• Journal of Family Resource Management and Policy Review
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• v.16 no.4
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• pp.93-109
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• 2012

Many leading companies provide family-friendly policies for a good work-family balance and to increase the productivity of their workers. The workers receive such benefits as family leaves or financial support for caring for their dependents. But the employees need much more support than these benefits to properly care for their families. This study examines the role of the companies in the expansion of family-friendly policies to the community. A few companies see community relations-such as investing in community programs-as linked to work-family policies. Accordingly, this study suggests the best practices and alternatives of many companies. This study also examines the role and perspectives of the Family-Friendly Support Center as an organization that can lead the community involvement of the business. This center can promote the company's collaboration and network of stakeholders.

• Journal of Family Resource Management and Policy Review
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• v.12 no.3
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• pp.81-101
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• 2008

The purpose of this study is to examine support policies regarding work and family reconciliation, to suggest plans to improve workplace policies, and to suggest directions for further studies. This study looks at OECD's work-life reconciliation policies as well as family friendly workplace policies in Korea to find a way to enhance business' receptiveness and implementation of the policies. By examining women's labor conditions, this study finds that family friendly workplace policies are necessarily imminent in our society of low fertility and ageing. Along with the evaluation of benefit level and the effectiveness of current policies, this study uses data from interviews with working mothers who have had the experience of family friendly benefits. The results of the analyses suggest that the government should focus on improving the workplace environment in companies that do not show bias against the use of family friendly policies. In order to farm more successful policies, future studies are needed to analyze the changes of fertility, working conditions, support programs, and benefits.

• The Journal of the Korea Contents Association
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• v.14 no.6
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• pp.174-185
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• 2014

The purpose of this paper is to investigate how the employee benefits be related to the employees' organizational commitments through life satisfaction. There are four types of employee benefits: holidays, family-friendly benefits, financial supports for future, and insurance supports for medical care. The results show that 3 types of benefits(holidays, family-friendly benefits, financial supports for future) are significantly associated with life satisfaction. Holidays and family-friendly benefits are positively related to employees' organizational commitments, too. The findings further reveal that life satisfaction is full mediating factor between financial supports for future and organizational commitment. In case of holidays, family-friendly benefits, life satisfaction is partially mediated to organizational commitment. Findings are discussed in terms of the importance of life satisfaction through employee benefits.

• 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 Korean Home Economics Association
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• v.40 no.11
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• pp.107-118
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• 2002

Many women experience the conflicting demands of work and family life according to the increase of employed women. Their demand for balance of two spheres makes the companies have family friendly policy. Family friendly policy is win-win policy which gives benefits to the employers and the employees by helping the employees to balance of their lives. But this policy has been recognized as the one for women and which only companies have to carry out. This study aims to suggest and extend the applicable field of the family friendly policy, and press that the whole society have to be family friendly. So, this study examined the necessity of family friendly policy in the aspects of company and society. And it showed how the employers, policy makers, general public society and communities support the family by carrying out and applying the policy in USA.

• Journal of the Korean Home Economics Association
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• v.47 no.4
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• pp.83-98
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• 2009

he purpose of this study was to assess if the availability of the family-friendly corporate welfare programs had an effect on job satisfaction of married female employees after controlling for other factors such as job, personal and household characteristics. This study analyzed 215 working mothers who had the children under 6 years of age using the Korea Labor Panel Data(2005). The study established that married female employees working in the companies with more family-friendly corporate welfare programs exhibited higher job satisfaction on working hours, communication and human Relationships and other fringe benefits. Therefore, we recommended that family-friendly corporate welfare programs should be more available and developed in order to promote better job satisfaction for married female employees.

• 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.

• Industrial Engineering and Management Systems
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• v.14 no.2
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• pp.159-174
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• 2015

Remanufacturing used, end-of-life products is a complex problem involving multiple types of products that may share common parts. Recovery targets assigned by market demand and environmental legislation add more difficulty to the problem. Manufacturers now need to achieve specified take-back and recovery rates while fulfilling demands for remanufactured products. To assists in the demand- and legislation-driven remanufacturing of a family of products (i.e., multiple products that share common parts), this paper introduces a bi-objective mixed integer linear programming (MILP) model for optimizing remanufacturing. The model identifies optimal remanufacturing plans for a product family, whereby, the remanufacturer can achieve demand and recovery targets more profitably and in an environmentally-friendly manner. The model can also be used to quantify and justify the economic and environmental benefits of a product family from a remanufacturing perspective. A case study is presented for remanufacturing an alternatorfamily of products.

• The Journal of the Convergence on Culture Technology
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• v.9 no.6
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• pp.729-736
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• 2023

Traditionally, Germany, a conservative welfare state, has pursued a male breadwinner model based on gender division of labor. For a long time, Germany tried to address low fertility through economic support centered on cash benefits, but it was not successful. In 2007, the German government began to shift the paradigm of family policy for work-life balance under the slogan of "A mix of time policy, income transfer, and infrastructure." When the issue of low birth rates emerged as a national concern in Germany, there was a growing social sentiment that not only the government but also private companies should contribute to increasing fertility by providing family-friendly personnel policies and working conditions. Private companies have been voluntarily improving family-friendly working conditions beyond legal obligations, aiming to secure personnel and prevent turnover. Germany's fertility rate is currently rising toward the European average level in 2023, which can be attributed to the government's work-life balance policies and the participation of private companies. In terms of improving work-life balance policies in Korea, it has been proposed to change the perception of the need for fathers to participate in child care, to make parental leave compulsory for men, to guarantee employment for women after childbirth, to expand child care facilities, and to revitalize family-friendly policies in companies.

• The Journal of the Convergence on Culture Technology
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• v.4 no.4
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• pp.145-154
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• 2018

The aim of this study is to analyze the policy effects of child care leave focusing on the childbirth in South Korea. This instituion of child care leave orinignally seeks to harmonize the work and family. The instituion is increasingly fortified in the receipants and benefits. This study analyze the policy effect of the institution using difference-in-difference method and Korea Welfare Panel Data. The result of the analysis suggest that substantial expansion of child care leave and family-friendly labor environment rebuilding are important.