• 가족자원경영과 정책
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• 제13권1호
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• pp.147-168
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• 2009

The purpose of this study is to research support systems of the community child care services for optimum work-family balance. For this purpose, the questionnaire to be completed combined four areas: the workplace, school, community and home. Then questions concerning demographic factors and community-related aspects were analysed for this article. After analyzing 197 questionnaires, supplementary questions were asked, by interview to 10 samples. Full-time working wives (eg. working from 9am to 6pm) who have 1 or more children under 10 years old, living in Seoul and Gyeonggi province were collected as samples. The results were as follows: First, child care from family and relatives, and community services was properly used during the week, but dual working parents took complete charge of child care on Saturdays. Second, emergency child care was usually provided by the family, while relatives and community child care services were used less. Third, parents spent 17% of their monthly income on total child care expenditure. Fourth, community child care services were not used often, but the level of satisfaction with them was very high. Finally, they used relatives' services for safety reasons and community services for location, and only based on informed decisions. Therefore, Saturday child care programmes need to be initiated to help physically and mentally tired parents, with more general provision of positive and diverse public support systems.

• 가족자원경영과 정책
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• 제18권3호
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• pp.21-40
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• 2014

This qualitative study focused on the motives and patterns of child care leave by analyzing its facilitating and constraining factors. Fourteen participants were interviewed in-depth using non-structured interview questions. Motives for child care leave include mothers' active choice, mothers' inevitable secondary choice, and mothers' instrumental choice. The patterns of child care leave in terms of total period, time, and distribution vary according to individual circumstances and occupational culture surrounding child care leave for female workers. Female workers will occasionally use this child care leave as a rare opportunity to take a rest during their labor lifecycle and to achieve work-family balance.

• 한국보육지원학회지
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• 제20권3호
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• pp.43-66
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• 2024

Objective: The purpose of this study is to investigate the direct effect of organizational health, as perceived by childcare teachers, on their turnover intention, and to examine the mediating effect of work-life balance on the relationship between these two variables. Methods: The subjects of this study were 345 childcare teachers working at 45 childcare centers located in Gyeonggi-do. Descriptive statistics, factor analysis, reliability analysis, and Pearson correlation analysis were performed using SPSS 21.0. Additionally, the mediating effect was verified using the PROCESS Macro, and bootstrapping was performed to confirm the significance of the indirect effect. Results: First, there was a significant negative correlation between the organizational health of childcare centers, the turnover intention of childcare teachers, and their work-life balance. Second, it was found that work-family balance completely mediated the relationship between the organizational health of childcare centers and the turnover intention of childcare teachers, while work-leisure balance and work-growth balance partially mediated the relationship between these two variables. Conclusion/Implications: This study provides essential data for examining ways to lower the turnover intention of childcare teachers by addressing both individual and organizational dimensions.

• 가족자원경영과 정책
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• 제25권4호
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• pp.55-70
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• 2021

이 연구는 1인가구가 계속 증가하는 현상과 함께 1인가구를 주제로 한 연구가 축적되어야 한다는 필요성 그리고 사회적으로 워라밸(일-생활 균형)에 대한 관심에 주목하여 취업 1인가구의 일-생활 균형 실태를 파악하고자 수행되었다. 1인가구 중에서 미혼 20-30대 11명을 대상으로 심층면접을 통해 1인가구로서의 일상생활, 일-생활의 실태 그리고 일-생활 균형과 관련된 사례 분석을 실시하였다. 연구 결과, 1인가구로 살게 될 때의 자발성, 1인가구 삶에 대한 준비와 계획 등은 1인가구 삶에 대한 만족도에 영향을 미치는 중요한 요인으로 나타났다. 자기계발이나 여가활동에 있어서 돈과 시간이라는 자원의 영향이 크다는 점도 확인할 수 있다. 가족과의 소통과 교류에서, 직접적인 대면은 충분치 않지만 메신저 사용을 많이 하고 있으며, 떨어져 사는 가족 특히 부모님과의 관계에서 경제적, 정서적, 가사노동의 상호 지원이 이루어지고 있음을 알 수 있다. 또한 참여자들은 직장생활을 경험하면서 일-생활 균형의 중요성을 더욱 인식하게 되었고, 일과 대비되는 생활의 영역에서 자기계발, 여가활동의 의미가 부각되고 있다. 또한 일-생활 균형의 장애요인으로 업무부담 외에 돈과 시간이라는 자원의 제약을 발견할 수 있다. 일-생활 균형을 위해서 경제적 지원 그리고 유연근무제와 같은 제도에 대한 요구가 나타났다. 이러한 결과를 통해 1인가구로서의 삶을 준비하고 계획하는 데 도움을 주는 가정경영 및 가족자원관리 교육의 필요성을 확인할 수 있다. 나아가 다양한 집단의 일-생활 균형을 위해 맞춤형의 사업과 제도가 활성화될 필요가 있을 것이다.

