• Journal of Families and Better Life
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• v.32 no.3
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• pp.17-29
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• 2014

This study attempted to explore business and workers'needs for flexible work arrangements focusing on the case of a customer center business. We conducted in-depth interview and focus group interviews with the CEO of the company as well as with workers employed at the company in order to identify their need for flexible work arrangements. The subject of this study is a customer service center business that offers a variety of flexible work arrangements. We found that there is a need for flexible work arrangements in terms of both businesses and workers. These results suggest that flexible work arrangements can be activated when they meet the needs of businesses and workers. Flexible work arrangements can be activated when they meet the businesses'goals in human resource management and workers'goals for achieving work-family balance.

• 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.

• Industry Promotion Research
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• v.3 no.2
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• pp.33-40
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• 2018

The purpose of this study is to analyze the effect of flexible working system for work - family connection on job satisfaction. A total of 73 questionnaires were analyzed for workers. The results of this study are as follows: First, flexible work system for work and home affairs has a statistically insignificant relationship with job satisfaction, flexible work system, work satisfaction, work status, flexible work system, organizational satisfaction, But the correlation between job satisfaction and organizational satisfaction showed a low correlation of .313, p <.01. Second, according to the regression analysis on the job satisfaction of the flexible work system, it was analyzed that the flexible work system for work and home affair did not have a statistically significant effect on the job satisfaction. Third, there was a significant relationship between the number of employees and average years of service. The average number of years of service was below 5 years. No child (38.4%), 1 person (15.1%), 2 children (11% ). & Lt; / RTI & gt; The purpose of this study is to examine the effect of the flexible work system on the job satisfaction of the worker and the family, and to verify the effectiveness of the flexible work system by increasing the flexible work system and the job satisfaction by activating the flexible work system.

• Journal of Digital Convergence
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• v.11 no.11
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• pp.169-175
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• 2013

Smart flexible work has been a topic of considerable interest to researchers, practitioners, and public policy advocates as a tool to help individuals manage work and family roles. In this study, we investigated the types of smart flexible work arrangement and analyzed the organizational units associated with it. We found that the critical success factors of smart flexible work and the specific types of flexibility make a difference in the effects found. And we proposed on the direction of policy promotion that can contribute to the introduction of smart flexible work.

• 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.

• 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.

• 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.

• Architectural research
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• v.19 no.2
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• pp.27-33
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• 2017

Advances in information and mobile technologies have changed the traditional firm ways of working very flexible, collaborative and innovative, resulting in the changes in work place structures and layouts. Despite the growing body of literature examining the novel ways of working, which is called smart work, there is little academic attentions paid to the spatial aspects of new work places, namely smart offices and smart work centers. This research explores the spatial changes of work places that improve business efficiency and collaboration among workers suitable for the novel ways of working. Conducting in-depth field surveys on selected cases, we analyzed the changes in spatial structure and operation policies of smart offices and smart work centers. From this survey, we observed that the new work places under study take various novel spatial forms and they have flexible operating policies such as flexible seating and flexible work hours. We also found that it would be difficult to change existing business practices and typical ways of performing tasks, without changing the bureaucratic spatial designs and layouts. Future studies are suggested to examine how spatial structures and layouts of offices have impacts on space utilization, collaboration, creativity, and job satisfaction.

• Asia-Pacific Journal of Business
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• v.12 no.4
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• pp.193-209
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• 2021

Purpose - The purpose of this study is to specify the relationship between demographic cohesion and firm performance by examining the roles of HR practices, such as job rotation and flexible work arrangement. Design/methodology/approach - This study samples 1,093 firms in Korea and collects their data between 2007 and 2017 from Workplace Panel Survey, a database from Korea Labor Institute. The demographic cohesion is measured using the Herphindal-Hershman index and the firm performance is measured with net incomes. This study employs a fixed-effects model for the estimation of firm performance with respect to demographic cohesion, job rotation, and flexible work arrangement. Findings - There is a positive relationship between demographic cohesion and net incomes. And the relationship is positively moderated by job rotation. However, flexible work arrangement shows a mixed moderation. Research implications or Originality - Differentiated from the studies on demographic diversity, this study shows that demographic cohesion has a mixed impact on firm performance. While demographic cohesion can improve firm performance through trust building, in-group favoritism, and collective identity it entails internal conflicts. However the link between demographic cohesion and firm performance is moderated by job rotation and flexible work arrangement. While there is a positive moderation of job rotation, there is a negative moderation of flexible work arrangement.