• Korea journal of population studies
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• v.18 no.1
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• pp.1-39
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• 1995

한국의 농촌위기를 농업생산과 농민생활의 기초적 조직단위의 차원에서 살펴보면 문제의 핵심이 가족농의 재생산체계의 와해에 있음이 드러난다. 농촌가구의 재생산주기 단계별 분포를 볼 때, 이른바 축소기 및 해체기에 있는 가구의 비율이 급속히 증가하고 형성기 및 확대기에 있는 가구의 비율은 급속히 감소함에 따라 한국의 가족농체제는 그 미시조직적 기반이 와해되어 가고 있음이 드러난다. 아울러 가족 재생산 주기의 각 단계인 양육 및 교육, 농가경제 계승과 혼인, 노후 부양 등의 과정에서 동시적으로 나타나고 있는 혼돈과 단절이 농촌의 기초조직인 농가의 존속 자체를 어렵게 만듦으로써 정상적 농가 없는 농촌의 총체적 퇴행이 나타나고 있다. 종합적으로 말해 가족농 재생산체계가 그 양적인 측면과 질적인 측면 모두에서 심각한 위기상황에 처해 있는 것이다. 본 연구의 결과에 기초해 볼 때, 한국 농촌의 현실은 기초 생산,생활조직의 차원에서 급격한 해체는 진행되고 있으나 적절한 재구조화(restructuring)는 이루어지고 있지 못한 상황이다. 따라서 생산조직 차원에서의 농촌문제의 대처는 기존 농가 재생산 주기의 붕괴에 관한 다양하고 즉각적인 대증요법을 동원해 가족농 해체의 부작용을 최소화시키는 한편, 보완적 조치로서 새로운 협업적 또는 기업적 경영체계의 확립에 관계된 사회적 필요조건들을 충족시키는 것이어야 할 것이다.

• KSCI Review
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• v.2 no.2
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• pp.83-100
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• 1996

As the globalization of business increases, roles of managers from other culteres assume greater importance, This is the survey of expatriate selection and training of korean firms. We assummed that selecting criteria should be different for each part ho has different purposal. We cartegolized three parts with comparative two sides. Our results shows that there are differences in selecting vs. selected parts, selected part who should work foreign market assummed spouse & family's conditions more important. As top anagers emphasize the managemant & skill factors, middle and low level managers are more intrested in personal factors. The part who expatriate developing country choose cross culture factor more important than expatriate advenced country. In korean firms, there's a little program about expatiate training, spouse & family education and no repatriation adjustment program.

• Korean small business review
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• v.43 no.1
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• pp.147-164
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• 2021

This study focuses on succession in a family business which is the crucial factor affecting future and survival of a family business. Especially, the study concentrate a successor's view which is regarded as a key-player during the succession. In this study, we used AHP (Analytic Hierarchy Process) methodology to identify priorities of factors influencing succession. We divided into two-tier level. The first-tier is defined as 1) the relationship with an incumbent CEO, 2) a successor 's management ability, 3) a successor' s self-efficacy and 4) succession plan. For the second-tier of each first-tier have 3 sub-factors ; 1) the relationship with an incumbent CEO is set as level of mutual trust, sharing the vision of a company, and level of communication each other. 2) A successor 's management ability is based on business competence, education and training and interpersonal management ability, 3) a successor 's self-efficacy was set as successor' s willingness of succession, confidence of overcoming crisis and confidence of achieving objectives. Lastly, 4) a succession plan is set as finance plan, leadership transformation plan and human-organization management plan. A total of 93 questionnaires is distributed and retrieved, and 88 questionnaires are used for the study, excluding those with missing data. As a result of this study, successors selected 1) the relationship with an incumbent C.E.O. as the most important priority in the first-tier. The second is 2) a successor 's management ability, the third is 3) a successor' s self-efficacy, and the last priority is 4) a succession plan. In particular, 3 sub-factors that make up the relationship with an incumbent are the most important factors. These factors rank the first to the third in the final result.

• Korea journal of population studies
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• v.8 no.1
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• pp.1-19
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• 1985

한국의 농촌위기를 농업생산과 농민생활의 기초적 조직단위의 차원에서 살펴보면 문제의 핵심이 가족농의 재생산체계의 와해에 있음이 드러난다. 농촌가구의 재생산주기 단계별 분포를 볼 때, 이른바 축소기 및 해체기에 있는 가구의 비율이 급속히 증가하고 형성기 및 확대기에 있는 가구의 비율은 급속히 감소함에 따라 한국의 가족농체제는 그 미시조직적 기반이 와해되어 가고 있음이 드러난다. 아울러 가족 재생산 주기의 각 단계인 양육 및 교육, 농가경제 계승과 혼인, 노후 부양 등의 과정에서 동시적으로 나타나고 있는 혼돈과 단절이 농촌의 기초조직인 농가의 존속 자체를 어렵게 만듦으로써 정상적 농가 없는 농촌의 총체적 퇴행이 나타나고 있다. 종합적으로 말해 가족농 재생산체계가 그 양적인 측면과 질적인 측면 모두에서 심각한 위기상황에 처해 있는 것이다. 본 연구의 결과에 기초해 볼 때, 한국 농촌의 현실은 기초 생산,생활조직의 차원에서 급격한 해체는 진행되고 있으나 적절한 재구조화(restructuring)는 이루어지고 있지 못한 상황이다. 따라서 생산조직 차원에서의 농촌문제의 대처는 기존 농가 재생산 주기의 붕괴에 관한 다양하고 즉각적인 대증요법을 동원해 가족농 해체의 부작용을 최소화시키는 한편, 보완적 조치로서 새로운 협업적 또는 기업적 경영체계의 확립에 관계된 사회적 필요조건들을 충족시키는 것이어야 할 것이다.

