• Journal of the Korean Home Economics Association
• /
• v.38 no.7
• /
• pp.1-12
• /
• 2000

Although the term 'family business' is relatively new, this style of business is universal. An Unusual feature that must be noted, is that even though it is a common style of business is not clearly defined. The purpose of this study is to identify the different family participation patterns, and the variables that effect different types of participation. '1997 Daewoo Panel Data' was used. Some descriptive statistics and a multinomial logit model were employed for the analysis. The standard type of business focused on in this study was a family owned and operated 'ma and pa' typed business and the sample was limited to households where one or both of the partners involved in a family owned and operated business. The main resets obtained from this sample were as follows: 1. Personal characteristics such as respondents' gender, age and educational level were important variables that effected the participation of family members in the business. As can be seen in the gender analysis, family businesses owned by men showed all available patterns of family operated businesses in relatively high numbers. A large percentage of businesses owned women were of self-employed pattern. According to the analysis by age and educational level, young people with a high level of education tend to managed their small businesses by employing others rather than utilising the self-employed or family operated pattern. 2. While big families showed a high percentage of a combination pattern of a family-run, and ordinary employer/employee company, relatively small families usually opted for purely family-run businesses. Whether the family have children under 6 or not, and the number of children under 6 did net significantly effect to the patterns of the family system of small family businesses. 3. The size, location and kind of family business also effected participation patterns of the family members significantly. These results suggest that further study will be required to gain more exact and meaningful information to help Korean family businesses.

• Journal of Families and Better Life
• /
• v.20 no.2
• /
• pp.43-56
• /
• 2002

While there is universal agreement that the ecosystems approach to family resource management is the must influential currently, questions have arisen about the broad applicability of the Deacon & Firebaugh (1988) ecosystems framework. Engberg (1996) has characterized the dominant approach in family resource management as technical and argued that a technical approach substantially restricts feasible actions in much of the world and should not be used in ethical practice. The purpose of the present paper is to compare the family resource management patterns by dual role manager of business owning families in Korea and The United States. Such a comparison is an essential step in the assessment of the usefulness of the Deacon & Firebaugh framework, in particular, and the ecosystems framework, more generally. Korean respondents are 105 family and business managers interviewed in 2000 as part of a survey of owners of small to medium size family business enterprises in Seoul. U.S. respondents are 259 dual role managers in the National Family Business Survey (NFBS 1997). Chi squared statistics indicated country differences on each of the ten(goal setting, standard setting, demand clarification, resource assessment, action sequencing, actuating, checking, adjusting, demand responses, resource change)management practices. Mean responses on eight of the practices(goal setting, standard setting, action sequencing, actuating, checking, adjusting, demand responses, resource changes) were significantly different between two countries. U.S. total score means of family resource management were higher than Korea. Factor analysis of the management scale items yielded different patterns for Korea, and the United States. Korean dual role manager of family business were categorized into three different patterns as classic oriented manager, goal oriented manager, action oriented manager and U.S. were categorized into Process oriented manager and Production oriented manager. Both the number of managerial strategies and the types of strategies used varied in the two countries.

• Journal of Convergence for Information Technology
• /
• v.9 no.2
• /
• pp.155-164
• /
• 2019

In this study, 284 families of people with developmental disabilities responded to a survey about the importance of family support services and their recognition level of satisfaction. First, there was a statistically significant difference in the level of importance-satisfaction recognition of family support services for the people with developmental disabilities. Second, the recognition level of the importance of family support services of the people with developmental disabilities was in the order of support for parenting, support for physical and material wellbeing, support for family interaction. Third, satisfaction of family support services of the people with developmental disabilities was in the order of support for parenting activities, support for family interaction, support for emotional wellbeing. Fourth, we proposed the maintenance of the status quo, improvement efforts, and the need for mid-and long-term strategy by analyzing the characteristics of the importance-satisfaction quadrant. The results of this study are expected to be useful as basic data for improvement of family support services for the people with developmental disabilities.

