life balance of three dual-earning couples using the household economics approach according to the hermeneutics paradigm. Three families were analysed. The couples were interviewed individually with a non-structural interview guide about their work history and life history, and with a semi-structured interview and structured questionnaire about their work hours, childcare practice, husband-wife relation, household income and expenditure, and daily and weekly schedule. The results revealed the different paths and various strategies to adjust work-life balance among the cases. Strategies were discussed to facilitate changes in labor market policy, childcare policy, working place culture and family's daily life planning.

• Journal of Information Technology Applications and Management
• /
• 제20권1호
• /
• pp.43-51
• /
• 2013

Human being does work to live out and they have their private life because human has sociality. Both work and life are important to live out but they are on the trade-off relationship. Because keeping the balance between work and life is too hard, it has been interested by academic and practical areas. Definition of Work-life balance here is that balance or imbalance arising between work and life has no negative impact on their daily life. Above all, Work-life balance is important because it is strongly related to identity. Recently, the introduction of the mobile office system has emerged as a way to solve the problem of work-life balance. It is based on the teleworking which was formerly generated. Teleworking is to perform the work in the employee's home or office space set aside without going into the workplace. Concept of the mobile office system here is not only using portable devices during work for convenience but also the system which is designed for the performance. Thanks to the diffusion of smart devices(smart phone, tablet pc), mobile office system has been spread. Although the importance of mobile office systems is emerging, there are few researches about it. Even they mostly focus on the standpoint of performance of mobile office system. However, Quality of life is as important as the performance. As a part of Quality of Life field, Work-life balance is the closest to employee's quality of life. So this study aims to examine the effect of the use of mobile office systems on work-life balance. To do so, we try to find factors effecting Work-life balance from existing studies and then set a research model. We set the use of mobile office systems as independent variables which are divided by use of function, use by location and use by situation. There are four dependent variables - sense of self command, sense of balance, solving work problem, solving life problem. We collected data from employees who are using mobile office systems on their job. 215 people were participated in the survey and we used multiple regression analysis to verify our research model. Results show that every independent variable has no impact on solving work problem while they have slight impact on the other dependent variables. Especially use on the business trip has significant effect on dependent variables. It means that there is a possibility use of mobile office system could control the employee's quality of life and system should be evolved until it covers even critical tasks. Also, support for mobile office system -education, encouragement-should be provided. By mobile office system is maturing, future research would be done.

• Journal of Information Technology Applications and Management
• /
• 제24권3호
• /
• pp.23-49
• /
• 2017

This paper is part of the dissertation for an MSc in Project Management and Innovation of Strathclyde Business School The research aims at understanding how IT-SMEs (Small and Medium-sized Enterprises in Information Technology Business) implement and use Flexible Work Arrangements and Flexible Working Hours (FWH/FWA) in their organisations. In-depth interview data was collected from managers and business owners of 31 companies whose needs for Work-Life Balance varied. Results show that many factors positively influence IT-SMEs to use FWH/FWA. For example, customers and partners working at different work-hours, traffic congestions between home and office, and the general stereotype of IT personnel. However, the results also found several concerning factors that may hamper the success of FWH/FWA implementation. They include the inadequacy of management skills in tracking, monitoring, and assessing employee's real performance, contextual factors for Thai IT-SMEs, i.e. conflict resolution culture, IT people's protocol of communication exchanges, and shortcoming of technology infrastructure. The findings also show that many companies that had used FWA eventually stopped. Thus, a four-phase cyclical framework called PLIC (Purpose-Limitation-Implementation-Consequence) has been developed as an approach to FWH/FWA implementation.

• 한국콘텐츠학회논문지
• /
• 제19권6호
• /
• pp.587-604
• /
• 2019

본 연구는 워킹맘들이 직장과 가정생활을 병행하면서 경험하는 심리적 어려움과 대처전략 및 그들에게 필요한 도움이 무엇인지에 대해 탐색하고자 워킹맘 10명을 대상으로 포커스 그룹 인터뷰를 실시하고 분석하였다. 직장과 가정생활을 병행하면서 겪는 어려움은 무엇인지, 직장과 가정생활간의 균형을 어떻게 맞추고 있는지와 워킹맘들에게 어떤 도움이 필요한지에 대해 질문하였다. 그 결과, 11개의 영역에서 37개 범주, 86개의 하위범주가 도출되었다. 11개의 영역은 스트레스 촉발요인, 심리적 경험, 직장이 가정에 미치는 영향, 가정이 직장에 미치는 영향, 워킹맘으로서 경험하는 긍정적인 점, 워킹맘으로서의 전략, 대처전략 수립, 대처전략 실행, 대처 전략 결과, 외부적인 도움, 자신이 할 수 있는 것으로 나뉘었다. 이러한 연구결과를 토대로 하여 본 연구의 시사점과 제한점, 추후 연구에 대하여 논의하였다.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권5호
• /
• pp.987-1000
• /
• 2021

