• Journal of Family Resource Management and Policy Review
• /
• v.12 no.2
• /
• pp.1-14
• /
• 2008

The purpose of this study is to evaluate the present workfamily balance policy and suggest a vision for moving forward. First, this study identified the scope of the workfamily balance policy and assessed the importance of this policy in relation to other family-related policies. Second, we evaluated the workfamily balance policy from the perspective of family resource management. Third, we suggested orientations and strategies for better policymaking from this same viewpoint.

• Journal of Family Resource Management and Policy Review
• /
• v.13 no.2
• /
• pp.85-105
• /
• 2009

The purpose of this study is to compare the laws and policies relating to work-family balance with foreign cases, and to analyse the problems in implementing those laws and policies. For these purpose, this study compares family leave policies, working hams policies, public care policies in other countries. And these laws in Korea are shown. This study also analyse the policies for work-family balance in labor policy, family policy, gender policy and saeromaji plan. The results are as follows; policies for work-family balance are limited to child care and family leave. Laws for family leave are various and proper. But implementing rate of policy goal is low and a few people can benefit by those laws and policies. So, wide-range policies for work-family balance which all the families can benefit are needed.

• Journal of the Korean Home Economics Association
• /
• v.47 no.6
• /
• pp.109-120
• /
• 2009

The purpose of this study is to construct the family support system and suggest various policies for work-life balance to create the family-friendly society. For this purpose, this study showed the theoretical background for constitution of integrated family support system-community, government and business. Especially, this study emphasized that family-centered viewpoint to the policy is needed and that support for worklife balance not work-family balance should be enlarged. Various policies were suggested in three parts and the role of community was emphasized. Finally, this study presented the necessity of laws and committee for work-life balance and role of healthy family-support center for work-life balance.

• Journal of the Korean Society for information Management
• /
• v.41 no.2
• /
• pp.185-214
• /
• 2024

This study aims to analyze the effects of work-life balance on organizational commitment and turnover intention, and the effects of organizational commitment on turnover intention, focusing on Generation MZ librarians in public libraries. A survey of 183 librarians born between 1980 and 2005, who work at public libraries in the Seoul Metropolitan Area, examined the subfactors of work-life balance such as work-family balance, work-leisure balance, work-growth balance, organizational commitment, and turnover intention. Multiple regression analysis revealed that work-family and work-growth balances had a significant positive effect on organizational commitment and a significant negative effect on turnover intention. Moreover, organizational commitment had a significant negative effect on turnover intention. Accordingly, this study suggests the need to implement a reward policy for night and weekend work and to strengthen work-family balance and work-growth balance at public libraries. Moreover, it suggests horizontal communication and strengthening autonomy to promote organizational commitment.

• Proceedings of the KHMA Conference
• /
• 2007.11a
• /
• pp.111-134
• /
• 2007

• Journal of Families and Better Life
• /
• v.22 no.5
• /
• pp.91-100
• /
• 2004

Working men and women experience the overload of labor and the conflict between work and family according to the increase of working women and working couples. Work-family conflict can have adverse effects on quality of life and satisfaction with employees' work lives. And severe conflicts can interfere with employees' concentration on their jobs and increase absenteeism. So, employers are helping to keep employees the balance of work-family by supporting them through family friendly policies. This study emphasized the necessity of work-family balance through the statistical data and importance on the family. And the related studies and efforts of outstanding companies in USA and Korea are provided. Based on this study, programs on work-family balance must be developed and attentions of working families, employers, communities are needed.

• The Journal of the Korea Contents Association
• /
• v.16 no.6
• /
• pp.416-431
• /
• 2016

Along with the mood of 'Beyond GDP', it is necessary to explore how these subjective concepts such as happiness and well-being are quantified to be compared among many countries. The concept of 'Work-life balance (WLB)' is likely to be located on the boundary between the subjective and objective areas. Thus, this article aims to examine the policies related to WLB and how to change or develop those policies considering the concept of WLB and the circumstantial particularity of Korea. There are several suggestions on certain developments in the existing policies interfering WLB at three levels. First the government needs to conduct campaigns to transform traditional gender roles through active advertisement. Second, the company needs to use the long-lasting 'hierarchical organisation culture' for employee's work-life balance for regulating working hours and exhausting paid holidays and maternity or paternity leave. Finally, families should understand and support their wives' current circumstances facing the struggle between a mother and economic worker.

• Culinary science and hospitality research
• /
• v.19 no.5
• /
• pp.121-135
• /
• 2013

The purpose of the present study is to investigate the structural relationships of work-family culture, work-family balance and organizational commitment among Korean hotel employees. In order to achieve the study goal, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(18.0) and AMOS(18.0). The results showed that 'managerial support' had a significantly positive effect on work-family balance, and 'fewer negative career consequences' had a significantly positive effect on affective organizational commitment. In addition, work-family balance had a significantly positive effect on affective organizational commitment, Hence, in order to enhance employees' affective organizational commitment, the atmosphere in which employees can take advantage of family-friendly policies without any worry about the future disadvantages should be built. Also, management has to consider employees' work-family balance to be important and needs to develop various policies to keep employees' work and family stability.

• Journal of Family Resource Management and Policy Review
• /
• v.25 no.2
• /
• pp.79-93
• /
• 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.

• Journal of Family Resource Management and Policy Review
• /
• v.28 no.2
• /
• pp.51-63
• /
• 2024

This study aimed to identify the factors influencing the intentions of employed married women, aged 19 and above, with no prior experience of childbirth, to give birth to their first child. First, the intention of employed married women to give birth to their first child showed a moderate level of inclination, with slightly higher scores reflected in the subvariables of perceived marital value and perceived child value both within family values, while the effect of perceived gender role value was generally higher than the midpoint. Perception of work-life balance was generally a moderate influence, with the subvariable of balancing work and family being slightly higher than the midpoint in terms of influence. Second, the intention to give birth to a first child was clearly associated with the level of education and showed a positive correlation. However, this intention was negatively correlated with age, perceived child values, perceived marital values, and residential tenure. Third, pregnancy intention was influenced by age, educational level, perceived value of children, perceived value of marrriage, and work-life balance. This study provides meaningful assistance in understanding current low birth rate by gathering data on the preferences of married working women in relation to childbirth and by presenting the diverse perspectives of the women.