• The Journal of the Korea Contents Association
• /
• v.21 no.2
• /
• pp.489-498
• /
• 2021

The previous researches on the succession plan have the limitation that it has focused on policies or systems at the government level to facilitate succession, or is limited to family companies. In this study, we would like to analyze the effect of the actual utilization of the succession system for small and medium-sized enterprises rather than the succession by direct families or the government's policies. We would also like to identify other situational factors that may affect this relationship to better understand the succession plan and its relationship with organizational performance. To this end, the analysis of 172 small and medium-sized enterprises in the Human Capital Enterprise Panel showed that the more practical the succession plan of small and medium-sized enterprises is used, the more positive the organizational performance is. These results suggest that small and medium-sized enterprisess succession plan can have a positive impact on organizational performance, such as implicit transfer and formation of positive impressions of companies. Furthermore, cooperative industrial relations strengthened the degree of utilization of succession plans and the positive relationship with organizational performance. Such results showed that the more cooperative the labor-management relations are, the more the successor can secure legitimacy in the process of succession planning based on trust between labor and management.

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

• The Journal of the Korea Contents Association
• /
• v.22 no.7
• /
• pp.240-252
• /
• 2022

A lot of research has been done on the succession of family businesses. However, there has been little discussion and policy approach on the succession of small enterprise. Since '19, the government has established a policy on the concept of small enterprise succession. Therefore, the time has come for a research system to establish the concept of small enterprise succession. Accordingly, this study tried to apply it to small enterprise based on the existing discussion on family business succession. As a result, even for small business owners, the internal factors of enterprise, spirit, and craftsmanship had an important influence on succession. However, small enterprise have a characteristic that ambiguity of authority occurs because they are not yet systematized. Also, role ambiguity occurs in performing various roles, which can be viewed as a characteristic of small enterprise. Prior to empirical research on the family business succession of small enterprise, this study tried to present the basis for the need for research in this field by presenting the definition and conceptualization of small enterprise succession through case study.

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

• The Journal of the Convergence on Culture Technology
• /
• v.9 no.6
• /
• pp.729-736
• /
• 2023

Traditionally, Germany, a conservative welfare state, has pursued a male breadwinner model based on gender division of labor. For a long time, Germany tried to address low fertility through economic support centered on cash benefits, but it was not successful. In 2007, the German government began to shift the paradigm of family policy for work-life balance under the slogan of "A mix of time policy, income transfer, and infrastructure." When the issue of low birth rates emerged as a national concern in Germany, there was a growing social sentiment that not only the government but also private companies should contribute to increasing fertility by providing family-friendly personnel policies and working conditions. Private companies have been voluntarily improving family-friendly working conditions beyond legal obligations, aiming to secure personnel and prevent turnover. Germany's fertility rate is currently rising toward the European average level in 2023, which can be attributed to the government's work-life balance policies and the participation of private companies. In terms of improving work-life balance policies in Korea, it has been proposed to change the perception of the need for fathers to participate in child care, to make parental leave compulsory for men, to guarantee employment for women after childbirth, to expand child care facilities, and to revitalize family-friendly policies in companies.

• 건강소식
• /
• v.36 no.11
• /
• pp.38-39
• /
• 2012

2011년 여성가족부가 선정한 기족친화우수기업 롯데시네마. 10월 11일 방문한 롯데시네마 김포공항관은 친환경적 시설과 최첨단 장비로 쾌적한 관람 환경을 구현했을 뿐만 아니라 한국건강관리협회 서울강남지부와 협력관계를 맺고 직원들의 복리후생 향상과 건강증진을 위해 노력하고 있었다.

• The Optical Journal
• /
• s.129
• /
• pp.20-21
• /
• 2010

신도리코(대표 우석형, www.sindoh.com)가 지난 7월 9일 서울 삼성동 코엑스 홀에서 창립 50주년 기념행사를 개최했다. 회사는 50년 역사에 기여해준 선배임직원, 현 직원들 2500여명을 부부동반으로 초청해 식사하는 자리를 마련하는등 신도리코만의 가족적인 기업문화를 보여줬다. 또한 신도리코 가족이 한자리에 모인 자리에서 희망찬 미래를 다짐하는 의미 있는 시간이 되었다.