The concept of 'Employer branding' (EB) - one effective and sustainable strategy to attract and retain talent - has received a lot of attention from researchers and business managers. This concept becomes more meaningful when the 'war of talent' takes place in an extremely fierce manner in Vietnam as well as around the world. However, this concept is rather new; as a result, many points related to 'EB' scales should be improved, especially in Vietnamese context. Therefore, this study focuses on developing and confirming the EB scale in the context of Vietnam. Based on EB theory, this research applies the mixed research method: qualitative methods (expert interview and group discussion) and quantitative method (questionnaire survey of 937 respondents). EB is demonstrated to be a quadratic concept, consisting of the following 10 dimensions: Corporate social responsibility (CSR), Promotion (PRO), Work-Life Balance Satisfaction (WLSA), Education (EDU), Behavior-based Family interference with work (WLBE), Travel opportunities (TRA), Time-based work interference with family (WLTI), Teamwork (GRO), Supporting (SUP), and Strain-based family interference with work (WLST) with 58 observed variables. Based on the survey towards the employees in enterprises and organizations in Vietnam, the analysis results affirm that this scale ensures efficiency, reliability, unidirectionality and convergent values.

• 한국직업건강간호학회지
• /
• 제31권4호
• /
• pp.187-197
• /
• 2022

Background: This study explores the pathways of nurse turnover in long-term care hospitals (LTCHs) and its underlying conditions in Korea. Although the factors of staying or leaving of nurses in LTCHs have been reported, few studies have examined the trajectory and conditions of nurses staying in and leaving LTCHs. Methods: A qualitative study design with a grounded theory approach was conducted. Data were collected in one-to-one interviews. Purposive and theoretical sampling led to the inclusion of 20 registered nurses from 15 LTCHs in South Korea. Results: Seeking work-life balance was the core category of the nurses' turnover pathway. The consequences of the nurses' turnover pathway were categorized into three groups: thriving, surviving, and leaving. Thriving nurses found meaning in their work, fostered good relationships, and saw opportunities for growth. Surviving nurses were enduring their jobs in LTCHs, having a work-life balance, and supportive nursing leaders. Leaving group nurses wished to leave LTCHs due to a lack of professional growth, unappealing work, continued conflict, and social stigma. Conclusion: This study provided the trajectory and conditions for nurses to enter, stay, move, or leave. Understanding the pathways for staying or leaving can be used as a strategy for successful retention of registered nurses in LTCHs.

• Journal of Information Technology Applications and Management
• /
• 제25권3호
• /
• pp.55-66
• /
• 2018

Early smart-work of company K was a technology-led way of applying ICT such as smart phones and mobile devices to business. After company K perceived the limitations of ICT-driven smart work, it propelled the work-smart, doing a work smart toward the way that human beings become central and a creative organizational culture is engendered. Company K propelled work-smart strategy in eight categories: simplification of data requirements, establishment efficient meeting culture, streamlining reporting and approval process, simplified document creation, overtime decrease, spreading flexible work system, settlement of healing leave, creating work-smart place. Company K set up an organizational culture secretariat dedicated to work-smart promotion and selected task priorities in consideration of urgency and effectiveness. Owing to such efforts, the company K's work-smart index rose sharply to 72 points this year from 56 points in the previous year. At the organizational culture survey, employees responded that organizational culture improved in all area. For a better future, company K analyzed its work-smart outcomes and planned progressively to improve its work-smart efforts based on employees opinions. This case study will serve as a guideline, for companies to make efforts to going forward to today work-smart beyond yesterday smart-work.

• 가족자원경영과 정책
• /
• 제12권2호
• /
• pp.141-152
• /
• 2008

This study reviews a family-friendly system of companies from the viewpoint of family resource management. The concept of a family-friendly system in the workplace means that the strategy 'supports the family' or 'is sensitive to the family life' and recognizes a need for balance between work and family. The suggestions proposed in this study were as follows: First, the direction of a family-friendly system must reflect the needs of the family members positively and recognize diversity. Second, it must consider efficient methods relating to the matter of the gender because a corporate culture enabling men to use childcare leave has not grown, even in family companies. Third, the directions to check the present developing process of our society and to develop the suitable way to each company must be shown. This study has proposed that the subjects must solve immediately in the future with understanding the contents and looking around the status of the enforcement at the inside and outside of the country for a family-friendly system to handle the balance between work and family in the workplace. The problems were the context of the introductions and the results of balancing between work and family no matter whether the introduction of the system by company or not.