• 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.

• 프린팅코리아
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• v.12 no.5
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• pp.48-57
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• 2013

인쇄사는 가족기업의 형태로 운영되는 경우가 매우 많다. 그렇다고 우리나라 인쇄사만 영세하고 가내수공업 같아 가족기업의 형태로 운영되는 경우가 많을 것이라고 생각하면 오산이다. 우리나라보다 훨씬 bah가 큰 미국의 인쇄사도 90% 이상이 가족기업이고, 심지어는 포츈지 선정 500e 기업의 37%가 가족기업에 해당된다는 통계도 있다. 이처럼 가족기업은 생각보다 훨씬 다양한 모습으로 산업계에 뿌리 내리고 있으며, 매우 우수한 경영성과를 올리고 있다.

• Journal of the Korea Convergence Society
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• v.9 no.12
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• pp.301-311
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• 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.

• Journal of Korea Society of Industrial Information Systems
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• v.20 no.5
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• pp.95-105
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• 2015

Prior studies have reported equivocal patterns of the results about the relationships between family involvement and firm performance, particularly financial performance. In line with this research trend, this study focuses on non-financial performance that agency costs may marginally influence. tries to identify the relationship between nepotism and the three types of innovation performance, namely corporate entrepreneurship, radical innovation performance, and incremental innovation performance. The results has shown that family involvement is positively correlated with the three types of innovation performance.

• Proceedings of the Korean Family Resource Management Association Conference
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• 2000.05a
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• pp.40-50
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• 2000

• Proceedings of the Korean Family Resource Management Association Conference
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• 2000.05a
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• pp.26-39
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• 2000

• The Journal of the Korea Contents Association
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• v.13 no.2
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• pp.420-430
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• 2013

In this study, we investigate the current status of family friendly management and determinants of its level. We choose measures about family friendly management and use their results from ESG evaluation model by Korea Corporate Governance Service. We find that firms with larger size, lower leverage and higher firm value are more family friendly. And in contrast to previous studies, firms are more family friendly when they have less women to total employees. But firms with higher largest shareholder holdings are less family friendly. These results show that listed firms in Korea should be more family friendly considering their level of woman employment. Also the interest and support from top management are needed for activating family friendly management, but largest shareholder of korean firms are not active yet.

• Korean small business review
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• v.39 no.1
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• pp.1-39
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• 2017

The first generation of the business that had been founded in 1960~1970s faces the situation to consider the succession of the family business developed by devotion of their whole lives in the critical timing to the next generation. In the process of selecting the party of family business succession, it is required to consider a variety of succession types including smooth transfer to the other family member or the employee of the company, selling the company, or hiring external specialist. Foreign countries acknowledge the importance of the succession in the family owned company to perform multiple studies on the influential factors to the succession, distinction, and types of family business succession; and they utilize the results for the related policy development and the support of family owned business succession. However, few studies have been conducted on the succession of the domestic family owned business and majority of them are related to the types of succession. Considering its share and influential power in the domestic economy, it is necessary to develop the guideline and the policies to solve many issues on the succession of the family owned business by systemic studies. Hence, the impact of the main characteristics in the family owned business on the types of its succession was analyzed in this study focusing on five domains of Socioemtional Wealth (SEW) in view of Behavioral Agency Theory by Gomez-Mejia et al. (2007) using the data from 540 family owned small-to-medium sized businesses so as to analyze the issues on their business succession. Upon the empirical analysis results, it was confirmed that they were influenced to the selection of succession type by family succession > internal employee succession > external succession, for the variables of social contribution which were non-financial characteristics, internal employee succession > family succession > external succession for the intellectual properties, and family succession > external succession for the management participation of the family. The distinction of social contribution were influenced the most to the selection of the succession types. Financial factors, business performance, and R&D investment variables were not significantly influenced to their selection of the succession types. In case of simultaneous management, the family succession rate was high and it showed the control effect to strengthen selecting family owned business with R&D investment, social contribution, and company history variables. The behavioral agency theory used in this study was confirmed with high explanation power on the family owned business succession. The family owned business showed the tendency to maintain SEW, and non-financial factors such as accumulated know-how and social contribution based on the long term history were significantly affected to the succession in the small-to-medium sized family owned businesses, unlike general large sized listed companies. The results of this study are expected to be helpful practically for the succession of the family owned business and to suggest the guideline for the development of governmental policy.

• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.346-353
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• 2016

This research examines the effect of family member in board of directors. In Korea, the ownership and management of a firm is not thoroughly separated and most of firms are managed by controlling family. These family officers have same intent with family CEOs who identify themselves with the firm and want to hand over it to their descendants. Thus, family officers will influence positively on firm performance. Besides, the moderating effect of professional CEO on the above relation will be also positive. It is because professional CEO will be curbed by family officers in board of directors. Under this condition, the potential self-interest seeking behavior will be minimized and the specialty of professional CEO will be manifested. 2,456 firm-year panel data are gathered in manufacturing listed firms from 2004 to 2010 and the result suggests that hypotheses are supported.

• Korean Journal of Labor Studies
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• v.14 no.2
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• pp.23-58
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• 2008

본 연구는 한국노동연구원에서 실시한 "일과 가족 양립 지원제도 운영실태조사" 원자료를 활용하여 우리나라 기업의 유연근로제도에 대한 수용성 정도를 실증분석한 것이다. 유연근로제도를 포함한 가족친화 경영의 기업수용성은 출산과 양육친화단계에서는 높지만, 가족친화적 경영수준으로는 확장되지 않고 있음을 발견할 수 있었다. 기존의 연구와 달리 기업 특성을 성(gender)과 시장(market) 가치에 따라 구분하여 유연근로제도의 수용성이 어떤 영역에서 높게 나타나는지를 분석한 결과 여성친화적-고시장성 기업일수록 보다 높은 수용성을 가지는 것으로 나타났다. 또한 다변량분석을 활용하여 유연근로제도에 대한 기업의 수용성 결정요인을 도출하였는데 여기에서는 비정규직 활용과 유연근로제도가 대체관계에 있는 것으로 분석되었다. 따라서 현재 우리나라 노동시장에서 큰 이슈가 되고 있는 비정규직의 무분별한 활용과 증가를 억제할 수 있는 대안 중의 하나로 유연근로제도를 활성화하는 방안을 제안할 수 있으며, 이는 기업의 효율적인 인력운영과 함께 일자리의 질도 제고시킬 수 있어 기업과 근로자가 모두 윈윈(win-win)하는 전략이 될 수 있음을 시사한다고 하겠다.