• Journal of Family Resource Management and Policy Review
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• v.13 no.1
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• pp.1-21
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• 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.

• Journal of Family Resource Management and Policy Review
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• v.20 no.2
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• pp.75-98
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• 2016

This study examines the work-life balance designing of new employees using qualitative research. Eight new employees at foreign IT companies in Korea were interviewed in two groups composed of two male workers and two female workers. The research determined two main themes and seven sub-themes related to the participants work-life balance using theme analysis. The first main theme was 'working conditions' which had sub-themes, 'performance-based system in foreign IT companies', 'flexible working conditions', 'family-friendly company culture', and 'positive evaluation of the company'. The second main theme was 'work-life balance' which included the sub-themes, 'changing priority during transitional periods of life', 'work-family balance designing as a family unit', and 'difficulties balancing between work and family'. The results revealed that workers prospected that flexible working condition might solve the demands of the child-rearing period and that work-family balance was determined as a family unit. Additionally, there were gender differences in the relationships between working conditions and work-life balance.

• Journal of the Korean Home Economics Association
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• v.39 no.9
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• pp.121-135
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• 2001

This study was purposed to analysis the satisfaction with occupation and family living of husbands and wives involved in the family business management. Analyzed data was the KHPS (Korean Household Panel Study) which was collected by Daewoo Economic Research Institute. Subjects were 646 husbands and wives. Results were as fellows: 1) The family business was preferred by the middle age than younger one. In many cases, size of the family business was smart, but variation was relatively large. 2) Wives'satisfaction with family living was lower than husbands'one. Differences between wife's and husband's satisfaction with occupation were not appeared. 3) As couples'one were younger, as the satisfaction with health and couple's relationships were higher. Especially frequency of the out of meal and vacation experience in the last year were important variables in the satisfaction with family living.4) Frequency of the out of meal was important variable in the explaining the satisfaction with the income, stability, and a bright future of the family business.

• Journal of Family Resource Management and Policy Review
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• v.24 no.4
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• pp.1-20
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• 2020

This study aims to improve the family friendly certification system by analyzing the actual experience of family friendly certified companies with the certification's incentives and their demand for new incentives. We analyzed 2018 survey data of family friendly certified company incentives and interviewed representatives from 9 family friendly certified companies. First, the use of incentives differs according to the level of corporate classification, number of employees, industry, certification continuation training, and incentive impact. Current family friendly certification incentives indicate that the utilization rate of incentives is high when small and medium sized enterprises (SMEs) with less than 300 employees have newly received family friendly certification. Second, the use of the certification mark significantly differs by industry, certification duration, and incentive impact. Interviews with the companies' family friendly certification managers revealed that the incentives that companies use mainly are the Public Procurement Service bid points and priority immigration service. Large corporations hope for strong incentives, such as the National Tax Service's deferred tax investigation, interest rate cuts for bank loans, and corporate tax cuts. Lastly, the family friendly certification mark is a representative incentive used by 60% of family friendly certified companies. For the qualitative growth and stabilization of the family friendly certification system, the family friendly certification mark should be improved to become a more attractive incentive.

• Proceedings of the KAIS Fall Conference
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• 2012.05a
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• pp.411-414
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• 2012

최근 흡연자 본인 스스로에 대한 질병뿐만 아니라 가족들 또는 비흡연자에게 피해가 가는 것 또한 문제로 제기되고 있다. 이러한 사회적 현상으로 금연을 원하는 사업장의 근로자들이 증가하고 있는 추세에 있으며, 금연제도는 기업의 의도대로 흡연 직원의 건강은 물론 비흡연 직원들의 건강과 더 나아가 개선된 사내 분위기와 환경을 제공할 수 있다. 이로 인해 직원들의 업무효율증대등의 경영성과나 조직몰입과 같은 조직성과를 기대할 수 있다. 또한 대외적으로는 소비자들에게 우리 기업이 친환경기업, 깨끗한 기업, 글로벌 선두 기업 등의 긍정적인 이미지의 기업으로 인식될 수 있다. 본 연구는 사업주 주도의 금연프로그램을 성공적으로 운영하고 있는 금연프로그램의 사례를 살펴보고자 한다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.9
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• pp.5829-5835
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• 2015

This paper investigates the impact of corporate governance structure on the firm's debt costs under different governance environments. We find that after the 2008 banking crisis, family firms with controlling shareholders benefit from lower debt cost through the strong control rights of dominating large shareholders, compared with the firms with diversified minority-shareholders. Foreign investors are related statistically to the higher cost of debt. Before the 2008 banking crisis, cash flows and growth potentials are positively associated with the firm's cost of debt.