Demographic changes that many contemporary societies experience - e.g., the increase of dual-career couples and non-traditional families, the Millennials reshaping the workplace, and so on - and subsequent needs of individuals pose challenges for organizations. As a way to better motivate and retain employees, organizations provide employees with new types of support such as family leave policies that can help them with better work-family balance. This study examines the impact of organizational provision of family leaves on attitudinal outcomes of Korean employees as moderated by employee demographic characteristics. The findings suggest that the impact of family leave provisions vary depending on employee characteristics. Their impact on employee job satisfaction and organizational commitment are stronger for married female employees than for any other gender-marital status groups.
Ⅱ. The Korean Context and Family Leave Policies in Korea
Ⅲ. Family Leave Policies and Employee Attitudinal Outcomes
Ⅳ. Data and Methods
Ⅵ. Discussion and Conclusion