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Family-Friendly Workplace Programs and the Consequences for Women Workers in Korea.
|Title:||Family-Friendly Workplace Programs and the Consequences for Women Workers in Korea.|
|Authors:||Park, Ki Tae|
|Keywords:||Family-friendly workplace programs|
|Date Issued:||Aug 2018|
|Publisher:||University of Hawaiʻi at Mānoa|
|Abstract:||This dissertation aims to examine the effect of family-friendly programs on Korean female managers’ lives using five waves of the Korean Women Manager Panel (2007, 2008, 2010, 2012, and 2014). This research investigates: (1) the determinants of the use of family-friendly programs, (2) the consequences of the use of long-term leave programs for users’ wage growth and promotion, and (3) the effect of the use of family-friendly programs on fertility plans (i.e., intention to have additional children after having one child). |
Across chapters, this dissertation finds workplace culture plays a pivotal role in Korean women managers’ decisions to use family-friendly programs and intention to have more children after the first child. Workplace culture also is used as a basis for penalties imposed by employers on the users for the use of family-friendly programs, because it reflects employers’ expectation based on the norm of ideal workers and has a significant impact on workers’ perception on easiness of using family-friendly programs and risk of career penalty after the use of programs. In terms of the determinants of the use of family-friendly programs (Chapter 4), female managers having a higher level of human capital are less likely to use family-friendly programs, since they face a higher level of employers’ expectation based on the ideal worker norm. Two other factors (i.e., the individual’s position within a company and the macro features of a company) interacting with workplace culture also affect female managers use of family-friendly programs. In terms of career penalties (Chapter 5), since using long-term leave programs violates the norm of the ideal worker in the workplace, companies penalize users on this basis, resulting in a family-hostile workplace culture. In Chapter 6, workplace culture leads to variations in the fertility-boosting effect of using family-friendly programs; family-hostile workplace culture reflecting employers’ view that family-friendly programs are costly impacts individual’s perception on risk of career penalty for using family-friendly programs. Different experiences with workplace culture during/after leaves cause a differential in fertility intention.
This research makes an important contribution to the literature on family-friendly programs in two respects. First, this is one of the first studies to empirically examine the relationship between the use of family-friendly programs and their impacts on the life of female managers in Korea. In addition, I speculate that it is this organizational context that leads to similar family-friendly program-related experiences among women workers in Korea and in Western societies despite the different cultural contexts. These consistent findings – consistent across countries – seem to suggest that the theoretical frameworks developed in Western literature are also relevant to Korea, and we may apply them to the Korean context when researching the influence of workplace culture on employees’ lives.
Second, this research contributes to the literature on methodology for studying family-friendly programs in Korea. By using panel data containing information on multi-levels, this dissertation demonstrates a method of analysis that can be adapted to further research on employees’ experiences related to family-friendly programs.
|Description:||Ph.D. Thesis. University of Hawaiʻi at Mānoa 2018.|
|Rights:||All UHM dissertations and theses are protected by copyright. They may be viewed from this source for any purpose, but reproduction or distribution in any format is prohibited without written permission from the copyright owner.|
|Appears in Collections:||
Ph.D. - Sociology|
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