Employer-supported Child Care Research Articles

중소기업 직장어린이집 설치⋅운영에 관한 인식 및 요구 분석

Objectives The purpose of this study is to investigate the actual perceptions and needs of employer-supported childcare centers for workers of small and medium-sized enterprises(SMEs) installating and operating employer-supported childcare centers.
 Methods A survey was conducted on 242 workers who used daycare centers and 223 workers who did not use daycare centers at 100 small and medium-sized enterprises nationwide, and a descriptive statistical analysis was conducted on workers' perceptions and needs.
 Results First, looking at workers' perception of installing and operating small and medium-sized employer-supported childcare centers, workers using small and medium-sized employer-supported childcare center chose “excellent childcare services” as the reason for not using them and unused workers chose ‘difficulty in bringing their children to work’ as the reason for not using them. Second, looking at the needs of workers due to the installation and operation of small and medium-sized employer-supported childcare centers, workers using employer-supported childcare centers had the highest “others”, “improvement of daycare facilities and childcare landscapes”, and “extension of operating hours” for unused workers. In addition, as a support policy for the workplace and the state for raising children, all workers who used or did not use employer-supported childcare centers centers demanded the introduction of a flexible work or telecommuting system.
 Conclusions Through this, based on workers' perception of the installation and operation of employer-supported childcare centers for SMEs, it was proposed to expand the installation and operation of employer-supported childcare centers and to improve the employer-supported childcare centers support system.

The Influence of Family-Friendly Workplace Policies and Organizational Culture on the Willingness of Female Managers to Have a Child

This study investigates the influence of family-friendly workplace policies and organizational culture on the willingness of married female managers to have a child. The analysis includes 353 married female managers from the 6th survey of the 2016 Korean Women Manager Panel. Factors that are found to influence the respondents include age, education, number of children, job position, promotional goals, accessibility to family leave, accessibility to shorter work hours during the child-rearing period, and organizational culture. Female managers who can easily use family leave or who have shorter work hours during the child-rearing period show a higher willingness to have a child. By contrast, those whose work places employ a fair and horizontal organizational culture are less willing to have a child. The introduction of family-friendly policies are not found to be statistically significant determinants of female managers’ willingness to have a child. We find that influencing family-friendly policies between the first and second childbirth differ. The accessibility of family-friendly policies that affect the willingness of female managers to have a child when they have no child include parental leave, employer-supported childcare, and childcare subsidies. For improving their willingness to have a second child, accessibility to both family leave and shorter work hours during the child-rearing period are effective. In conclusion, the government should strongly consider micro-personal factors, such as family-friendly workplace practices and organizational culture, when executing policies to reverse the current trend of low fertility.

Exploration of Soie Employer-Supported Child-Care Center Teacher's Difficulties and Overcoming Effort in the Attitude of Parents

Exploration of Soie Employer-Supported Child-Care Center Teacher's Difficulties and Overcoming Effort in the Attitude of Parents

직장어린이집 이용만족도와 부모의 결혼만족도가 양육스트레스에 미치는 영향

직장어린이집 이용만족도와 부모의 결혼만족도가 양육스트레스에 미치는 영향

보육교사의 교직에 대한 열정과 행복감 간의 관계에서 교사효능감의 매개효과: 직장보육시설을 중심으로

보육교사의 교직에 대한 열정과 행복감 간의 관계에서 교사효능감의 매개효과: 직장보육시설을 중심으로

직장어린이집 교사의 반응성 상호작용 전략에 관한 경험의 의미

직장어린이집 교사의 반응성 상호작용 전략에 관한 경험의 의미

직장보육시설 위탁 운영 어린이집 학부모의 만족도에 관한 연구 - 국·공·사립과 위탁·직영 간 차이비교를 중심으로 -

This study is intended to look into parents' satisfaction of contracting-out system in employer-supported childcare centers. To achieve this, a survey was carried out to 400 parents who use national, public and private employer-supported childcare centers. The results were as follows. First, employer-supported childcare factors were the qualities of childcare environment, childcare program and early childhood teacher in both contracted-out and in-house services. The satisfaction with facility, program, operation and childcare training was improved in good employer-supported childcare factors And the satisfaction with the relationship between these factors could improve the expectation for the use of employer-supported childcare centers. Second, the difference in the operation of employer-supported childcare centers showed that the most preferred size was 50 to 74 children. The contracted-out services was more preferred than in-house services. And the location of on-the-job facility was more preferred than off-the-job facility. As stated above, the preference of employer-supported childcare centers was more raised than that of general kindergartens or childcare centers by an increase in the trend of working child parents' dual income. In other words, small and medium sized childcare centers of some 50 children were more preferred than large scaled childcare centers. Consequently, the retainment of childcare programs, facilities and quality teachers contracted out to professional childcare centers can improve the satisfaction with them.

