• Journal of Family Resource Management and Policy Review
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• v.8 no.2
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• pp.43-60
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• 2004

The purpose of this study is to examine characteristics of unpaid family workers in family-owned businesses and to determine factors associated with their job satisfaction. Analyses of unpaid family workers from whom Korea Labor and Income Panel Study(KLIP) gathered data in 2000 were used to accomplish this. According to these analyses, the important factors in predicting job satisfaction are the age of unpaid family worker, household income, hours of work in a week size of family-owned business, and job classification.

• Journal of Family Resource Management and Policy Review
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• v.23 no.1
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• pp.83-97
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• 2019

This study aims to analyze the elements to enhance and activate the quality of life by establishment of family-friendly environment through face-to-face interviews in family-friendly certified firms in UIsan. As a result, its activation is possible when each party of companies- employees-government tries to change, and its main elements and outcomes are as follows. First, 'management philosophy of the company representative' showed to directly affect development of flat organization culture and system activation, with respect to the companies. Second for employees, 'value changes to prioritize work-life balance' demonstrated to affect the utilizations and establishment of family-friendly systems within the organization as the critical element. Lastly, it is considered for government to be able to activate this if 'delivery system with professionality' is secured to help 'legalization of policy,' company productivity, and work-life balance of employees. On the other hand, further studies on the elements to be able to activate family-friendly certifications and analysis on its justification are required by expanding the number of companied in Ulsan.

• Journal of Family Resource Management and Policy Review
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• v.15 no.2
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• pp.63-84
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• 2011

This qualitative case study focused on the workers' flexibility needs. We selected eight full-time workers from one 2009 family friendly certified firm for observation and in-depth interview. The workers are categorized into three groups; male employees with housewives, double income family workers depending on extended family, and double income family workers depending on paid babysitter. The spouse's work status and informal extended familial support to child care were crucial factors to influence their work family life styles and flexibility needs. The flex time is the most desirable everyday needs for the dual working child caring parents depending on the paid help. And the female workers' concerned about the stigma effect of the institutionalized flexibility use of the inferior labors.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.3
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• pp.518-526
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• 2017

This study analyzed the impact of family firms and their characteristics on how they use debts to analyze the decision-making process of Korean family firms. For analysis, we classified the characteristics of family firms into three categories, through the influence of the relationship between the lack of funds and net debt issuance, which was confirmed as the 'packing order theory' of family firms. There was a total of 4,503 enterprises in the Korean Exchange (KRX). The period of analysis was 10 years, between 2004 and 2014. To summarize, Shyam-Sunder and Myers (1999) validated the packing order theory by presenting a model of family businesses that showed greater applicable to higher packing order theory than a model of non-family businesses. Moreover, the results also confirmed the application of the packing order theory by the family stronger corporate governance and ownership structure. The ownership and governance characteristics of the ruling family has also shown the applicability of higher packing order theory.

• Journal of Families and Better Life
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• v.19 no.4
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• pp.121-135
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• 2001

This study examines the real states of family businesses through the interview to the owners and their family members of 15 family businesses. Contents of the interview are starting process, goal and long-run plan, marketing, human resource management and financial management. Many owners usually start their business because of unemployment or shortage of job opportunity. So they dont have an business experience or management skill. And owners act passively in sales because they think the sales area is restricted and their stores are well-known. Family members, especially housewives, suffer role conflict and dissatisfaction because there are no rules on wage and responsibility. And many owners use the resource of household to business and vice versa. This is an advantage of family business in the viewpoint of effective use of resource, but it is a confusion of resources in the viewpoint of financial management.

• The Safety technology
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• no.165
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• pp.15-17
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• 2011

한화제약(주)는 1976년 창립된 이래 계속해서 국민의 건강증진을 위해 힘써온 치료의약품개발 전문기업이다 한화제약(주)는 최근 제2의 도약기를 맞이하고 있다. 2005년에는 스피드경영을 위해 웹기반 통합정보시스템을 도입했고, 2008년에는 cGMP(미국우수의약품관리기준)공장을 준공해 신규시장 개척에도 힘을 기울였다. 특히 최근에는 R&D투자확대, 지역 대학 및 연구기관과의 산학협력 강화 글로벌 기업과의 연계를 통한 신약개발 등 다양한 활동으로 '글로벌 헬스케어 전문기업'을 향한 비상을 준비하고 있다. 한화제약(주)가 이렇게 성장할 수 있었던 데에는 직원들의 안전을 기치로 한 '한화가족' 경영마인드가 크게 작용했다는 것이 임직원들의 공통된 의견이다. '한화가족' 경영마인드를 바탕으로 한 다양한 안전활동을 펴고 있는 한화제약(주)를 찾아가 봤다.

• Journal of Family Resource Management and Policy Review
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• v.21 no.3
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• pp.161-182
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• 2017

This qualitative case study explored seven non-certified firms' family-friendly cultures and their responses to the family-friendly certification through interviews with the human resources managers. The results from the data analysis revealed within firm's differences and a gap among those firms. In addition, their responses to the family-friendly certification were classified into three categories: a positive group, indifference group, and negative group. From the results of the firms' various family-friendly cultures and the firms' various responses to the family-friendly certification, we suggested several issues on the family-friendly certification system's improvement and the government's management and supervision of the legal requirement to ensure workers' work-life balance and the firm's autonomy plan for its' own family-friendly culture.

• Proceedings of the Korean Society of Computer Information Conference
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• 2019.07a
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• pp.187-188
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• 2019

본 연구는 우리나라 ICT기업들을 대상으로 가족친화적 기업문화가 조직몰입 및 직무성과에 어떠한 영향을 주는지를 살펴보고자 하는 실증연구이다. 본 연구에서는 대표적 가족친화적 프로그램인 근무제도와 휴가제도들이 조직몰입과 직무성과에 어떠한 유의한 영향을 미치며 또한, 한국 ICT 기업들만이 가지는 특징을 실증분석을 통하여 알아보고자 한다.

• Journal of Family Resource Management and Policy Review
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• v.16 no.4
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• pp.93-109
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• 2012

Many leading companies provide family-friendly policies for a good work-family balance and to increase the productivity of their workers. The workers receive such benefits as family leaves or financial support for caring for their dependents. But the employees need much more support than these benefits to properly care for their families. This study examines the role of the companies in the expansion of family-friendly policies to the community. A few companies see community relations-such as investing in community programs-as linked to work-family policies. Accordingly, this study suggests the best practices and alternatives of many companies. This study also examines the role and perspectives of the Family-Friendly Support Center as an organization that can lead the community involvement of the business. This center can promote the company's collaboration and network of stakeholders.

• 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.