• Human Ecology Research
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• v.57 no.3
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• pp.353-367
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• 2019

This study investigates the influence of family-friendly workplace policies and organizational culture on the willingness of married female managers to have a child. The analysis includes 353 married female managers from the $6^{th}$ survey of the 2016 Korean Women Manager Panel. Factors that are found to influence the respondents include age, education, number of children, job position, promotional goals, accessibility to family leave, accessibility to shorter work hours during the child-rearing period, and organizational culture. Female managers who can easily use family leave or who have shorter work hours during the child-rearing period show a higher willingness to have a child. By contrast, those whose work places employ a fair and horizontal organizational culture are less willing to have a child. The introduction of family-friendly policies are not found to be statistically significant determinants of female managers' willingness to have a child. We find that influencing family-friendly policies between the first and second childbirth differ. The accessibility of family-friendly policies that affect the willingness of female managers to have a child when they have no child include parental leave, employer-supported childcare, and childcare subsidies. For improving their willingness to have a second child, accessibility to both family leave and shorter work hours during the child-rearing period are effective. In conclusion, the government should strongly consider micro-personal factors, such as family-friendly workplace practices and organizational culture, when executing policies to reverse the current trend of low fertility.

• Asian Pacific Journal of Cancer Prevention
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• v.15 no.6
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• pp.2879-2882
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• 2014

Background: Breast cancer (BC) is the most common form of cancer in Iranian women, and it remains a major health problem. An increasing number of young women are being diagnosed with BC, and therefore, there is an increasing likelihood that more women will survive breast cancer for many years. Many opine that self-disclosure of BC diagnosis is important because talking about cancer helps people to make sense of their experiences; in fact, self-disclosure appears to play an important role in many health outcomes. However, this has not yet been studied in BC patients in Iran. Therefore, this study aimed to explore the status of self-disclosure of BC diagnosis by Iranian women to friends and colleagues. Materials and Methods: All BC records for 2001-2011 of employed women were studied at five hospitals in Mashhad. Data about the self-disclosure of BC diagnosis were gathered through telephone interviews, and the participants filled out a questionnaire about their status of self-disclosure of BC diagnosis to various groups of people. Results: The mean age of employed women at the time of diagnosis was $44.3{\pm}6.7$ years. Over 60% self-disclosed to work colleagues and over 90% to bosses/managers. Seventy per cent reported that they had support from their family and husband's family, while 95% reported that they had support from parents, siblings, children and friends. Conclusions: Most employed women self-disclosed freely to family, friends, colleagues and bosses/managers. Apparently, self-disclosure of breast cancer diagnosis may have negative effects at work. About half of patients reported that they had support from family, managers and colleagues; however, for nearly 28% of employed women, disclosure had less positive effects. In particular, it altered their perception of others, produced difficulties with work and family and diminished closeness with the people who were told. However, the stigma of BC is far less than it once was.

• The Research Journal of the Costume Culture
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• v.15 no.3 s.68
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• pp.483-495
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• 2007

The purpose of this study is to examine the current situation of IMC strategies of Korean fashion brands which enter into Chinese market and to propose the efficient IMC strategies. Twenty Korean fashion brands which enter into Chinese market were selected and in-depth interviews with the managers were conducted. First, advertising is focused on magazines, and outdoor advertising, advertising in departments' magazines, distributing catalogs, and star marketing are performed in some cases. Brands often execute sales promotion activities such as price deduction, offering coupons, and presenting gifts. PR activities like events and sponsorship marketing which targets uncertain public or loyal customers are performed. PPL is conducted passively though it can be very effective. CRM is not operated systematically and customer management is conducted through tele-marketing and direct mail by shop managers. Web sites of brands have insufficient contents and are operated ineffectively. VMD follows brand's basic policy, but in cases of agents whose copyrights are transferred or branches which are place in areas where managing them is hard, shop managers operate their stores by themselves. Finally, because of socialistic consciousness, the perception about service of sales people is lacked.

• Proceedings of the Korea Contents Association Conference
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• 2009.05a
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• pp.1064-1069
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• 2009

The aged long-term care insurance for solving problems of the aged increasing rapidly in an aging society is a primary subject which have influence on. So, it is important to develop a curriculum for training care professionals who play an important role in operating of the aged long-term care insurance and especially care managers, because care managers are central professionals who intervene in a whole process of the aged long-term care insurance and provide the recipient with proper services. In this paper, we propose a curriculum for care managers. It includes a process classifying care manager students into a beginner and an experienced man, subdividing it into 3 parts-lecture, practice, field practice, assign time to subjects, train students by it, carry out a written examination, and certify in care manager training.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.2
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• pp.315-321
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• 2020

The purposes of this study were to examine the relationships between education and training, job satisfaction, and life satisfaction for female managers and to analyze the mediating effect of job satisfaction on the relationship between education and training and life satisfaction. Statistical analysis was conducted on a total of 1,381 female managers using the data from the 6th Korean Women Manager Panel Survey. The results of the study were as follows. First, education and training had a significant positive impact on job satisfaction. Second, education and training had a significant positive impact on life satisfaction. Third, job satisfaction had a significant positive impact on life satisfaction. Fourth, job satisfaction had a partial mediating effect on the relationship between education and training and life satisfaction. Additional research on education, job satisfaction, and life relations of female workers is needed. In order to establish a virtuous cycle of education and training, work, and life for female managers, related government policies and systems need to be improved.