부모의 행복감이 양육스트레스와 직장어린이집 이용만족도에 미치는 영향

본 연구는 직장어린이집 이용 부모의 행복감이 양육스트레스와 어린이집 이용만족도에 미치는 영향력을 살펴보고자 하였다. 이를 통해 일 가정의 조화로운 양립과 직장어린이집 운영의 질적 향상을 위한 기초자료를 제공하고자 한다. 이를 위해 직장어린이집 이용 부모 206명을 대상으로 7개 영역 35문항으로 구성된 행복감 검사도구와 2개 영역 20문항으로 구성된 양육스트레스 검사도구 및 5개 영역 25문항으로 구성된 이용만족도 검사도구를 사용하였다. 본 연구를 통해 나타난 결과는 다음과 같다. 첫째, 직장어린이집 부모의 행복감과 직장어린이집 이용만족도에 대한 인식은 높은 수준으로 나타났고, 양육스트레스는 보통보다 약간 높은 수준으로 나타났다. 둘째, 직장어린이집 부모의 행복감과 양육스트레스는 부적상관을 보였으며, 행복감과 직장어린이집 이용만족도는 정적상관을 보였다. 셋째, 직장어린이집 부모의 행복감은 행복성, 가족의 화목 순으로 양육스트레스에 영향을 미치고, 행복감은 행복성, 대인관계 순으로 직장어린이집 이용만족도에 영향을 미치는 것으로 나타났다. 이러한 결과는 부모의 양육지원을 위한 지원 방향이 물질적 구조적 접근뿐만 아니라 부모의 행복감을 증진시키는 정의적 차원의 접근이 필요함을 시사한다. The purpose of this study was to examine the influence of the happiness of parent users of employer-supported childcare centers on their parental stress and employer-Supported childcare centers satisfaction level. It's basically meant to provide some information on how to ensure work-family reconciliation and improve the performance of employer-supported childcare centers. The subjects in this study were 206 parents who were users of employer-supported childcare centers. The findings of the study were as follows: First, the happiness and childcare centers satisfaction of the parent users of the employer-supported childcare centers were both at a higher level, and their parental stress was slightly above average. Second, there was a negative correlation between the happiness and parental stress of the parents who used the employer-supported childcare centers, and happiness was positively correlated to childcare centers satisfaction level. Third, as for the impact of the happiness of the parent users of the employer-supported childcare centers, parental stress was under the largest influence of happiness, followed by family harmony. happiness had the greatest impact on childcare centers satisfaction level, followed by interpersonal relationships. This outcome suggests that the supportive direction for parenting needs to focus on the affective dimension of promoting parents' happiness as well as focusing on the material and structural dimension.

Employer-Provided Support Services and Job Dissatisfaction in Canadian Registered Nurses

Previous research indicates that nurses' job dissatisfaction relates to their work organization and environment; rarely has the contribution of employer provided support services been examined while controlling for the influence of other factors. The objective of this study was to examine job dissatisfaction among Canadian registered nurses in relation to employer-provided programs for child care and fitness or recreation. Data are from 2,993 respondents to the 2005 National Survey of the Work and Health of Nurses, weighted to represent Canada's 91,600 registered nurses in full-time, permanent positions who deliver direct care in hospitals or long-term care facilities. Multivariate modeling was used to examine job dissatisfaction in relation to employer-provided support programs, controlling for personal characteristics and variables reflecting work organization and the work environment. Employer-provided child care assistance programs were available to 16% of nurses, and fitness or recreation programs were available to 38%. An estimated 13% of nurses were dissatisfied with their jobs. Even when controlling for personal characteristics, overtime, shift work, shift length, weekly hours, overload, staffing inadequacy, autonomy, nurse-physician relations, and coworker respect, inverse associations with job dissatisfaction emerged for employer-supported child care (odds ratio = 0.49, 95% confidence interval = 0.27-0.88) and fitness programs (odds ratio = 0.65, 95% confidence interval = 0.42-0.99). This study provides new information suggesting that employer-provided support programs are protective against nurses' job dissatisfaction. This is a key finding in view of nursing shortages and the importance of job satisfaction to retention.

