가족친화제도, 직장생활, 가정생활과 추가출산의향 간의 관계

최지훈(Ji Hoon Choi),안선희(Sun Hee Ahn) 가정과삶의질학회 2017 가정과삶의질연구 Vol.35 No.2

This study is to examine the influence of family-friendly policies on married female workers’desire for an additional child and the mediating effects of family-friendly policies and birth intention on the relationship between work- and family-life. A questionnaire survey was conducted with married female women who were under the age of 40 years and with young children, using convenience sampling. Initially, a total of 400 survey questionnaires were distributed and 326 of them were gathered and analyzed as final data. The study conducted descriptive statistics, structural equation modeling, Sobel’s test, latent means analysis, and multi-group analysis to test the hypotheses. The findings are as follows. First, family-friendly policies positively impacted married women’s willingness to have additional children. Second, family-friendly policies had significant positive implications on married female workers’ work-life. It shows that family-friendly policies influenced married women’s job satisfaction and organizational commitment, enhancing work-life satisfaction. Third, family-friendly policies were positively related with married women’s family-life. It revealed that the policies had an impact on their marital satisfaction and parenting stress, improving family-life satisfaction. Fourth, married women’s work-life factors, such as job satisfaction and organizational commitment, were not significantly associated with their intention of childbirth. Fifth, marital satisfaction and parenting stress were positive and significant factors affecting women’s willingness to have additional children. Sixth, married women’s family-life mediated the association between family policies and their childbirth intention, but their work-life did not do. Last, work- and family-life mediated the significant effect of family-friendly policies on the willingness in both groups: family-friendly policies→work-life, family-friendly policies→childbirth willingness, and family-friendly policies→family-life.

가정친화제도의 효과성과 직장

박상언(Sang Eon Park),최민오(Min O Choi) 한국경영학회 2013 경영학연구 Vol.42 No.2

Because of the changing demographics in the workforce such as the rise of female workers and dual earner employees, nowadays more individuals face the challenge of managing work and family responsibilities. And for this reason, the issue of balancing work and family lives becomes receiving more attentions from both academic fields and business domains. In the face of these changing realities, many organizations have now begun to offer family-friendly human resource(HR) policies such as flexible work arrangements, supports for child care, and other benefits that support worker`s personal well-being and career development. Up to date, there have been many researches that investigated the relationships between family-friendly HR policies and their effects on organizational effectiveness. To our knowledge, however, the intervening mechanisms in the relation between family-friendly policies and their consequential effects have not been fully explored. So, in the present study, we focused on the role of work-family interface, especially the role of work-family conflict and work-family enrichment that workers experience in the context of work and family lives. Last and most important, we proposed that work-family conflict and work-family enrichment may be two intervening mechanisms which mediate the effects of family-friendly policies to the psychological effectiveness of organizational members such as their job-related attitude and non-task behavior. Based on these theoretical and logical expectations, we intend to investigate empirically the effectiveness of family-friendly policies. Especially this study examines the relationship between employees` perceptions of the usefulness of family-friendly policies and their effects on the job attitudes and organizational citizenship behavior. In particular, this study also explores whether work-family conflict and work-family enrichment will mediate the relationship. The data are collected by surveying 293 respondents who are working in a manufacturing firm and a series of hierarchical regression analyses are used for the test of hypotheses. Findings are as follows. First, employees` perceptions of the usefulness of family-friendly policies were positively related not only to their job satisfaction and affective organizational commitment, but also to their organizational citizenship behavior as expectedly. In addition, we found that two directions of work-family enrichment (i.e., work-to-family and family-to-work enrichment) partly mediated the effects of family-friendly policies on affective organizational commitment and organizational citizenship behavior. In particular, work-to-family enrichment had more larger mediating effects on the job attitude variables such as job satisfaction and organizational commitment, whereas family-to-work enrichment had more mediating effects on the non-task behavior such as organizational citizenship behavior. Although two directions of work-family conflict (i.e., work-to-family and family-to-work conflict) did not mediate the relationships, instead they had direct negative impacts on the job attitudes such as job satisfaction and organizational commitment. We think that our research provides both theoretical and practical contributions to the literatures of family-friendly policies and work-family studies. Above all, we proposed and empirically verified that work-family enrichment may be one of the possible intervening mechanism in the relationship between family-friendly HR policies and their effects on the job attitudes and non-task behaviors of employee. In addition, this study answered the call to explore the positive side of work-family interface, which, at present, is underrepresented compared with work-family conflict. According to the present study, the perceived availability and usefulness of familyfriendly HR policies increase the work-family enrichment of organizational members, which in turn, relates not only to their higher job satisfaction