• Korean Journal of Human Ecology
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• v.5 no.1
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• pp.43-53
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• 1996

The purpose of this study was to investigate the actual condition of fashion sales related persons and analyze their different role recognition in women's Ready-To-Wear shops. A questionnaire was administered to 378 fashion sales related persons in department stores and individual shops. Data were analyzed by using crosstabs, $X^2$, t-test, Scheffe's test and ANOVA by using of SPSS PC program. The results of this study were as follows: 1. In the role of fashion salespersons, managers participated highly in the merchandise buying plan, actual merchandise buying and advertisement, and shopmasters participated in the management of salespersons and keeping good relation with customers and display. 2. There was significant difference according to the existence of shopmasters in sales promotion. Shops with shopmasters had regular sales and filed up customer cards. 3. Shopmasters and salespersons attached importance to fashion information, market information, sales result information, and managers attached importance to customer information, enterprise environment information in utilizing of informations. Managers considered customer survey very important but shopmasters and salespersons did not. Shopmasters, managers, and salespersons all attached importance to customers' preference survey as customers' information source. 4. There were significant differences in lifestyle survey, buying method survey, preference survey, street fashion survey, brand identity survey and advertizement effect survey of customers by the different roles of fashion salespersons. 5. There were significant differences in the degree of merchandise knowledge, service and after service in sales service recognition by the different roles of fashion salespersons.

• Journal of Family Resource Management and Policy Review
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• v.27 no.4
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• pp.35-47
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• 2023

This study examined the effects of the revised and newly established family care leave and vacation systems in 2019 on the work-family balance of female managers. A total of 1,040 female managers with experience in using the systems were selected as the analysis subjects from the 2020 Women Managers Panel data. Propensity score matching and multiple regression analysis were conducted. The propensity score matching results showed that the family care time of the users of the family care leave was significantly lower than that of non-users, and both the work-family conflict and home-work conflict levels were significantly higher for the users than the non-users. For the family care vacation, the family care time of its users was significantly higher in national and local government organizations than that if its non-users. The results of multiple regression analysis indicated that the use of the family care leave had a significant positive impact on home-work conflict. These findings suggest that the current family care leave and vacation system have insufficient positive effects on work-family relationships.

• Journal of Labour Economics
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• v.40 no.4
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• pp.61-89
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• 2017

The purpose of this study is to analyze the effect of sex of supervisor on the stress and promotion of Korean women workers in the workplace using the Korean Women Manager Panel. The results demonstrate that when the direct boss of female workers was female, stress in the workplace was high and the promotion rate of staff and assistant managers was low. According to the theory of queen bee phenomenon and role congruity theory, a structure of glass ceiling and the male-dominated working culture does not require positive qualities of female leadership but requires a high recognition standard or competitiveness. It can be interpreted that the female worker with the female supervisor showed more stress in the workplace and the probability of female promotion in staff and assistant managers is low.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.2
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• pp.231-238
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• 2019

This study aims is to analyze of existing concepts of gender stereotypes and gender differences in wages, defining of gender pay gap determinants, and to evaluate the level of discrimination against women in Kazakhstan. This paper begins by reviewing trends in gender stereotypes and gender segregation during the past several decades. In this research, authors propose the methodological tools for presenting a standard form of evaluation of gender pay gap. The developed methodological tools will allow providing authentic and formal analysis on gender pay gap and identifying the main determinants of gender pay differences. Further, the obtained results showed the distribution of wage gap in Kazakhstan's regions and the Duncan's dissimilation index allows us to trace the dynamics of changes in the professional structure between men and women. According to the results, gender pay gap is narrowing with the reduction of the job level and discrimination is related to differences in human capital and education. Wages in the industrial sector are higher for men than for women, because men's professions are characterized by severe and unhealthy working conditions. In addition, employers prefer male managers, but if they take woman managers, they give them salary 3 times less.

• Journal of Family Resource Management and Policy Review
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• v.5 no.2
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• pp.1-12
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• 2001

One of the fastest-growing job categories for women in both the developed and the developing nations of the world is that of self-employment. In 1990 women accounted for 29% of all self employed workers. In Korea, self-employed women including unpaid family workers accounted for 40.4% of all female workers. They are in economically low status and have heavy workload. So, this study examines the real state and problems of self-employed woman. For this purpose, the transition of the number of self-employed women is nationally compared. And the statistical data and time use data on them and role conflict due to paid work and household work are presented. In the future society, self-employment will be a good alternative to self-realization and career for women. So, for self-employed women, following education is needed according to stages of business and characteristics of managers; entrepreneurship, management, and balance of work and family.