일과 가정의 관계에 관한 연구 : 企業文化論으로서의 小考 as Corporate Culture = A Study on Relations between Work and Family

다국어 초록 (Multilingual Abstract)

Recently, many researchers tries to explain relations between work and family, especially, the appearance of these articles in an influential like the Harvard Business Review strongly reinforces the status quo.
Du Pont has already built Corporte Work and Family Comittee in July 1987 and so Levi Strauss does, in order to study and make recommendations on work and family issues, with emphasis on child care. Because work/family conflicts were thought to be having a major effect on affirmative action results.
In short, we value both business and family.
So, the forms of everyday work flexibility are much more important than more publicized forms such as mommy tracks and daddy tracks, the most important need for many employees is not to get away from work, through providing flexibilities such as ① work restructuring, ② the freedom to take time off, ③ part-time work, and ④ job sharing.
Corporate mission has also been changed : Johnson & Johnson, which see its 40-year-old corporate credo as central to its culture, recently added the statement, "We must be mindful of ways to help our employees fulfill their family obligation." Du Pont has developed a mission statement that commits it, in part, to "making changes in the workplace and fostering changes in the community that a sensitive to the changing family unit and the increasingly diverse work force."
There are tendencies to show these issues in Korea. For examples, 'Another Culture' published 「Housewife, her Deadlock and Open」, Shinsegae Department Store starts a movement with the slogan of "the praise of Family", and Hyundai Department Store -"the praise of Housewife." And United Technology in Korea-the praise of 'Husband' (as the head of a family) with the title of that 'Perhaps, Do you know anyone like this man?'
Relations between Work and Family are as follows; ① one of welfare programs, ② corporate value change, ③ on the women's side, or man's side.
Work and Family issues will make the corporate mission and corporate culture to be changed.
Also, the issues don't set limits to Women any more, furthermore not to men, and include both sides. So solving the problems of the issues is up to how to extend role of men and role of women.

목차 (Table of Contents)

• <차례> = 205
• Ⅰ. 序論 = 205
• Ⅱ. 일과 가정에 관한 論議의 背景 = 206
• Ⅲ. 職務差別 = 208
• 1. 신입사원고용 관행 = 208
• 2. 승진에 있어서의 관행 = 209
• 3. 고용조건에서의 관행 = 209
• 4. 해고에서의 관행 = 212
• Ⅳ. 기업에서 본 일과 가정 = 212
• 1. 기업구성원으로서의 문제 = 213
• 2. 가정구성원으로서 문제 = 215
• 1) 가정의 재발견 = 215
• 2) 주부의 재발견 = 217
• 3) 家長의 재발견 = 217
• Ⅴ. 일과 가정의 균형방안 = 218
• 1. 기업사명의 변화 = 218
• 2. 융통성의 제고 = 219
• 1) 작업재구조화 = 219
• 2) 시간에 대한 자유 = 219
• 3) 파트타임제 자유 = 219
• 4) 직무 공유제 도입 = 219
• 3. 기업문화의 변화 = 219
• Ⅵ. 結論 = 220
• 參考文獻 = 221
• Summary = 223