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The Impact of the Provision of Family-Friendly Policies on Perceived Family-Friendly Organizational Culture : 가족친화제도와 가족친화적 조직문화 형성의 상관관계: 한국 기업의 사례
Case Study on Korean Private Companies
DC Field | Value | Language |
---|---|---|
dc.contributor.advisor | 송지연 | - |
dc.contributor.author | 조아연 | - |
dc.date.accessioned | 2019-05-07T03:29:24Z | - |
dc.date.available | 2019-05-07T03:29:24Z | - |
dc.date.issued | 2019-02 | - |
dc.identifier.other | 000000154175 | - |
dc.identifier.uri | https://hdl.handle.net/10371/150931 | - |
dc.description | 학위논문 (석사)-- 서울대학교 대학원 : 국제대학원 국제학과(국제협력전공), 2019. 2. 송지연. | - |
dc.description.abstract | Korea is unable to sustain the female labor force despite the possibility of facing labor shortage in the future. Such adversities have propelled both the Korean government and also private companies to invest and expand in family-friendly policies that could help employees achieve work-family balance and sustain their careers. This study aims to clarify whether the mere availability of family-friendly policies can shift organizational culture to become family-friendlier. This study extracted necessary data from the 2015 Korean Women Manager Panel provided by the Korean Womens Development Institute (KWDI). Using Bayesian Multivariate Ordinal Regression, this study tested whether the provision of each of the family-friendly practice changed the respondents perception of family-friendliness of the organizations and their immediate supervisors. The results showed that the provision of flextime had the most significant positive impact on creating a family-friendly organizational culture, while leave of absence and childcare compressed hours had partial influence. On the other hand, there was no significant influence of the policies on the family-friendly attitudes of immediate supervisors. Other than a few family-friendly practices, the overall policies failed to greatly contribute to family-friendlier organizational cultural change. | - |
dc.description.abstract | 한국 정부와 최근에는 사기업의 가족친화제도의 도입 등 여러 노력에도 불구하고 한국의 여성 노동력의 경력 단절은 OECD 국가 중 가장 높은 수치를 기록하고 있으며 여성의 노동 시장 참여율도 매우 저조한 편이다. 이 논문은 가족친화제도의 도입만으로 가족친화적인 조직문화를 만드는 것이 가능한지 확인하고자 한다. 한국여성정책연구원은 2015년도 여성관리자패널의 자료를 이용하여 기업의 실질적 가족친화제도의 제공이 여성관리자가 속해있는 조직과 직속 상관을 더 가족친화적으로 인지하는지 확인을 했다. 결과적으로 유연근무제의 제공이 여성 관리자가 가장 가족친화적인 조직문화로 인지하게 하는데 가장 큰 영향력을 끼치고 있는 것으로 밝혀졌다. 반면에 여성관리자가 직속상관을 더 가족친화적으로 인지하게 영향력을 끼치는 가족친화제도는 어떠한 것도 없는 것으로 밝혀졌다. | - |
dc.description.tableofcontents | 1. Introduction 7
1.1. Problem Analysis 7 1.2. Research Questions 11 2. Literature Review 15 2.1. Family-Friendly Policies 15 2.1.1. Effectiveness in the Workplace 17 2.1.2. Family Related Benefits 20 2.1.3. Career Advancements for Working Mothers 21 2.1.4. Research on Individual Family-Friendly Practices 24 2.2. Perceived Family-Friendly Organizational Culture 25 2.2.1. Organizational Culture and Organizational Family Support 25 2.2.2. Previous Research on the Impact of Organizational Culture 28 2.3. Limitations of Previous Studies 35 3. Research Design 38 3.1. Research Questions 38 3.2. Hypotheses 39 3.3. Data Collection 41 3.3.1. Independent Variables 43 3.3.2. Dependent Variables 47 3.3.3. Controlled Variables 50 3.4. Analysis Methodology 51 3.4.1. Bayesian Multivariate Ordinal Regression Model 52 4. Data Analysis 57 4.1. Data Analysis for Perceived Organizational Family Support (POFS) 58 4.2. Data Analysis for Perceived Supervisory Family Support (PFSF) 65 5. Research Findings and Implications 68 5.1. Limitations 72 6. Conclusion 74 | - |
dc.language.iso | eng | - |
dc.publisher | 서울대학교 대학원 | - |
dc.subject.ddc | 327.17 | - |
dc.title | The Impact of the Provision of Family-Friendly Policies on Perceived Family-Friendly Organizational Culture | - |
dc.title.alternative | 가족친화제도와 가족친화적 조직문화 형성의 상관관계: 한국 기업의 사례 | - |
dc.type | Thesis | - |
dc.type | Dissertation | - |
dc.contributor.AlternativeAuthor | Ahyeon Cho | - |
dc.description.degree | Master | - |
dc.contributor.affiliation | 국제대학원 국제학과(국제협력전공) | - |
dc.date.awarded | 2019-02 | - |
dc.title.subtitle | Case Study on Korean Private Companies | - |
dc.identifier.uci | I804:11032-000000154175 | - |
dc.identifier.holdings | 000000000026▲000000000039▲000000154175▲ | - |
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