기혼근로자의 성역할 태도와 일­가족 지향성이 일-가족 갈등 / 촉진 및 가족친화제도 이용에 미치는 영향

한지숙(Han Ji-Sook),유계숙(Yoo Gye-Sook) 가정과삶의질학회 2007 가정과삶의질연구 Vol.25 No.5

This study examined the effects of employees' gender role attitudes, job involvement, and family involvement on their work-family conflicts, work-family facilitation, and utilization of family-friendly corporate policies. Data was collected from 377 full-time married workers from 262 large (more than 300 employees) and 100 small (fewer than 300 employees) private sector companies. The questionnaire's measurements were based on recommendations from the literature review. The questionnaire consisted of the gender role attitude scales, job and family involvement scales, work-family con￢flict and facilitation scales, and questions pertaining to the employee's utilization of family-friendly corporate policies. The SPSS 12.0 statistical package was used to analyze the collected data. The study found that employees showed more or less egalitarian gender role attitudes and that they were more involved in their family than their job. The employees' responses showed a low rate of utilizing family-friendly policies, but employees from large companies reported a higher utilization of family-friendly policies than those from small companies. There were also gender differences in employees' gender role attitudes, work and family involvement, and utilization of policies. Male workers held more traditional gender role attitudes, had higher levels of job involvement, and had higher rates of utilization of policies than female employees. Meanwhile, employees with children exhibited more traditional gender role attitudes and higher rates of utilization of policies than those without children. Finally, serial hierarchical regression analyses revealed that employees'more egalitarian gender role attitudes and higher job and family involvement predict higher work-family facilitation, while their gender role attitudes and job and family involvement have no significant influence on work-family conflicts. Also, employees from large companies with high job involvement will have significantly higher utilization rates of family-friendly corporate policies.

