• Title/Summary/Keyword: 가족친화성

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Family-friendly Management Outcomes and the Effect of Ongoing Support: A Focus on the Organizational and Social Outcomes of Family-friendly Certified Firms (가족친화인증기업(관)의 가족친화경영 성과 및 사후지원 효과 - 기업성과와 사회적 성과를 중심으로 -)

  • Rhee, Seung-Yoon;Lee, Yu Ri
    • 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.

Perceptions of Family-friendly Management and Family-friendly Company Certification in Small and Medium Size Business (중소규모 기업의 가족친화경영 및 가족친화인증 인식에 대한 탐색적 연구)

  • Kim, Miyoung;Son, Seohee
    • 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.

가족친화 고용정책의 기업수용성 분석: 유연근로제도를 중심으로

  • Kim, Gyeong-Hui;Ban, Jeong-Ho;Lee, Jeong-Hun
    • 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.

The Relationships among Family-Friendly Culture, Intrinsic Motivation, Team-member Exchange(TMX), and Creativity in ICT Company (ICT기업에서 가족친화적 조직문화, 내재적 동기부여, TMX, 창의성의 관계)

  • Park, Jae-Choon;Jeong, Jee-Yeon;Jung, Jae-Jin
    • The Journal of the Korea Contents Association
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    • v.15 no.5
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    • pp.607-619
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    • 2015
  • This paper investigates the relationships among family-friendly culture, intrinsic motivation, team-member exchange(TMX), and creativity in ICT(information & communication technology) company. Also the study investigates the moderator effect of TMX and the mediator effect of intrinsic motivation in the relationships between family-friendly culture and creativity. A structural equation modeling(SEM) was employed to test the hypotheses. Using survey data collected from 229 R&D department and support personnel in ICT company. The main finding of this study was as follows: First, a family-friendly culture had a negative effect on employee creativity. Second, intrinsic motivation had a positive impact on employee creativity. Third, a family-friendly culture had a positive effect on intrinsic motivation. Fourth, intrinsic motivation mediated effect on the relationship between a family-friendly culture and employee creativity. Fifth, the positive relationships between a family-friendly culture and intrinsic motivation were stronger when TMX was high rather than low. In particular, this review concludes with implications for future research, limitations of this study, and practical application.

A study on the reorganization of training programs for professionals in family-friendly workplaces (가족친화 전문인력 교육과정 개편을 위한 기초연구: 가족친화 전문인력을 대상으로)

  • Son, Seohee;Park, Su Sun;Kang, Ki-jung
    • Journal of Family Resource Management and Policy Review
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    • v.25 no.1
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    • pp.63-75
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    • 2021
  • The purpose of this research was to examine the experiences of three types of family-friendly workplace professionals (professionals here after) including consultants, certification auditors, and professional instructors, and to provide suggestions for the improvement of training programs aimed at such professionals. Ten professionals participated in focus group interviews. Two themes were identified: the competencies of the professionals and ways to improve the training system and the curriculums of training programs. Competencies are dependent on job type. Therefore, different training programs should be provided to the three types of professionals. To make training programs more comprehensive, most participants agreed that training program curriculums for the three types of professionals should link together. Participants also suggested increasing training time and differentiating training programs between new and experienced specialists. In terms of improving the training system, professional networking and the creation of a database for family-friendly programs were discussed. The findings suggest that training programs need to be restructured in line with the competencies required by the professionals and professionals' needs.

Effects of Married Employees' Family-Friendly Culture on Family Strength: A Focus on the Mediating Effect of Work-Life Balance (기혼직장인의 가족친화적 조직문화가 가족건강성에 미치는 영향: 일과 삶의 균형의 매개효과를 중심으로)

  • Kim, Jung-Hee
    • Journal of Family Resource Management and Policy Review
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    • v.25 no.2
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    • pp.79-93
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    • 2021
  • This study explored how the family-friendly culture of married employees is related to family strength and verified the mediating effects of work-life balance in such a relationship. The study included 213 married employees aged from their 20s to their 60s. Statistical analysis was performed using SPSS 18.0, and the Baron and Kenny (1986) method was used to perform descriptive statistics, difference verification, regression analysis, and mediation analysis. The results of the analysis were as follows. First, the differences between the general characteristics of married employees and family strength were analyzed. Among the general characteristics, married employees in their 60s were found to have a higher level of family strength compared with other married employees in their 40s-50s and 20s-30s. Furthermore, married employees with higher education (higher than college or graduate school education), with supporters, with a household income of more than 6.01 million KRW, and with positions higher than middle management were found to have higher levels of family strength compared with their counterparts in each case. Second, hierarchical regression was performed to analyze the factors affecting family strength; the younger the age, the higher the level of family-friendly culture and work-life balance, and the higher the level of family strength of married employees. Third, according to Baron and Kenny's(1986) mediation analysis, the balance between work and life had a partial mediating effect on the relationship between a family-friendly culture and family strength. Therefore, a family-friendly culture and work-life balance were verified to be important factors that can serve as alternatives for improving the family strength of married employees.

