• Title, Summary, Keyword: Family-Friendly Culture

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The Influence of Family-Friendly Workplace Policies and Organizational Culture on the Willingness of Female Managers to Have a Child (가족친화제도와 조직문화가 여성관리자의 출산의향에 미치는 영향)

  • Koh, Sunkang
    • Family and Environment 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.

The Effects of Family-Friendly Culture on Employees' Work-Family Balance and Qualities of Lives (가족친화적 조직문화가 근로자의 일-가족 조화와 삶의 질에 미치는 영향)

  • Yoo, Gye-Sook
    • Journal of Korean Home Management Association
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    • v.26 no.5
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    • pp.27-37
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    • 2008
  • The main objective of this study was to examine the effects of family-friendly culture in various organizations in the private sectors on employee self-reported work-family balance and qualities of lives. It also attempted to clarify whether employee perceived work-family culture would vary according to size and type of organization, gender, and dual career partnership. The data came from 365 married full-time workers employed in a wide variety of organizations located in Seoul and GyeongGi-Do. The major findings of this study were as follows: Work-family culture was perceived more family-friendly in large-sized organizations and consumer industries. Female employees and workers in dual-career partnerships perceived the work-family culture of their organizations less family-friendly. The hierarchical multiple regression analyses revealed that firm size, supervisory support for employees' family activities, and the perception of negative career development opportunities as a consequence of utilizing family-friendly policies significantly predicted employees' work-family balance and qualities of lives, while organizational time demands having no significant effects on them. The implications of study results were discussed.

Effect of Family-Friendly Corporate culture on Organizational Commitment and Job Performance-Focus on ICT companies in Korea

  • Lee, Won-Hee;Yang, Dal-Nim
    • Journal of the Korea Society of Computer and Information
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    • v.24 no.11
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    • pp.229-234
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    • 2019
  • This study is an empirical study to examine how the family-friendly corporate culture affects organizational commitment and job performance for ICT companies in Korea. Therefore, the purpose of the study is to investigate the effects of family-friendly culture of ICT companies on the organizational commitment and job performance of their employees. To this end, the impacts of internal factors of family-friendly corporate culture on their organizational commitment and job performance of the employees of ICT companies in South Korean are empirically analyzed. And the findings of the empirical investigation are as follows: Family-friendly Organizational culture and Family-Friendly Welfare System have positive effects on the organizational commitment, and Organizational commitment, in return, has positive effects on the job performance. But the Family-friendly working environment is found to have NO significant effects on the Organizational commitment. These results confirm the characteristics of workers who prefer family-friendly welfare systems with economic rewards rather than formal family-friendly programs.

A Study of the Transition of the Family-Friendly Index (가족친화지수 추세분석에 관한 연구)

  • Jeong, Young-Keum;Yoon, So-Young;Cho, Seong-Eun
    • Korean Family Resource Management Association
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    • v.18 no.2
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    • pp.17-35
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    • 2014
  • This study analyzes the transition of the Family-Friendly Index from 2007 to 2012. This index was developed using a questionnaire survey that is distributed to listed companies and public institutions every year by the Ministry of Gender Equality & Family(MOGEF) and the Family-Friendly Support Center. The Family-Friendly Index contains an introduction to and the practical use of family-friendly regulations and programs, such as flexible working systems, parental leave, family leave, EAP, and family-friendly culture. The number of companies involved in the Family-Friendly Index is increasing every year, and has increased from 41.7 in 2007 to 58.9 in 2012. In particular, family-friendly companies testimonialized by the MOGEF are using more family-friendly programs than other company.

A case study on the family-friendly culture of non-certified firms for a family-friendly certification system improvement (가족친화인증제도 검토를 위한 미인증기업의 가족친화문화 사례연구)

  • Kim, Seon-Mi;Jun, Jong-Kun;Lee, Seung-Mie;Koo, Hye-Ryoung;Lee, Hyun-Ah
    • Korean Family Resource Management Association
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    • v.21 no.3
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    • pp.161-182
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    • 2017
  • This qualitative case study explored seven non-certified firms' family-friendly cultures and their responses to the family-friendly certification through interviews with the human resources managers. The results from the data analysis revealed within firm's differences and a gap among those firms. In addition, their responses to the family-friendly certification were classified into three categories: a positive group, indifference group, and negative group. From the results of the firms' various family-friendly cultures and the firms' various responses to the family-friendly certification, we suggested several issues on the family-friendly certification system's improvement and the government's management and supervision of the legal requirement to ensure workers' work-life balance and the firm's autonomy plan for its' own family-friendly culture.

A study on the Influence of Family-Friendly Program on Organizational Life and Job Commitment and Performance -Focusing on police officer organization-

  • Lee, Won-Hee;Eum, Seung-Sub;Kim, Woo-Hee;Lee, Yong-Joon
    • Journal of the Korea Society of Computer and Information
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    • v.22 no.12
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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.

Needs and Utilization of Family-Friendly Work Policies for the Work-family Balance (맞벌이 가정의 일-가정 균형을 위한 기업의 가족친화정책 실시, 활용 및 요구)

  • Yoon, So-Young;Kim, Ha-Nui;Koh, Sun-Kang
    • Korean Family Resource Management Association
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    • v.13 no.1
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    • pp.1-21
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    • 2009
  • The purposes of this study are to provide background information to develop a family-friendly work policy and to increase the effectiveness and feasibility of this policy. We surveyed the performance of family-friendly work policies, and workers‘ needs and utilizations of 17 family-friendly work policies. We also examined the factors that influence the utilization of family-friendly work policies. The study sample consists of 197 working mothers who have at least one child under age 10. The major findings are as follows: 1) The most-needed family-friendly work policy among working mothers is child care leave 2) Of those family-friendly work policies that are not currently provided, the most-needed policy is family care leave 3) The size of firms, the provision of substitutes, and 40-hour work schedules are statistically significant variables that influence the provision of necessary family-friendly work policies and 4) In addition, the work place culture is a very important factor related to the utilization of work- and family-friendly policies.

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A Study on Family-Friendly Culture of Workplaces and Policies (가족친화적 기업문화 조성과 정책적 제안에 대한 연구)

  • Jeong, Young-Keum
    • Journal of Korean Home Management Association
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    • v.29 no.6
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    • pp.123-136
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    • 2011
  • Korean workplaces can and should reflect the realities of the 21st century workforce. Leading companies try to plan and implement family-friendly policies for their employees, but most of them in fact do not offer family-friendly policies or offer only a few such policies. Therefore, this study seeks to suggest policies that can lead to better family-friendly cultures at workplaces. A family-friendly company culture allows for a better work-life balance, including flexible schedules and generous family-leave policies. This study suggests a family-friendly committee for work-life balance and a role for the government as a leading organization.

Work-Familiy Interface and Organizational Outcomes in Female Managers: The Moderating Effects of Family-friendly Organizational Culture (여성관리자의 일-가정 상호관계와 조직성과: 가족친화적 조직문화의 조절효과 분석)

  • Kim, Eun-Ju;Han, In-Soo
    • 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.

Introductions, Results and Suggestions of the Family-Friendly System in the Field of Working Place (직장영역의 가족친화제도 도입과 성과, 그리고 과제)

  • Yoon, So-Young;Kim, Hyun
    • Korean Family Resource Management Association
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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.

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