저출산ㆍ고령사회에서의 가족정책 : 일-가족 양립지원정책

박보영(Park Bo-Young) 비판과 대안을 위한 사회복지학회 2006 비판사회정책 Vol.- No.22

한국에서 근래에 저출산 문제가 커다란 사회문제로 대두되고 있다. 왜냐하면 저출산으로 인해 인구의 고령화가 너무도 빠르게 진행되고 있어 여러 가지 심각한 문제점들-노동력 규모의 축소로 인한 생산성 저하, 생산연구의 노인부양 부담 가중, 그리고 사회보장의 안정적인 재원조달 불가-이 야기될 것으로 예상되기 때문이다. 이러한 저출산ㆍ고령사회의 문제점을 극복하고 지속가능한 경제발전을 달성하기 위해서는 무엇보다 여성의 노동시장 진출을 활성화하는 것이 요구된다. 그러나 한국사회는 ‘보살핌 노동의 사회화’가 전혀 이루어지지 않은 상태여서 여성들은 가정생활과 일을 병행해야 하는 이중고를 겪을 수밖에 없는 상황이고, 이것은 출산기피 현상으로 이어지고 있다. 우리보다 앞서 이러한 문제를 겪은 유럽의 복지국가들은 ‘일-가족 양립지원정책’ (work-family balance policies)을 통해 이 문제에 적극적으로 대처하고 있다. 일-가족 양립지원정책은 영ㆍ유아자녀 양육지원(휴가제도 및 보육서비스), 유연근무시간제, 개인에 기반한 조세체계 등과 같이 여성의 고용을 촉진하기 위한 일련의 다양한 가족정책을 말한다. 이 같은 유럽의 일-가족 양립지원정책의 핵심은 “출산ㆍ육아에 대한 남성의 참여 및 분담”으로 요약될 수 있다. 즉, 유럽의 복지국가들은 양성평등적인 가족정책을 통해 여성노동력을 동원함으로써, 인구학적인 문제로 인한 경제 활력의 저하를 막고 지속적이며 안정적인 경제성장을 도모하고 있는 것이다. 그래서 본 연구에서는 한국의 저출산의 문제를 되짚어 보고, 그러한 문제를 해결할 수 있는 대안적 모델로서 유럽의 가족정책을 검토하고 있다. 우선, 한국의 저출산 문제의 결정적인 원인으로 지목되고 있는 ‘출산기피’의 양상을 살펴보고 있다. 다음으로, 이러한 상황을 타개할 수 있는 대안적 모델로서 유럽의 가족정책, 즉 일-가족 양립지원정책을 살펴보고 있다. 끝으로, 유럽의 가족정책이 한국사회에 어떠한 함의를 갖는지를 정리하고 있다. As late as 2000s, low fertility poses a serious problem for Korean society. Because there will be precipitated out of the population ageing by the low fertility. To put it shortly, low fertility is certainly expected to generate a range of social problems-the fall in productivity by reducing the workforce, the increase of the social burden of supporting the elderly, and the fiscal crisis of social security. In order to cope with these social problems in an ageing and low fertile society and to achieve a sustainable economic prosperity, it is required to mobilize the female workforce to begin with. However, as there is not the least socialization of care work yet in Korea, women in Korean society have no choice but to suffer hardships to reconcile their work and family life, and so avoid childbirth. European welfare states that already experience the social problems of low fertility rather than Korean society, actively cope with the low fertility by adopting the work-family life balance policies. The work-family life balance policies are a set of family policies as a means of furthering female employment that include leave schemes, flexible working patterns, individual taxation, and childcare services. The work-family life balance policies of the European welfare states are summed up in the phrase “fathers participate and share in childbirth and childcare”. In rum, European welfare states are intended to control the fall in the rate of economic activity, and to achieve stable and continuous economic growth by mobilizing the female workforce in terms of reconciling work and family life, or family policy as gender equality policy. This paper explores the hallmark of low fertility in Korea and the family policy to alleviate low fertility in Europe in the context of social policy. The first part reviews the crucial aspects of baby strike in Korea, because low fertility in Korea is due entirely to the baby strike. The second part deals with the family policy, or work-family life balance policies, of the European welfare states, because it seems to find a solution to low fertility in Korea. The last part ends with a discussion of the implications of work-family life balance policies in Europe.