A study of the strategies used to reduce teachers’ work-related stress in employer-supported child care centers

A study of the strategies used to reduce teachers’ work-related stress in employer-supported child care centers

Employer-Provided Support Services and Job Dissatisfaction in Canadian Registered Nurses

Previous research indicates that nurses' job dissatisfaction relates to their work organization and environment; rarely has the contribution of employer provided support services been examined while controlling for the influence of other factors. The objective of this study was to examine job dissatisfaction among Canadian registered nurses in relation to employer-provided programs for child care and fitness or recreation. Data are from 2,993 respondents to the 2005 National Survey of the Work and Health of Nurses, weighted to represent Canada's 91,600 registered nurses in full-time, permanent positions who deliver direct care in hospitals or long-term care facilities. Multivariate modeling was used to examine job dissatisfaction in relation to employer-provided support programs, controlling for personal characteristics and variables reflecting work organization and the work environment. Employer-provided child care assistance programs were available to 16% of nurses, and fitness or recreation programs were available to 38%. An estimated 13% of nurses were dissatisfied with their jobs. Even when controlling for personal characteristics, overtime, shift work, shift length, weekly hours, overload, staffing inadequacy, autonomy, nurse-physician relations, and coworker respect, inverse associations with job dissatisfaction emerged for employer-supported child care (odds ratio = 0.49, 95% confidence interval = 0.27-0.88) and fitness programs (odds ratio = 0.65, 95% confidence interval = 0.42-0.99). This study provides new information suggesting that employer-provided support programs are protective against nurses' job dissatisfaction. This is a key finding in view of nursing shortages and the importance of job satisfaction to retention.

An exploratory study of the impacts of an employer-supported child care program

Abstract Although employer-sponsored child care programs have become more common, there is little empirical research on whether these programs affect employees’ satisfaction with child care or their work-life balance, and if effects vary across employee characteristics. In this exploratory study, we administered a survey to employees with children at one large university to gather information on their child care arrangements and experience with their employer's child care voucher program (N = 776). Satisfaction with child care varied with employee and child care characteristics, but not with voucher receipt. Families with preschool children, White families, and those using paid home-based care were more satisfied with their child care arrangements than those with school-age children, minority families, and those using center-based or before/afterschool care. Nearly half of voucher recipients (47%) reported benefits in work-life balance as a result of the voucher. Although demand-side vouchers appear to be a promising employer approach to address child care challenges, these results suggest that attention must also be given to the structure of child care supply as satisfaction and work-family stress are affected by more factors than child care cost only.

News

Gordon Brown has announced he wants to scrap tax relief on employer-supported childcare and redirect the money to pay for free childcare places for 250,000 two-year-olds.

Employer-Provided Support Services and Job Dissatisfaction in Canadian Registered Nurses

Previous research indicates that nurses' job dissatisfaction relates to their work organization and environment; rarely has the contribution of employer-provided support services been examined while controlling for the influence of other factors. The objective of this study was to examine job dissatisfaction among Canadian registered nurses in relation to employer-provided programs for child care and fitness or recreation. Data are from 2,993 respondents to the 2005 National Survey of the Work and Health of Nurses, weighted to represent Canada's 91,600 registered nurses in full-time, permanent positions who deliver direct care in hospitals or long-term care facilities. Multivariate modeling was used to examine job dissatisfaction in relation to employer-provided support programs, controlling for personal characteristics and variables reflecting work organization and the work environment. Employer-provided child care assistance programs were available to 16% of nurses, and fitness or recreation programs were available to 38%. An estimated 13% of nurses were dissatisfied with their jobs. Even when controlling for personal characteristics, overtime, shift work, shift length, weekly hours, overload, staffing inadequacy, autonomy, nurse-physician relations, and coworker respect, inverse associations with job dissatisfaction emerged for employer-supported child care (odds ratio = 0.49, 95% confidence interval = 0.27-0.88) and fitness programs (odds ratio = 0.65, 95% confidence interval = 0.42-0.99). This study provides new information suggesting that employer-provided support programs are protective against nurses' job dissatisfaction. This is a key finding in view of nursing shortages and the importance of job satisfaction to retention.

