Korea has gone through the high-level of economic growth and changes in diverse social institutions by the rapid industrialization and urbanization. Thus, the family system as the basic unit of society also showed considerable changes like the increase of 'dual-income family' and the generation of new social issues such as childbirth, childcare, and child education. This study started from a critical mind that the double burden and role conflict of individuals within work and family would have negative effects not only on the relevant person's life and health, but also on the organizational productivity such as job satisfaction, organizational commitment, and turnover intention in the corporate aspect.
The purposes of this study are as follows. First, this study aims to understand the significant differences in the organization members' perception in the aspect of awareness, utilization, organizational culture, and job characteristics of the work-family balance system in accordance with the demographic characteristics. Second, this study aims to understand the effects of the organization member's perception in the aspect of awareness, utilization, organizational culture, and job characteristics of the work-family balance system on their organizational commitment. Based on it, this study aimed to suggest a basis for introducing and improving the work-family balance system to the organizations besides the government by suggesting the measures for the members of organization to actively utilize the work-family balance system without burdens, and also for organizations to prevent the breakaway of excellent employees and also to make them feel immersed in their organization.
Targeting the head office of the National Pension Service(including the Fund Management Center) and its 109 branches in the whole nation that was one of the family-friendly certified institutions initiatively performing the work-family balance policy from 2008, and the organization members working for the Disability Screening Center and the International Cooperation Center, this study analyzed total 252 questionnaires by using the online survey from March 27th 2019 to April 5th 2019. For the empirical analysis using the SPSS 25.0 win ver., the frequency analysis and descriptive statistical analysis were conducted. To verify the internal consistency of the measurement tools, the Cronbach's α confidence coefficient analysis, Pearson's correlation coefficient analysis, multiple-regression analysis, t-test, and one-way ANOVA were conducted.
The analysis results of this study could be summarized as follows. First, in the results of verifying the significant differences in each variable in accordance with the demographic characteristics, the awareness of the system showed the statistically significant mean differences in accordance with all the demographic characteristics such as affiliation, age, sex, marital status, matter of children, and position. The utilization of the system showed the significant mean differences in accordance with affiliation, age, marital status, matter of children, and position except for sex. The organizational culture showed the mean differences only in age and position while the job characteristics also showed the significant mean differences only in age and sex. Second, when the awareness of the work-family balance system was higher, when the system was actively utilized in various areas, when the organization members perceived that they had the characteristics of organizational culture which would be great for utilizing the system, and when the organization members perceived it as the job characteristics favorable to utilize the system, it had significantly positive(+) effects on the organizational commitment.
Based on the results above, this study made the strategic/policy suggestions for improving the organization members' awareness, utilization, organizational culture, and job characteristics of the work-family balance system and then effectively improving their organizational commitment as a result.
First, in the aspect of awareness, it would be necessary to expand the awareness of other systems and the width of information provision by providing activities for increasing the awareness of systems to all the organization members and also selectively promoting the highly-interested systems.
Second, in the aspect of utilization, it would be necessary to establish the environment in which the system itself and the expertise of the staffs in charge of operating the system could be easily used and applied for.
Third, in the aspect of organizational culture, it would be needed to establish the organizational culture that actively supports and considers the employees who should adapt themselves to the changed job environment again after completing the utilization of the system.
Fourth, in the aspect of job characteristics, it would be needed to have the strategic approach to the personnel management to minimize the work vacuum by transitionally arranging the proper manpower in the proper time based on the job evaluation/profile while securing the labor pool that could complement and replace the relevant job through the ordinary strategic manpower planning.