• 가족자원경영과 정책
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• 제21권3호
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• pp.1-21
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• 2017

The purpose of this study was to investigate the effect of organizational culture on professionalism. A survey was conducted with 254 family health specialists from July 30th to September 30th in 2013. The results of this study can be summarized as follows; First, three professionalism factors of healthy family specialists were verified -business administration ability, and general administration ability- and five organizational culture factors of the Family Welfare Organization were verified-group culture, development culture, rational culture, sequence culture, and regulation culture. Second, the professionalism scores for healthy family specialists were 3.41 for business practice ability, 3.43 for business administration ability, and 3.18 for general administration. The organizational culture scores for the family welfare organization were 4.08 for group culture, 3.80 for development culture, 3.67 for rational culture, 3.50 for regulation culture,and 3.06 for sequence culture. Third, Rational culture, age, gender, and education level all affected to business practice ability. Position and education level both affected to business administration ability. Monthly income, gender, and education level all affected to general administration ability. This study showed the need for increased management of organizational culture to improve the professionalism of healthy family specialists.

• 한국농촌건축학회논문집
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• 제5권3호
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• pp.53-64
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• 2003

Recently the change of family environment has influence on the configuration of the family welfare unit at the social welfare center. And so the relation of space and function required its change. The essential role of social welfare center is family welfare, domiciliary and community care, community organization, social education etc. In this sence, this study explored the condition of space planning for the family welfare at the social welfare center. For this study, it was reviewed the role and function, the service program, the degree of unit activity importance, space satisfaction, the usage characteristics. In sum, the useful data were collected, analyzed, and synthesized through case study and could be used in the guidelines as reference information for the spatial organization of the family welfare unit at the social welfare centers in small town.

• 한국컴퓨터정보학회논문지
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• 제22권12호
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• pp.171-178
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• 2017

Investigations into family-friendly company culture have been carried out for various companies and conglomerates. But there has never been such investigation for police organization, so this investigation is intended to see the effect on organizational commitment and job performance of the organization culture that makes use of family-friendly program for the police organization. To this end, how the internal factors of family-friendly organization culture affects organization commitment and job performance is empirically analyzed with structural equation modeling. And it is found that family-friendly program has significant effect on organizational life and welfare, and the welfare, in return, is found to have significant effect on job performance.

• 사회복지연구
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• 제45권2호
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• pp.65-97
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• 2014

본 연구는 군 간부와 지역사회 주민 간 조직-공중 관계성과 군 가족복지지원 욕구 인식 및 영향력을 알아보는 것이 목적이다. 연구 대상은 군 간부 217명, 지역주민 191명이며, 2014년 2월 10일부터 2월 28일까지 약 3주간에 걸쳐 설문조사를 실시하였다. 본 연구의 결과는 다음과 같다. 첫째, 지역사회에 대한 군 조직-공중 관계성은 군 간부의 인식(M=5.39)이 지역사회 주민의 인식(M=4.99)보다 더 긍정적이지만 차이가 있는 것으로 나타났다(t=6.93, p<.001). 또한 모든 하위요인에서 통계적으로 유의미한 차이가 있어 상호인식의 일치도가 낮은 것으로 나타났다. 둘째, 군 가족복지에 대한 지역사회지원 인식에 있어서 군 간부의 인식(M=5.38)이 지역사회 주민의 인식(M=4.76)보다 통계적으로 유의미하게(t=6.93, p<.001) 높은 것으로 나타났다. 셋째, 조직-공중 관계성의 변화가 군 가족복지지원 욕구 인식에 미치는 영향을 알아본 결과, 회귀계수 ${\beta}=.82$(p<.001)로 통계적으로 유의미한 영향력이 있는 것으로 나타났다. 결과적으로, 지역사회 주민의 군 조직-공중 관계성 인식은 군 가족복지지원 욕구 인식에 유의미한 예측력이 있으며, 지역사회 주민의 조직-공중 관계성 인식이 높을수록 군 가족복지지원 욕구 인식이 긍정적으로 변화함을 알 수 있었다.

• 가족자원경영과 정책
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• 제10권2호
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• pp.1-18
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• 2006

This study was to define the possibilities for the community resource development. Focused on the community organization this study analized 3 cases of the community organization. Based on the theoretical concepts and the analized case studies this study concluded some scheme as follows : 1. For the effective community organization the Healthy Families Center has to give emphasis on the establishment of the concrete objects, the system of communication and decision-making. 2. The professionals of the Healthy Families Center have to possess the knowlegement of the organization management. And this point porposed the necessities for enlargement of family resource management.