Influence of Work-Family Conflict on Family and Job Satisfaction of Working Mothers :Focused on the Moderating Effect of Family-Friendly Benefit (영유아와 초등학생 자녀를 둔 여성 근로자의 직장-가정 갈등이 가정 및 직장생활만족에 미치는 영향 :가족친화제도의 조절효과를 중심으로)

  • Kim, Dong-Hee;Chung, Sun-A
    • The Journal of the Korea Contents Association
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    • v.19 no.12
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    • pp.101-112
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    • 2019
  • The purpose of this study is to examine the availability of family-friendly systems for female workers with children under elementary school, and to verify that the availability of family-friendly systems can mitigate the negative effects of workplace-home conflicts on family and work-life satisfaction. To this end, data of 538 female employees with children younger than elementary school students were analyzed using the sixth data of the Korean Women Manager Panel. According to the analysis, the type of family-friendly system such as time flexibility system, career flexibility system, and worker support system all showed significant adjustment effect in relation to workplace-family conflict and work life satisfaction. The career flexibility system was the only one that showed a control effect on family life satisfaction. To help talented female workers work for their children without severing their careers, the government proposed active support for businesses and the government to help them use the family-friendly system.

Work-Familiy Interface and Organizational Outcomes in Female Managers: The Moderating Effects of Family-friendly Organizational Culture (여성관리자의 일-가정 상호관계와 조직성과: 가족친화적 조직문화의 조절효과 분석)

  • Kim, Eun-Ju;Han, In-Soo
    • The Journal of the Korea Contents Association
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    • v.15 no.10
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    • pp.436-446
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    • 2015
  • Work-family interface including work-family conflict and work-family enrichment has an effect on organizational performance such as job satisfaction and organizational commitment. This empirical research mainly investigated influence of family-friendly organizational culture on work-family interface and organizational performance. Three key variables apply for this research : work-family interface, organizational performance and family-friendly organizational culture. A total 750 questionnaire was collected from female managers in various companies for hypothesis testing. The empirical analysis shows that reducing work-family conflict and enhancing work-family enrichment positively contribute to job satisfaction and organizational commitment. The Family-friendly organizational culture plays a moderating role between work-family interface and organizational performance. As a result, the findings support the fact that family-friendly organizational culture impact on organizational performance through work-family balance.

Family-Friendly Community Characteristics and Life Satisfaction of Working Mothers with Elementary School-Age Children: Mediation Effects of Work-Family Conflict and Facilitation (가족친화적 지역사회 특성과 초등학령기 자녀를 둔 취업모의 삶의 만족도 : 일-가족 갈등 및 촉진의 매개효과)

  • Park, In-Sook
    • Journal of Family Resource Management and Policy Review
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    • v.27 no.2
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    • pp.1-17
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    • 2023
  • This study examined the relationship between family-friendly community characteristics and the life satisfaction of working mothers with elementary school children, and investigated whether the relationship was mediated by work-family conflict and facilitation of working mothers. For the analysis, the study used the response data of 627 working mothers from the 11th wave of the Panel Study on Korean Children (PSKC, 2019) and multi-mediation effect analyses were conducted using PROCESS. The main results are as follows. First, the higher neighbor support, the higher the work-family facilitation, which significantly increased life satisfaction. Second, the appropriateness of parenting environment and community service infrastructure satisfaction showed significant indirect effects with life satisfaction through increasing work-family facilitation and lowering work-family conflict. Moreover, the appropriateness of parenting environment was positively related with life satisfaction and it was a only variable that was directly associated with life satisfaction. On the other hand, the convenient access to community service infrastructure was found to lower work-family facilitation and lower life satisfaction, confirming the need for follow-up studies. This study shows that the family-friendly characteristics of the community are important for working mothers with elementary school-age children and provides empirical evidence to improve the family-friendly community characteristics.