기업의 가족 친화적 문화와 아버지의 자녀양육 참여: 일-가족 갈등의 매개효과를 중심으로

이숙현,권영인 한국가족학회 2009 가족과 문화 Vol.21 No.1

The purpose of this study is to understand family friendliness of Korean companies and its direct and indirect influence on paternal involvement in child care. For this purpose, we first explored family-friendly policies of 23 Korean companies reported by 237 fathers as well as the actual usage of those policies. In addition, we prepared path analysis model to examine direct influence of family friendly workplace culture on paternal involvement and mediating effect of work-family conflict on the relationship between family-friendly workplace culture and paternal involvement. Family-friendly workplace culture includes family-friendly polices, family supportive work environment and father's weekly working hours. SAS 9.1 program and M-plus 5.0 program was applied to analyze the data. According to the descriptive analysis, Korean fathers recognized only few family-friendly policies of their companies. Financial support for child rearing, unpaid leave policy, and parental leave policy were the most frequently recognized policies. Although fathers knew about family-friendly policies, they rarely used those policies, and the actual usage rate of family-friendly polices was very low. The result from the path analysis showed that number of family-friendly policies recognized by fathers and fathers' weekly working hours directly influenced paternal involvement in child care. In addition, fathers' work-family conflict was partially mediating the relationship between family supportive work environment and paternal involvement, and between fathers' working hours and paternal involvement. 본 연구는 23개 기업에서 일하는 237명의 아버지들을 대상으로 하여, 기업의 가족 친화적 정책에 대한 인식 및 사용 현황을 알아보았다. 또한, 경로분석 모형을 사용하여 기업의 가족 친화적 문화가 아버지들의 자녀양육 참여에 미치는 직접적인 영향과 일-가족 갈등을 매개로 하는 간접적인 영향을 검증하였다. 기업의 가족 친화적 문화에는 아버지들이 인지하는 가족 친화적 정책의 수, 가족 친화적 조직 분위기, 그리고 아버지들의 주당 근무시간이 포함되었다. 수집된 자료는 SAS 9.1 프로그램과 M-plus 5.0을 이용하여 분석하였다. 연구 결과, 아버지들은 가족 친화적 정책 중 자녀 성장지원제도, 무급 휴가제도, 그리고 육아휴직제도를 가장 많이 시행되고 있다고 인식하였다. 하지만, 아버지들이 가족 친화적 정책을 인식하고 있더라도 실제 정책을 사용하는 정도는 매우 낮게 나타났다. 아버지들이 느끼는 일-가족 갈등이 가족 친화적 조직 분위기 및 아버지의 주당 근무 시간과 자녀 양육 참여 정도와의 관계를 매개하는지 분석한 결과, 일-가족 갈등이 이들의 관계를 부분적으로 매개하고 있는 것으로 나타났다. 즉, 아버지들이 근무하는 기업의 조직 분위기가 가족 친화적일수록 아버지들의 일-가족 갈등이 낮아지고, 일-가족 갈등이 낮을수록 자녀 양육에 좀 더 참여하는 경향을 보였다. 또한 아버지들의 근무 시간이 적을수록 그들이 느끼는 일-가족 갈등이 낮아지고, 일-가족 갈등이 낮을수록 자녀 양육에의 참여가 증가하였다.

지역주민의 가족친화정책 인식에 관한 연구 : 충청남도를 중심으로

모선희(Mo Seon Hee),최은희(Choe Eun Hee) 한국지역사회학회 2011 지역사회연구 Vol.19 No.2

Recently, the family-friendly policy came up with changes in family perception with diverse family, problems with work and family balance, national crisis by the low fertility in Korea. The purpose of this study is to examine the awareness of family-friendly policy among Chungnam residents and to provide basic information for family policy making. The respondents of this study are 633 people living in Chungnam Province. The family-friendly policy is divided into two; work and family balance policy and policy for promoting family-friendly social environment. The major findings were as follows. First, the majority (80%) recognized family as decent group or group loving each other and the level of family healthiness was above the average. Second, 32.5% of the respondents had family members who needed care - mostly their parents and parents-in-law. The burden of housework and child rearing were major difficulties in balancing work and family among working women. Third, the awareness of necessity of two family-friendly policies was higher than the average. Forth, the awareness of family-friendly policies was different by age, sex, monthly family income and living areas of the respondent. In conclusion, we made some suggestions for family-friendly policy making

유자녀 취업여성의 가족친화제도 활용 및 부모소진과 일-가정 균형 만족의 관련성

전지원 대한가정학회 2025 Human Ecology Research(HER) Vol.63 No.1

This study examined the relationship between the utilization of family-friendly policies, parental burnout, and work-family balance satisfaction. Data were collected through an online survey of 255 married female employees with children in elementary school (up to third grade). The key findings are as follows: First, parental burnout varied significantly based on prior use and ease of accessing family-friendly policies related to childbirth and childcare support. Second, hierarchical regression analysis revealed that lower parental burnout, greater ease in utilizing childbirth and childcare support policies, and shorter daily commute times were positively associated with work-family balance satisfaction. Specifically, employees with lower parental burnout and easier access to childbirth and childcare support policies reported higher satisfaction. However, the ease of utilizing flexible working hours and welfare benefits showed no significant association with work-family balance satisfaction. Given the increasing importance of work-family balance and family-friendly policies, these findings highlight the need for further research on parental burnout and work-family balance satisfaction. This study offers valuable policy insights for enhancing support mechanisms to improve work-family balance satisfaction.

