• 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.

• 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.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.

• Journal of Family Resource Management and Policy Review
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• v.12 no.2
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• pp.141-152
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• 2008

This study reviews a family-friendly system of companies from the viewpoint of family resource management. The concept of a family-friendly system in the workplace means that the strategy 'supports the family' or 'is sensitive to the family life' and recognizes a need for balance between work and family. The suggestions proposed in this study were as follows: First, the direction of a family-friendly system must reflect the needs of the family members positively and recognize diversity. Second, it must consider efficient methods relating to the matter of the gender because a corporate culture enabling men to use childcare leave has not grown, even in family companies. Third, the directions to check the present developing process of our society and to develop the suitable way to each company must be shown. This study has proposed that the subjects must solve immediately in the future with understanding the contents and looking around the status of the enforcement at the inside and outside of the country for a family-friendly system to handle the balance between work and family in the workplace. The problems were the context of the introductions and the results of balancing between work and family no matter whether the introduction of the system by company or not.

• Journal of Family Resource Management and Policy Review
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• v.6 no.2
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• pp.143-155
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• 2002

Nowadays, the conflict of work and family has become a common problem in families due to the increase of working parents. But in Korea, there is a little supporting system which can help them work. So, this study showed the necessity of family-friendly Policy and families' demands to it. Many capitalist countries which have insufficient welfare system effort to integrating work and family by offering a family-friendly policy for working parents. So, policies for family and women have to be family friendly, and all of the corporation, community, school, and government have to support the working families.

• Journal of Families and Better Life
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• v.28 no.2
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• pp.63-76
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• 2010

A law facilitating a family-friendly social environment was legislated in December 2007. According to the law, projects for facilitating a family-friendly social environment consisted of a family-friendly working environment, a community environment, and the promotion of a family-friendly culture. There has been much progress in developing a family-friendly working environment through projects such as those advocating for flexible work hours, an employee support system, and child care and a family care support system. However, in terms of a family-friendly community environment project, there was no noticeable advancement. Hence, this study was conducted to find ways to vitalize the family-friendly village project in terms of the family-friendly community environment project. The major findings of this study were as follows: A family-friendly village could be structured on the three axes of time, space, and relation. The model of the family-friendly village project consists of the following three steps: motivation, systematization, and participating & practicing. In the motivation step, integration, community, and sustainability were needed as basic ideologies for a family-friendly village. In the systematization step, providing systematic educational systems for residents taking on leadership and activist roles was stressed. In the participating & practicing step, many ways to facilitate residents' social relationships were suggested: starting the project from matters of common interests, making the resolution of families' problems a communal task of the residents, accepting the opinions of various groups associated with the matter, and taking a differentiated project process according to the geographic, socio-economic, and demographic characteristics of the groups. It is strongly suggested that the family-friendly village should be taken as a common functional scheme in everyone of eight livable village models because a key factor in a family-friendly village, family care, serves an essential function in any livable village model.

• Journal of Families and Better Life
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• v.31 no.4
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• pp.83-96
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• 2013

This study aims to suggest the alternative policies and practices which policy makers can introduce and enlarge for work-family balance of employees. For purpose, this study analyzed the regulation of work time and parental leave benefits of employees. And the results of major projects in family friendly support services were examined. Based on these assessment, this study suggested various flexible work arrangements, papa's quota system in parental leaves, various family leaves for family care, establishment of FFSC in every metropolitan area, diversification of consulting project, and enlarging of certification project on family friendly workplace.

• Journal of the Korea Society of Computer and Information
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• v.24 no.11
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• pp.229-234
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• 2019

This study is an empirical study to examine how the family-friendly corporate culture affects organizational commitment and job performance for ICT companies in Korea. Therefore, the purpose of the study is to investigate the effects of family-friendly culture of ICT companies on the organizational commitment and job performance of their employees. To this end, the impacts of internal factors of family-friendly corporate culture on their organizational commitment and job performance of the employees of ICT companies in South Korean are empirically analyzed. And the findings of the empirical investigation are as follows: Family-friendly Organizational culture and Family-Friendly Welfare System have positive effects on the organizational commitment, and Organizational commitment, in return, has positive effects on the job performance. But the Family-friendly working environment is found to have NO significant effects on the Organizational commitment. These results confirm the characteristics of workers who prefer family-friendly welfare systems with economic rewards rather than formal family-friendly programs.

• Journal of Families and Better Life
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• v.33 no.2
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• pp.21-33
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• 2015

This study was carried out to explore the actual condition of family-friendly education of corporations and organizations supporting them for the purpose of activating the family-friendly certification system. The researches on the family-friendly education of corporations or related organizations have not become an object of attention, although the policies of family-friendly corporations have been the major concern of researchers who have conducted studies on the balancing between work and family. For the first time, this study investigated the family-friendly education programs of corporations and organizations supporting them. In addition to this work, interviews with laborers were performed to learn the actual participation in the education. The results showed that even corporations selected as excellent corporations by the government scarcely provided family-friendly educations and few laborers participated in them. The most educations provided by corporations were for the improvement of work ability or job training. Education for family concentrated only on the role of the father. The focus of educations supporting corporations was biased to the view of corporation or family, not balanced between the two. So it was suggested that researchers should pay attention to developing diverse education programs encompassing the whole stages of life cycle and the balancing between corporation and family.

• 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.