• Journal of Korean Academy of Nursing Administration
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• v.13 no.2
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• pp.167-175
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• 2007

Purpose: The Purpose of this study was to identify for perception and preference on Flexible working pattern of Nurses in hospital. Method: The subjects were 260 nurses enrolled in 11 hospitals located in S and P city. Questionnaire method was utilized for data collection. Data was analyzed by SPSS statistical program. Results: 86.5% of the nurses were working 3 shifts. 70.8% of nurses agreed that they decided to give up nurses because of very irregular working pattern. They want to work 40hrs/weeks, and agree to applying to Flexible working pattern. There was statistically significant between career(F=2.839, p=.039), working place(F=3.086, p=.047), the mind of change of occupation(F=.479, p=.002) and expected life pattern change after applicating for Flexible working pattern. Conclusion: We need to Various Flexible working pattern model. As well as we need to public information about nurses' Flexible working pattern.

• Journal of Family Resource Management and Policy Review
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• v.18 no.4
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• pp.1-26
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• 2014

This study analyzes the effects of the three types of flexible work arrangements (part-time, flexitime, and reduced working hours for childcare) available in Korea on work-family conflict, facilitation, and job satisfaction for married working women ages 15-49. The study employs a panel analysis based on the first to the fourth data from the Korean Longitudinal Survey of Women & Families (KLoWF). The major results are as follows. First, the availability of part-time jobs and reduced working hours to facilitate childcare is significantly related to work-family conflict for married women. If a married woman is employed in a part-time position or if reduced working hours for childcare are available, the conflict within the family caused by the job is reduced. Second, none of the three types of flexible work arrangements have a statistically significant influence on work-family facilitation for married women. Third, the availability of reduced working hours for childcare has a positive effect on the job satisfaction of married women. In conclusion, flexible working hours for women who are raising children are the main factor in reducing the negative effect of a job on a woman's family life as they contribute to work and family compatibility.

• Journal of Families and Better Life
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• v.30 no.2
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• pp.173-187
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• 2012

This qualitative case study focused on the activation plan of flexible work arrangements. We selected eight workers from a foreign affiliated firm that has various flexible work arrangements for in-depth interview and focus group interview. The workers were categorized into two groups; those who have experiences with flexible working and those who have needs for flexible working. We analyzed their condition of work-family life and experiences with flexible working. Through the focus group interview, we can find out the needs and suggestions about activation plans of flexible work arrangements.

• Safety and Health at Work
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• v.15 no.1
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• pp.53-58
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• 2024

Background: As social distancing persists and interest in work-life balance grows, more companies are adopting flexible work policies. While there have been studies on sleep disorders associated with different types of work, such as shift work, research exploring the relationship between flexible work schedules and sleep disorders is still limited, particularly among Korean workers. Methods: We performed a secondary analysis of the 6th Korean Working Conditions Survey, focusing on 31,243 paid workers out of a total of 50,538 participants. We defined flexible workers as those who set their own working hours. Sleep disorders were divided into three categories: 'difficulty falling asleep,' 'frequent waking during sleep,' and 'waking up feeling exhausted and fatigued.' Using scores derived from three specific symptoms, the Minimal Insomnia Symptoms Scale (MISS) was calculated to assess the prevalence of insomnia. We used chi-square tests to analyze demographic and job-related differences. A multivariate logistic regression analysis was employed to identify any relationship between flexible work schedules and sleep disorders. Results: Significant differences were found between flexible and non-flexible workers regarding age, income level, education level, and job type. Flexible workers reported sleep-related symptoms significantly more often. The odds ratio for insomnia was 1.40 (95% CI 1.21-1.61). For males, the odds ratio was 1.68 (1.36-2.08). Conclusion: This study establishes a correlation between flexible work schedules and sleep disorders among Korean salaried workers. Potential causes could include changes in circadian rhythm, increased work demands, and extended working hours. To precisely determine causality and associated diseases, further research is required.

• Human Ecology Research
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• v.61 no.4
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• pp.521-541
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• 2023

The purpose of this study is to demonstrate the antecedent and consequential factors of satisfaction with the flexible working system. Organizational culture was examined as an antecedent factor, while job satisfaction, work performance, organizational commitment, turnover intention, and quality of life were examined as outcome factors. The data of 2,785 public officials who used the flexible work system in the Korea Institute of Public Administration (2022) data set were analyzed using SPSS 28.0. and PROCESS macro's Model 4. The main research findings are as follows. First, organizational cultures that respect individuality and cooperation, supports management, and aims for work autonomy all positively and significantly affect satisfaction with the flexible working system. When ranking the size of influence by the type of organizational culture, work autonomy, respect for individuality, and a cooperative organizational culture had a positive impact in that order, with work autonomy being the most influential factor. In addition, the public officials' age, job preparation period, self-evaluation of workload, and overtime working hours are significant antecedents of satisfaction with the flexible work system. Second, when examining consequential factors, a high level of satisfaction with the flexible working system affects job satisfaction (+), work performance (+), organizational commitment (+), turnover intention (-), and quality of life (+). Job satisfaction was an especially valid mediator between satisfaction with the flexible working system and other consequential factors, including work performance, organizational commitment, turnover intention, and quality of life.

