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학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
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연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 연구보고서
- 저자정보
- 발행연도
- 2018.12
- 수록면
- 1 - 83 (83page)
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This study aimed to analyze the effectiveness of the City of Seoulʼs multi-year consulting program for work-family balance and to propose long-term policy directions. The purposes of the study was to expand the scope of the program to cope with the changing climate in work-family balance and identify improvement areas in the program to create gender-equal organizational cultures that promote work-life balance.
Under the study objectives, the study employed the following research methods. First, meta-analyses on consulting areas, consulting outcomes, and the flow back were conducted to determine the implementation of the program and the consulting process. Second, data for the analyses of the consulting effectiveness were obtained from program outcome reports and outcome reports for individual companies. Third, analyses of the yearly trends in consulting quality and the consulting process were performed using data from work-life balance screening and the overall satisfaction data. Fourth, in-depth interviews with 25 individuals including human resources managers, CEOs, company employees, and field specialists were conducted to analyze the effectiveness of the consulting program, and the opinions of scholars and corporate management experts were obtained to identify improvement strategies.
The strategies to improve effectiveness of the consulting program based on the study results are as follows. First, the program needs to develop content and design consulting on which never-married workers and workers in all life stages agree in addition to reorganizing and improving strategies that fit the directions of the program. Second, the consulting cycle needs to be tailored using a cyclical strategy to maximize the effects of ongoing consulting.
Finally, improvement measures for individual work-family balance consulting strategies are as follows. To improve the customization strategy, companiesʼ goals such as family-friendliness certification need to be explored and incorporated to motivate and facilitate companies to participate in the program to create work-family balance organizational cultures. Placement of field specialists within companies also needs to be considered depending on the situation. To improve the gender equality strategy, program leaders need to recognize that gender equality is a value that affects personnel, employment, and work in addition to organizational culture, and realistic practical suggestions should be shared. To improve the age-based strategy, consulting recommendations should have greater precision and customization according to the situation and the age of each company in addition to the customized consulting period. To improve the level-test strategy, a single system needs to be in place to precisely assess each companyʼs level and pinpoint its individual needs, and specialists should be placed in companies after their assessments to reduce errors in initial consulting design and improve the company-specialist fit.
Under the study objectives, the study employed the following research methods. First, meta-analyses on consulting areas, consulting outcomes, and the flow back were conducted to determine the implementation of the program and the consulting process. Second, data for the analyses of the consulting effectiveness were obtained from program outcome reports and outcome reports for individual companies. Third, analyses of the yearly trends in consulting quality and the consulting process were performed using data from work-life balance screening and the overall satisfaction data. Fourth, in-depth interviews with 25 individuals including human resources managers, CEOs, company employees, and field specialists were conducted to analyze the effectiveness of the consulting program, and the opinions of scholars and corporate management experts were obtained to identify improvement strategies.
The strategies to improve effectiveness of the consulting program based on the study results are as follows. First, the program needs to develop content and design consulting on which never-married workers and workers in all life stages agree in addition to reorganizing and improving strategies that fit the directions of the program. Second, the consulting cycle needs to be tailored using a cyclical strategy to maximize the effects of ongoing consulting.
Finally, improvement measures for individual work-family balance consulting strategies are as follows. To improve the customization strategy, companiesʼ goals such as family-friendliness certification need to be explored and incorporated to motivate and facilitate companies to participate in the program to create work-family balance organizational cultures. Placement of field specialists within companies also needs to be considered depending on the situation. To improve the gender equality strategy, program leaders need to recognize that gender equality is a value that affects personnel, employment, and work in addition to organizational culture, and realistic practical suggestions should be shared. To improve the age-based strategy, consulting recommendations should have greater precision and customization according to the situation and the age of each company in addition to the customized consulting period. To improve the level-test strategy, a single system needs to be in place to precisely assess each companyʼs level and pinpoint its individual needs, and specialists should be placed in companies after their assessments to reduce errors in initial consulting design and improve the company-specialist fit.
목차
[표지]
[발간사]
[목차]
표목차
그림목차
[연구요약]
Ⅰ. 연구배경 및 목적
Ⅱ. 서울시 일 · 가족양립 컨설팅 분석 결과
Ⅲ. 서울시 일 · 가족양립 컨설팅 실효성 강화방안
[Ⅰ. 서론]
1. 연구의 배경 및 목적
2. 연구의 내용 및 방법
[Ⅱ. 서울시 일 · 가족양립 컨설팅 사업개요 및 현황]
1. 일 · 가족양립 컨설팅 사업 개요
2. 일 · 가족양립 컨설팅 진행과정
3. 일 · 가족양립 컨설팅 현황
[Ⅲ. 서울시 일 · 가족양립 컨설팅 분석결과]
1. 일 · 가족양립 컨설팅 수행요소 분석
2. 일 · 가족양립 컨설팅 결과 및 환류 분석(면접조사 결과분석)
3. 요약 및 시사점
[Ⅳ. 서울시 일 · 가족양립 컨설팅 실효성 강화방안]
1. 일 · 가족양립 컨설팅 성과를 통한 운영방안 보완
2. 일 · 가족양립 컨설팅 실효성 확보를 위한 개선방안
3. 일 · 가족양립 컨설팅 전략별 실효성 강화방안
[참고문헌]
[Abstract]
[부록]
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