• 가정과삶의질연구
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• 제17권4호
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• pp.99-118
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• 1999

The purpose of this study was to review the current state and issues of family life welfare policy and service delivery system in Korea Up to now social welfare has exclusively represented welfare area and family life welfare has been treated as a subarea of social welfare not an independent area Recently the organization system of family life welfare in Korea was reorganized. The depatment of family life welfare was disorganized and the role and function of it was dispersed. The present policy for family life welfare and service delivery system pose many issues in legal arrangement administrative dimension approach characteristics of welfare concerned department institution professional personnel and certificate system.

• 한국사회복지학
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• 제65권4호
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• pp.317-340
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• 2013

본 논문은 가족 친화적 조직문화가 사회복지기관 기혼 여성 사회복지사의 직무열의에 미치는 영향과, 양자 간에 일-가정 갈등이 가진 매개효과를 규명하고, 이를 바탕으로 사회복지기관의 바람직한 가족 친화적 조직문화 조성을 위한 방안을 제시하는데 목적이 있다. 연구결과, 가족 친화적 조직문화는 직무열의에 직접적인 영향을 미치고, 일-가정 갈등을 매개로 직무열의에 간접적인 영향을 미치는 것으로 나타났다. 이로써 일-가정 갈등이 가족 친화적 조직문화와 직무열의 간의 매개효과가 있음을 알 수 있었다. 따라서 가족 친화적 조직문화가 기혼 여성 사회복지사의 일-가정 갈등을 경감시키고 직무열의를 향상시키는 좋은 방안임을 확인할 수 있었다. 이 결과를 바탕으로 사회복지기관의 가족 친화적 조직문화를 형성하기 위해서는 일과 가정의 조화를 중시하는 가치를 공유하는 수준을 넘어, 조직 내 모든 근로자에게 적용되는 탄력근무제와 직무표준화, 성과관리제 그리고 인사시스템 등을 갖추어져야 한다고 제언했다.

• 가정과삶의질연구
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• 제22권5호
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• pp.303-318
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• 2004

This study was conducted to develop and propose a model for an organizational system and management strategies for Healthy Families Centers. As baseline research, the organization of comparable institutions such as the Social Welfare Center, Women's Development Center, Elderly Welfare Center, Child Welfare Center, and Childcare Information Center was analyzed. Based on the results of baseline research and the draft version of Healthy Families Act, this study proposed a management model for Healthy Families Centers. This proposed model suggests the city, county, and district level centers to be organized with three divisions: 1. family counseling team, 2. family education team, and 3. family life team. Concrete assignments for the teams are also proposed. Finally, a networking system for more effective management of the healthy families centers was also proposed.

• 한국사회복지학
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• 제45권
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• pp.220-249
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• 2001

In order to understand the provision of social welfare in Korea, this study puts forward a method to measure and tracks the welfare mix, and applies the method to Korea. This is the goal of this study, which is in three parts. First, I critically review the concept of welfare pluralism and develop the welfare mix model, Second, I present a methodology and technique for measuring and systematically comparing the components of the welfare mix. Third, I examine the roles of five welfare providers including state, market, non-profit organization, enterprise and family in the welfare mix of Korea. This study argues that the welfare mix in Korea has some characteristics of 'residual state, expanded market, negligible voluntary sector, and protective family'. The state in Korea has played a relatively little role in the provision of social welfare, enforcing most Koreans being with a meagre social protection. Thus, most of the 'left' needs for social welfare has to be met in the private sector composed of market and enterprises. In addition, in a situation that self/mutual help through family or community is encouraged, the family has played an important role in the welfare mix. But the role of voluntary sector in the welfare mix has remained negligible. Consequently, the characteristics of the welfare mix in Korea can be best described by a welfare society rather than a welfare state.

• 가족자원경영과 정책
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• 제20권2호
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• pp.57-74
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• 2016

This study examines the level of work-life balance for Nonprofit organization(NPO) workers and their turnover intentions, to identify how work-life balance affects workers' turnover intention. From October 10 to November 10, 2013, a survey was conducted among workers at NPOs located in Busan, South Korea, through interviews, emails, and mail, and 286 responses were used for this analysis. The results showed that the NPO workers' level of work-life balance was 3.12 for work-family life, 3.07 for work-leisure life, and 3.02 for work-personal life on a five-point scale; the median value was 3.0. Turnover intention was 2.71, which was slightly lower than the median value of 3.0, again on a five-point scale, but it was relatively higher for younger workers, single workers, workers who indicated a lower level of work-personal life balance, and workers whose education included two-years or less of college. These findings suggest that it is important to determine factors that lower turnover intention among these workers and develop programs and support that enhances work-life balance, particularly work-personal life balance.