• Journal of Information Technology Applications and Management
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• v.25 no.4
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• pp.23-39
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• 2018

The purpose of this study was to investigate empirically whether the expected effects of smart work in organizations were different between job types and positions. The development of information technology is demanding innovation of working style within the enterprise. There is a tendency to prefer the face-to-face working style in traditional organizations in the case of some positions or job types. However, many companies are carrying out smart work such as teleworking or telecommuting, flexible working time. But many companies still stick to their existing working methods. There is also the causal relationship between accepting attitudes toward smart work and expectation effects, depending on the position and the job types, even within the same organization. As a result of research, causal relationship analysis showed that the significant factors affecting productivity were teleworking and increasing work efficiency. The national social cost savings were influenced by the improvement of quality of life and flexible working hours. In order to activate communication within the organization, there was a positive effect on the increase of work efficiency. Only flexible working hours between the general manager and subordinates showed a significant difference.

• Journal of Information Technology Applications and Management
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• v.24 no.3
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• pp.23-49
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• 2017

This paper is part of the dissertation for an MSc in Project Management and Innovation of Strathclyde Business School The research aims at understanding how IT-SMEs (Small and Medium-sized Enterprises in Information Technology Business) implement and use Flexible Work Arrangements and Flexible Working Hours (FWH/FWA) in their organisations. In-depth interview data was collected from managers and business owners of 31 companies whose needs for Work-Life Balance varied. Results show that many factors positively influence IT-SMEs to use FWH/FWA. For example, customers and partners working at different work-hours, traffic congestions between home and office, and the general stereotype of IT personnel. However, the results also found several concerning factors that may hamper the success of FWH/FWA implementation. They include the inadequacy of management skills in tracking, monitoring, and assessing employee's real performance, contextual factors for Thai IT-SMEs, i.e. conflict resolution culture, IT people's protocol of communication exchanges, and shortcoming of technology infrastructure. The findings also show that many companies that had used FWA eventually stopped. Thus, a four-phase cyclical framework called PLIC (Purpose-Limitation-Implementation-Consequence) has been developed as an approach to FWH/FWA implementation.

• Journal of the Korea Safety Management & Science
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• v.19 no.4
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• pp.253-260
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• 2017

Due to dramatic changes in the trend of corporate management in economics, labor and government, companies are being asked to adapt creative and innovative organizational culture in order to keep sustainability. Under the circumstances, flexible working hour becomes one of very effective method for organization culture improvement. Recently, M company has introduced the new policy of working hours that employees can choose a couple of different time options depending on their personal situations. And it turns out to be very effective to work & life balance, increasing organizational vitality, improving efficiency of business and productivity, recruitment of core human resources, and prevention of deviation; both team and personal performance levels has significantly improved. Therefore, it is highly recommended to adapt flexible working policies for companies seeking for a long term, sustainable corporate vision.

• Journal of the Korean Society of Fisheries and Ocean Technology
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• v.52 no.3
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• pp.257-262
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• 2016

Flexible two-phase thermosyphons are devices that can transfer large amounts of heat flux with boiling and condensation of working fluid resulting from small temperature differences. A flexible two-phase thermosyphon consists of a evaporator, an insulation unit, and a condenser. The working fluid inside the evaporator is evaporated by heating the evaporator in the lower part of the flexible two-phase thermosyphon and the evaporated steam rises to the condenser in the upper part to transfer heat in response to the cooling fluid outside the tube. The resultant condensed working fluid flows downward along the inside surface of the tube due to gravity. These processes form a cycle. Using R134a refrigerant as the working fluid of a loop type flexible two-phase thermosyphon heat exchanger, an experiment was conducted to analyse changes in boiling heat transfer performances according to differences in the temperature of the oil for heating of the evaporator, the temperature variations of the refrigerant, and the mass flows. According to the results of the present study, the circulation rate of the refrigerant increased and the pressure in the evaporator also increased proportionally as the temperature of the oil in the evaporator increased. In addition, the heat transfer rate of the boiler increased as the temperature of the oil in the evaporator increased.

• Science of Emotion and Sensibility
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• v.26 no.2
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• pp.3-12
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• 2023

The present study examines the impact of COVID-19 anxiety on employees' psychological resources and behaviors, drawing on the conservation of resources theory. We also investigate whether flexibility in work contexts has a meaningful effect on employees' responses to the pandemic. A total of 284 working adults participated in an online survey consisting of self-reporting questionnaires that assessed levels of COVID-19 anxiety, vigor, innovative work behavior, and flexible working arrangements. The results showed that the level of vigor mediated the positive relationship between COVID-19 anxiety and innovative work behavior, and the perceived level of flexible working arrangements moderated this mediation effect positively. The findings highlight the importance of considering employees' psychological resources and work arrangements in managing the negative impact of COVID-19-related anxiety. This study provides theoretical and practical implications for organizations to better understand the psychological processes that employees undergo during a crisis. Further research on diverse work settings and cultural backgrounds is needed to expand on the present findings.