가족강화(Stronger Families)를 위한 호주의 가족지원(Family Assistance) 정책에 관한 연구

양옥경,박지혜 이화여자대학교 사회복지연구센터 2003 이화사회복지연구 Vol.3 No.-

본 연구는 1998년부터 시작된 호주의 가족강화(stronger families) 전략 중 가족지원(family assistance)정책에 관한 연구이다. 연구 목적은 호주가 가족관련 사회환경 변화에 대응하여 실시하는 가족지원정책을 살펴보고 이를 토대로 급격한 가족구조와 기능의 변화를 겪고 있음에도 변화하는 가족에 대한 대응방향을 설정하지 못하고, 정책 및 서비스의 내용에 대한 아이디어가 부족한 우리나라에 가족정책의 방향을 가족을 강화하는 쪽으로 설정하고 이를 위한 제도화와 프로그램 실행에 대한 아이디어를 제공하기 위함이다. 현재 호주의 가족강화전략은 크게 가족지원(Family Assistance)정책, 청소년과 학생(Youth & Students)정책, 아동지원 (Child Support)정책, 아동보육(Child Care)정책의 4개 부분으로 나뉘어져 있다. 4개 정책 중 본 연구에서 살펴보고자 하는 것은 가족지원정책에 포함된 7개의 소득 및 정서지원 프로그램이다. 호주의 가족강화전략이 우리나라의 가족정책에 시사하는 정책적 함의를 다음 네 가지로 제시할 수 있다. 첫째, 미래인력으로써의 자녀양육과 가족관계, 증가하는 노인보호, 그리고 여성의 역할변화 등에 대한 전체적인 고려에 입각하여 가족이 건강히 유지되고 그 안의 가족구성원들이 행복할 수 있도록 가족을 강화하는 방향으로 가족정책의 큰 틀을 형성하여야 한다. 둘째, '과'차원의 가족복지 업무를 '국'차원으로 상향시켜 '가족복지국'을 설치하고, 산발적인 가족정책에 대한 통합적인 방향설정과 시행을 위해 '가족정책위원회' 또는 '가족복지위원회'를 설립하여 가족정책을 제도화해야 한다. 셋째, 가족정책 내에서 아동의 물리적이고 정서적인 발달 도모에 집중해야 한다. 넷째, 가족 전체의 정서와 관계를 증진할 수 있는 서비스를 도입해야 한다. This study is about the Family Assistance policy for Stronger Families Strategy in Australia. The purpose of the study is to review the family assistance policies of adapting socio-environmental changes and to provide some policy implications to the Korean family-related policy and services as a result. In Australia, Commonwealth Department of Family & Community Services(FaCS) which is in charge of federal welfare policies implemented the Stronger Families strategy. The Stronger Families Strategy is consisted of 4 categories: Family Assistance policy; Youth & Students policy; Child Support policy; Child Care policy. This study review only the family assistance policy. Based on Australian stronger families strategy, four family policy implications are presented. One, there should be a blueprint of family policy to enhance family health and functioning consideration of increasing needs for child care and family relationship, elderly care, and women's role change. Two, government should establish a family board or a family policy/family welfare committee to institutionalize and to integrate the scattered family policies. Three, government should focus on child's development in physical and emotional development. Four, adopt a series of services to enhance emotional relationship among family members.

