유자녀 여성 관리자의 무급노동시간이 일･가족 갈등 및 촉진에 미치는 영향: 근로시간 유연성의 조절효과를 중심으로

This study focuses on the triangular relationship among unpaid labor hours, work hour flexibility, and work-family reconciliation from a gender display perspective. This study examines the effects of unpaid caregiving and household work hours of women managers with dependent children on work-family conflict and facilitation, and the moderating effect of flexible working hours on these effects. Using data from the 2nd Wave of the Women Manager Panel in 2022, analysis was conducted on 922 women managers with minor children. The results indicate that household work hours have a positive effect on work-family conflict, while caregiving work hours have a positive effect on work-family facilitation. Furthermore, flexible working hours moderate the relationship between caregiving and household work hours and work-family conflict, as well as between caregiving work hours and work-family facilitation. Specifically, higher work hour flexibility leads to a decrease in work-family conflict and an increase in work-family facilitation with an increase in caregiving work hours. An increase in the flexibility of working hours tends to mitigate the increase in work-family conflict. Based on the findings, policy recommendations are proposed, including expanding flexible working hours during childcare periods, promoting a childcare-friendly organizational culture, and providing support for paternal childcare.