• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.436-446
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• 2015

Work-family interface including work-family conflict and work-family enrichment has an effect on organizational performance such as job satisfaction and organizational commitment. This empirical research mainly investigated influence of family-friendly organizational culture on work-family interface and organizational performance. Three key variables apply for this research : work-family interface, organizational performance and family-friendly organizational culture. A total 750 questionnaire was collected from female managers in various companies for hypothesis testing. The empirical analysis shows that reducing work-family conflict and enhancing work-family enrichment positively contribute to job satisfaction and organizational commitment. The Family-friendly organizational culture plays a moderating role between work-family interface and organizational performance. As a result, the findings support the fact that family-friendly organizational culture impact on organizational performance through work-family balance.

• 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.

• 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 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.

• 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.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.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.

• The Journal of the Korea Contents Association
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• v.8 no.2
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• pp.173-181
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• 2008

Considering the existing corporate culture, it's hard to compatible with work for the women and family and it brings a loss of human resources to government and corporate. But if the corporate realized the social responsibility for the childcare as one of the family-friendly culture, and had an aggressive will, it will be possible to break the way of traditional childcare, raise the competitiveness by expanding the work childcare facilities and laid a foundation for the social contribution. Thus, this study expressed the division of labor by gender culture should be changed to family-based women-friendly culture in the home and the corporate. And also this paper provides that, in the view of the corporate has to fully realize the social responsibility, the government properly supports the corporate which has family-friendly culture and through it, with pursuit of profit the corporate can ensure the social justice from social contribution.

• 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.30 no.4
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• pp.49-57
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• 2012

This study aims examining a few elements representing a family-friendly corporate environment such as the attitude of CEOs, corporate culture, the support from direct supervisors and their influence on the sense of self-efficacy and career success of women managers. The summary and conclusion of the result of this study is as follows; first, the positive attitude of CEOs as one of the representing elements for family-friendly corporate environment was found to affect the sense of self-efficacy and the career success of married women managers with positive effects. Second, the support of superiors turned out to have a positive effect on career development of women managers. Finally, the sense of women's self-efficacy turned out to affect career success of women managers. For the use of female resources as a growth power, the attitude of CEOs who promote gender equality, and the support of supervisors will play a very important part, and in order to build a corporate culture with gender equality, promotion and policy-making on corporate as well as government level are required.