조직유형이 개인의 일-삶 균형에 미치는 영향: 일-가정양립제도 디커플링 현상의 조절효과 검증

This study begins with questions about the necessity of checking the implementation of the work-life balance policies, which encompasses mandatory telecommuting and remote work in COVID-19 pandemic, and the individuals’ work-life balance as well. Many studies have focused on work-family balance and work-family conflict; however, the labor market structure has been changed by the generational differences and reemployment of female workers and the elderly. The blurred line between work and life has more required the needs of the individuals’ work-life balance. Accordingly, this study emphasizes the value for a comprehensive approach to improving the individuals’ work-life balance in organizations. It develops the research question, which focuses on the relationship between organizational types, the number of female workers and female supervisors, and the individuals’ work-life balance. The study uses the 5th Working Environment Survey provided by the Korea Occupational Safety and Health Agency which is useful to verify the hypothesis. The main result shows that the interaction between the number of female supervisors and decoupling in the work-life balance policies significantly had a positive(+) effect on the individuals’ work-life balance. It implies that decoupling in the work-life balance policies might be improved by the different gender of supervisors. Based on the results, it discusses the implications and suggests the comprehensive approach to improve decoupling in work-life balance policies.