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

• Journal of Family Resource Management and Policy Review
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• v.17 no.2
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• pp.37-53
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• 2013

This is to constitute strategic system and strategies for building family-friendly cultural change in workplace. For purpose, the reason and agent for change, the models and stages of change, the strategies for change process, and the barriers and facilitators of change are discussed. The strategic system is divided into two parts: planning and implementing. Planning includes need & resource assessment, and research & project office. Implementing includes program implementation, monitoring & feedback, communication, and barriers & facilitators. This study from literature review can be used preliminary test to the cultural change process of workplace.

• Journal of Family Resource Management and Policy Review
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• v.14 no.4
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• pp.77-100
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• 2010

Locals' initiating the community making projects is considered as a good approach in terms of the effectiveness, sustainability and government's budget. But there are not the local institutions' support, while local people alone may face difficulties in starting and managing the projects. This study is to explore the roles of the institutions for starting and managing the family-friendly communities. For this purpose, 18 secondary source cases from the livable community making projects were analyzed. And the major findings of this study were as follows: The (local) institutions need to gain credibility from the locals before starting the family-friendly community project. In the motivation steps, the institution performs the role of a proposer, a survey researcher, an opinion gatherer and mediator. In the systematization steps, the institution needs to perform as a mentor, a developer of human and non-human resources, a conflict mediator, an education practitioner, an instructor, a networker, and an administrative staff. In the execution steps, the institution needs to perform as a cultural program planner, a public relations personnel, and an assessor. In conclusion, the institution needs to train community coordinator and develop programs to educate local residents for the effective family-friendly community projects.

• Journal of Family Resource Management and Policy Review
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• v.24 no.2
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• pp.23-48
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• 2020

This qualitative case study focuses on five small and medium-sized enterprises which have put family-friendly management into successful practice. Through in-depth unstructured interviews with five human resources managers and ten employees, we describe each firm's approach to work-life balance including working hour reductions, breaks, work flexibility, and parental leave to build an overall picture. We also discuss the four key factors of the CEO's role; democratic communication between all staff, the usefulness of family-friendly certification as a starting point; and governmental support for promoting work-life balance at small and medium-sized enterprises. Finally, we suggest three political implications of governmental support, namely CEO education, changing the criteria of family-friendly certification to redefine working hours and work flexibility, and incentives specifically for small to medium-sized enterprises.

• Journal of Family Resource Management and Policy Review
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• v.15 no.2
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• pp.63-84
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• 2011

This qualitative case study focused on the workers' flexibility needs. We selected eight full-time workers from one 2009 family friendly certified firm for observation and in-depth interview. The workers are categorized into three groups; male employees with housewives, double income family workers depending on extended family, and double income family workers depending on paid babysitter. The spouse's work status and informal extended familial support to child care were crucial factors to influence their work family life styles and flexibility needs. The flex time is the most desirable everyday needs for the dual working child caring parents depending on the paid help. And the female workers' concerned about the stigma effect of the institutionalized flexibility use of the inferior labors.

• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.317-340
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• 2013

The modern society has undergone the fast change of the family structure and labor market. Particularly, the compatibility of work and family life became the era's agenda while the labor force participation rate of the women increased. However, the family-friendly organizational culture was not created and the job engagement of the married female workers was decreased. The married female workers complained of suffering due to the work and family conflict. This research was conducted to study a relationship between family-friendly organizational culture and job engagement of married female social workers, and secondly to investigate if family conflict affect the relationship. From the results of the study, it was known that family-friendly organizational culture has effect on the job engagement, and work and family conflict play an intermediary role between the organizational culture and job engagement. Therefore, it can be explained that family-friendly organizational culture enhances the job engagement of married female social workers, and the culture would be a good measure of the compatibility of work and family life. Based on the study, it is suggested that public relation and education need to be preceded for the spread of family-friendly organizational culture by national initiated programs. Secondly, in terms of welfare organization, related regulations and guidelines need to be prepared, and thirdly, in the view of individual respect, members of family should have their own rights to put forth an opinion grandly with firm faith of the compatibility of work and family life.

• Journal of Families and Better Life
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• v.27 no.5
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• pp.207-220
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• 2009

This study investigates the obstacles to implementing family-friendly policies and offering flexible work arrangements and provides policy directions. A survey was conducted of employers at 147 firms, resulting in 42-43 questionnaires being statistically analyzed. Frequencies, means and factor analysis were conducted by SPSSWIN 12.0. The findings are as follows: First, the main obstacle to implementing family-friendly policies was the burden of cost. Second, eight obstacle factors were extracted through factor analysis. They are; lack of replacement workers and concerns about equity issues, nonfamily-friendly culture, no guarantee of the effectiveness of programs, lack of information about the programs or polices, lack of communication and public relations, potential loss of productivity, administrative hassles, and structural obstacles. Third, there was a difference in implementing flexible work arrangements according to the factors of lack of replacement workers and concerns about equity issues and no guarantee of the effectiveness of programs. That is, the firms which didn't have these two obstacles tried to implement flexible work arrangements more than the others.

• Journal of Family Resource Management and Policy Review
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• v.23 no.1
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• pp.61-81
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• 2019

This study aims to examine the relative effects of marital conflict, social support, satisfaction with early childhood care and education centers, and family-friendly policies on the parenting stress of working mothers. The data were drawn from the 4th and 7th waves of the Panel Study of Korean Children (PSKC). Participants comprised 252 working mothers with infant children (4th wave) and children in the early childhood stage (7th wave). Data were analyzed using Pearson's correlation coefficients and hierarchical multiple regression with SPSS 22.0. The major findings were that marital conflict, emotional support, and the implementation of family-friendly policies significantly affected the parenting stress of working mothers with infant children. Additionally, marital conflict and satisfaction with early childhood care and education centers had significant effects on the parenting stress of working mothers with children in the early childhood stage. These findings emphasize the importance of considering a child's developmental stage in reducing parenting stress.

• Human Ecology Research
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• v.61 no.4
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• pp.709-721
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• 2023

This study aimed to enhance awareness of diverse families and promote an inclusive, family-friendly culture by implementing the metaverse in a family festival and assessing its effects during the Covid-19 pandemic. To achieve this, the metaverse was applied and operated at the Jung-gu Family Center Family Festival in Seoul from October 29 to November 6, 2021. The design of the Metaverse Family Festival prioritized the integration of metaverse technology and the layout of program-linked spaces to create a realistic experience. The festival was operated with a focus on providing experiential activities and exhibitions. Data comprised program satisfaction and reviews from a sample of 228 festival participants. The key findings were as follows. Firstly, participants shared their interest and joy in experiencing new activities with their families through the Metaverse Family Festival. Secondly, creating a realistic family festival environment proved practical for encouraging active participation. Thirdly, the Metaverse Family Festival was perceived as promoting an inclusive, family-friendly culture by facilitating safe and accessible communication. Fourthly, the festival effectively bridged the digital gap within families, thereby enhancing digital literacy. This study offers new insights for the future design and operation of various programs in family centers and public institutions.

• 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.