Strategies for Cultural Adaptation towards Solutions in Childhood Care Facility Design

Cultural Inheritance is an indispensable enduring facet of self- identity for both children and adults alike. It is the tradition, custom and way of life that guides and limits life practices. It is a common saying by cultural researchers that cultural understanding is normally established between ages five through to nine. Accommodation of cultural heritage in childhood care facility requires sensitive spatial organization and engagement of the physical environment to support culturally based activities and rituals. This paper outlined the importance of creating cultural reflective childhood care environments. It described the experiences of a design firm in creating schematic design for the model employer supported child care facility including cultural research process needed to create such and the application of cultural principles in a bid to finding solution against challenges encountered in childhood care facility design.

직장교육에 대한 인식 및 만족도에 관한 연구 -전문적 여성 종사자를 중심으로-

The purpose of the present study was to examine how working females evaluated and perceived the employer-supported child care services, and how the evaluations and perceptions were different depending on their socio-demographic characteristics. A survey was administered to 164 working females, mostly, in professional jobs, to investigate their satisfaction to the employer-supported child care service and current child care policy. Major findings are as follows: Working females showed higher degrees of satisfaction on the employer-supported child care service and showed lower degrees of satisfaction on the current child care polidy. The more they work in professional jobs and the more they have high educational background, the more they showed satisfactions to the employer-supported child care services.

Women Administrators Negotiate Work-Family Conflicts in Changing Times: An Intergenerational Perspective

Background: Concerns about work-family conflicts are becoming an increasing problem for women administrators. Yet these concerns have been overshadowed in the educational leadership scholarship, which has focused on barriers related to discrimination in hiring and promotion and lack of sponsoring and mentoring. Purpose: To illuminate differences and commonalities in how women administrators from different generations and racial/ethnic identities negotiate work-family conflicts. Research Methodology: A qualitative life course design was employed in this intergenerational study of 31 Black and White women administrators. Main Findings: The participants’ efforts to enact the multiple and competing roles of administrator, wife, mother, and caretaker proved to be conflicting across generation and race/ethnicity, especially for women born after the civil rights and women’s movements, who confronted a strikingly different gender context than did their older counterparts. To reconcile these conflicts, the participants employed various life course strategies that were distinguished by their unique generational locations and racial/ethnic identities. For example, women in the “older” generation were compelled to prioritize family above professional pursuits more so than women in the “younger” generation. With respect to race/ethnicity, Black administrators relied on extended women kinship ties for child care and household support whereas White administrators primarily sought spousal support. Implications for Research and Policy: Further investigation is needed on the work-family conflicts confronting contemporary women and men administrators. From a policy perspective, there is an urgent need for more employer-supported child and elder care, flexible scheduling, and family-leave policies.

Workplace Policies as Social Policy

The rhetoric surrounding family-responsive policies in the workplace (e.g., employer-supported child care, parental leave, and employee-assistance programs) suggests that their purpose is to help workers achieve a healthy balance between work and family roles. The reality is, however, that many so-called family-responsive policies function as work supports to help ensure that workers continue to give priority to work over family. In this article, I reframe and clarify the goals of family-responsive policies. I examine these policies from a social policy perspective in order to identify new strategies for promoting a balanced life and to sort out the responsibilities of government, employers, and individuals in this emerging policy arena.

Employer supported child care

Work-site child care is a growing response to the corporation's need to offer a stable, supportive work environment to young parents. The role corporations play takes many forms, from funding source to management agent. This paper explores the various models and forms that corporate support may take, anticipates the future growth of these practices, and cautions about the limited impact corporate child care can have in the nationwide child care system.

Employer-Supported Child Care as a Women-Responsive Policy

The recent “mommy track” debate raises questions about how employers ought best to accommodate women's (and men's) dual commitments to work and family. The “mommy track” approach suggests instituting different career paths for women who expect to have children and those who do not. A less discriminatory approach is to implement family-supportive policies applicable to both women and men. This article examines one such policy — employer-supported child care—and discusses its nature and its implications for improving labor force opportunities for women. Primary data come from two sources: a survey of 99 randomly selected employers in three Eastern states and in-depth interviews with 25 employers across the country, 20 that already support a child-care benefit and five that considered it but decided not to. The article concludes that although employers support child care out of their own organizational self-interest, the implication of their support for women's occupational advancement is not insignificant.