서울시민의 가족정책 인지도 및 관련 요인 탐색

진미정(Meejung Chin),노신애(Shinae Noh),김아영(Ah-Yeong Kim) 한국가족정책학회 2021 가족정책연구 Vol.1 No.1

본 연구는 서울시민 대상으로 가족정책(아동돌봄정책, 가족친화제도, 가족서비스 기관)에 대한 인지도를 알아보고, 인지도와 관련되는 개인적 특성과 정책 특성을 파악하는 것이다. 만 25~74세 서울시민 1,102명을 대상으로 2018년 9월 온라인 설문조사를 실시하여 자료를 수집하고, 빈도분석, 로지스틱 회귀분석, 상관관계 분석을 하였다. 분석한 결과 전체적으로 가족친화제도의 인지도가 가장 높았고, 가족서비스 기관에 대한 인지도가 가장 낮았다. 아동돌봄정책 중에서는 국공립어린이집 인지도가 가장 높았으며, 가족친화제도 중에서는 육아휴직 인지도가 가장 높았으며, 가족서비스 기관에 대한 인지도는 다문화가족지원센터가 가장 높았다. 정책 인지도는 정책별로 차이가 있는데 공통으로 여성이 남성보다 높았고, 미혼자보다 기혼자의 인지도가 높았다. 또한, 미취학자녀나 초등자녀가 있는 응답자가 해당 연령과 관련된 정책 인지도가 높았다. 정책 인지도는 도입시기와는 상관성이 없었으며, 예산이 클수록, 서울시 정책이 아니라 전국적으로 적용되는 중앙정부 정책인 경우 더 높게 나타났다. 결론적으로 가족정책 인지도는 유형에 따라 차이가 있었고, 일부 정책은 낮은 인지도를 보였다. 정책 활용도를 높이기 위해서는 적극적인 정책 홍보를 통해 인지도를 높이는 것이 선행되어야 한다. This study explores awareness of family policies among Seoul citizens, as well as the effects of related factors. The family policies under examination in this study consist of ten types of childrearing, five types for family-friendly workplaces, and five types for family service delivery. Data were first collected from an online survey of 1,102 adults aged 25-74, and then analyzed by means of descriptive statistics, logistic regression, and correlation analysis. The results reveal the proportion of adults who know about each type of family policy and the effect of both individual and policy-related factors on their awareness. The most well-known policies are those for family-friendly workplaces, with participants showing the highest level of awareness for parental leave. However, the least awareness is for family service delivery, among which public childcare and multicultural family support centers are the best known. Awareness levels are related to gender, marital status, and the budget and scope of the policy. Awareness about some types of family policy is lown, suggesting that public advertisements are needed to raise awareness and for consequent use of family policies.

프랑스의 가족운동과 전국 가족단체 연합(UNAF): 가족운동의 변천과 그 시사점

나병균 한국사회복지정책학회 2009 사회복지정책 Vol.36 No.4

The objective of this article is to analyze the changes of the French Family Policy and to find the policy implications for the development of Family Welfare Policy in Korea. The active Family Policy has begun in 1930s in France, combining with the Population Policy, being proposed by the State. The Natalism, Universalism and Familism are identified as the main ideologies of French Family Policy. The State is the most important actor of the Family Policy from the beginning. The UNAF which was a passive and dependent actor has become an active and autonomous actor. The UNAF advocated the Universalism and Familism and checked the Selectivism of the State. The role of the Feminist Mouvement as the actor of Family Policy is very limited in France. But from the 1980s, its role as an actor has become more and more important and has checked the conservative Family Policy, being organized by the State. The Familism is being resurrected in Europe from the end of 1990s; it is because of the rapid fall of the birth rate and the deficit of the Social Security. However this does not mean that the French Welfare State has become conservative.. The actual situation of Korean society is characterized by its very low birth rate( below 1.10) and the weakening of the family tie. The Korean government began the active family policy in 2005 by making the Basic Family Law. The study of the French Family Policy would give us the ideas and inspirations concerning with the problem-solving of the low birth rate and the family crisis of our society.