• 가정과삶의질연구
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• 제34권2호
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• pp.65-83
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• 2016

The purpose of this study was to investigate the influences of variables related to family and employment on work-family negative spillover. The subjects of this study were 570 dual-earner with children. The research tool was questionnaires. For data analysis, factor analysis, Cronbach ${\alpha}$, and multiple regression were performed. The main results of this study were as following. First, among variables related to family, spouse support, parental satisfaction, marital satisfaction, perceived fairness in the division of household labor, daily housework hour and family strengths had an influence on $work{\rightarrow}family$ negative spillover in wives, and weekends housework hour, perceived fairness in the division of household labor, perception of the gender role, and satisfaction of the division in household labor had an influence on $work{\rightarrow}family$ negative spillover in husband. Second, among variables related to family, parental satisfaction, number of children influence on $family{\rightarrow}work$ negative spillover in wives, and spouse support, parental satisfaction, satisfaction of the division in household labor, marital satisfaction, and perception of the gender role had an influence on $family{\rightarrow}work$ negative spillover in husband. Third, among variables related to employment, support from workplace, weekly working hour, monthly income, and job satisfaction had an influence on $work{\rightarrow}family$ negative spillover in wives, and support from workplace, monthly income, household income, and weekly working hour had an influence on $work{\rightarrow}family$ negative spillover in husband. Forth, among variables related to employment, support from workplace in wives, and job satisfaction in husband had an influence on $family{\rightarrow}work$ negative spillover. To conclude, there was some difference in the variables influencing $work{\rightarrow}family$, $family{\rightarrow}work$ negative spillover between wife and husband. So, We have to take this difference into consideration in establishing work-family life balance policies.

• 아태비즈니스연구
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• 제12권2호
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• pp.131-143
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• 2021

Purpose - The main purpose of this study is to investigate service industry employee' perceptions of Work-Life-Balance (WLB) and the influences of these perceptions on their overall Quality of Life (QOL). The study hypothesizes that employees' overall Quality of Life is influenced by Work-Life-Balance. Design/methodology/approach - The target population for this research consisted of service industry employees. The data was collected using the online-survey method and 449 usable responses were analyzed using AMOS program. Findings - The results indicated that psychological environment and family environment positively affected overall quality of life each, and work environment negatively influenced on overall quality of life. Research implications or Originality - Despite the importance of Work-Life-Balance (WLB), most of previous studies have investigated WLB from company perspective while limited research has examined employees' WLB perceptions. The findings of this study enrich knowledge of WLB from employee perspective especially in service industry.

• 가정과삶의질연구
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• 제25권5호
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• pp.143-166
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• 2007

This study examined the effects of employees' gender role attitudes, job involvement, and family involvement on their work-family conflicts, work-family facilitation, and utilization of family-friendly corporate policies. Data was collected from 377 full-time married workers from 262 large (more than 300 employees) and 100 small (fewer than 300 employees) private sector companies. The questionnaire's measurements were based on recommendations from the literature review. The questionnaire consisted of the gender role attitude scales, job and family involvement scales, work-family conflict and facilitation scales, and questions pertaining to the employee's utilization of family-friendly corporate policies. The SPSS 12.0 statistical package was used to analyze the collected data. The study found that employees showed more or less egalitarian gender role attitudes and that they were more involved in their family than their job. The employees' responses showed a low rate of utilizing family-friendly policies, but employees from large companies reported a higher utilization of family-friendly policies than those from small companies. There were also gender differences in employees' gender role attitudes, work and family involvement, and utilization of policies. Male workers held more traditional gender role attitudes, had higher levels of job involvement, and had higher rates of utilization of policies than female employees. Meanwhile, employees with children exhibited more traditional gender role attitudes and higher rates of utilization of policies than those without children. Finally, serial hierarchical regression analyses revealed that employees' more egalitarian gender role attitudes and higher job and family involvement predict higher work-family facilitation, while their gender role attitudes and job and family involvement have no significant influence on work-family conflicts. Also, employees from large companies with high job involvement will have significantly higher utilization rates of family-friendly corporate policies.

• 가정과삶의질연구
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• 제31권4호
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• pp.145-164
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• 2013

This study analyzed qualitative data to examine the attitude toward the conditions of and the barriers to the work- family balance among unmarried workers. The data was drawn from 5 focus groups consisting of 4 workers each. The 20 participants, aged 21 through 38, were interviewed in mini groups composed of 2 male workers and 2 female workers each. The research depicts four main themes about their work-family balance: the image of a dual-earner family, women's market labor, housework, and the ideal conditions of a dual-earner family. This research concluded that unmarried workers desperately want to be part of a dual earning family for economic survival. However, they also know that it would be very difficult to make ends meet and to live as dual-earner families because of the lack of a proper social support system. However, most of them believe that they must solve these problems on their own, and they do not expect to receive help from systematic public policies. They think that they should find solutions by rearranging the role divisions between the husband and the wife or by asking for help from their parents or other relatives. The only assistance they expect from the government are reliable child care facilities and governmental incentives to promote stimulate the family-friendly workplace.

• 한국콘텐츠학회논문지
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• 제15권10호
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• pp.436-446
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• 2015

일-가정 갈등과 일-가정 충실화를 포괄하는 일-가정 상호관계는 구성원의 삶의 질과 직무만족 조직몰입 등의 조직성과에 영향을 미친다. 이에 기업에서는 구성원들이 일과 가정 생활을 병행함에 따라 나타나는 부정적 현상인 일-가정 갈등을 완화시키고, 반면에 긍정적 현상인 일-가정 충실화를 강화시킬 필요가 있다. 본 연구에서는 가족친화적 조직문화가 일-가정 갈등이 조직성과에 미치는 부정적인 영향을 감소시키고 일-가정 충실화가 조직성과에 미치는 긍정적인 영향을 향상시킨다는 가정 하에, 기혼 여성관리자들을 대상으로 일-가정 상호관계와 조직성과 사이에 가족친화적 조직문화가 미치는 역할에 대한 연구모형을 설정하고 이를 실증적으로 검증하였다. 연구 결과 가족친화적 조직문화는 일-가정 갈등과 직무만족 사이에 유의한 영향을 미치는 사실을 확인하였다. 또한 가족친화적 조직문화는 일-가정 충실화와의 상호작용을 통하여 구성원의 직무만족과 조직몰입에 유의한 변화를 가져오는 것으로 나타났다.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.987-1000
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• 2021

The concept of 'Employer branding' (EB) - one effective and sustainable strategy to attract and retain talent - has received a lot of attention from researchers and business managers. This concept becomes more meaningful when the 'war of talent' takes place in an extremely fierce manner in Vietnam as well as around the world. However, this concept is rather new; as a result, many points related to 'EB' scales should be improved, especially in Vietnamese context. Therefore, this study focuses on developing and confirming the EB scale in the context of Vietnam. Based on EB theory, this research applies the mixed research method: qualitative methods (expert interview and group discussion) and quantitative method (questionnaire survey of 937 respondents). EB is demonstrated to be a quadratic concept, consisting of the following 10 dimensions: Corporate social responsibility (CSR), Promotion (PRO), Work-Life Balance Satisfaction (WLSA), Education (EDU), Behavior-based Family interference with work (WLBE), Travel opportunities (TRA), Time-based work interference with family (WLTI), Teamwork (GRO), Supporting (SUP), and Strain-based family interference with work (WLST) with 58 observed variables. Based on the survey towards the employees in enterprises and organizations in Vietnam, the analysis results affirm that this scale ensures efficiency, reliability, unidirectionality and convergent values.