경직된 조직에서 유연하게 일하기: 노동규범과 성역할이 유연근무제도의 해석과 사용에 미치는 영향

Although flexible work arrangements (FWAs) have been expanding, their utilization remains limited in Korean firms that prioritize long working hours and face-to-face work cultures. This study examines how organizational labor norms and gender norms influence the interpretation and use of FWAs, and how employees adapt and reshape these arrangements in everyday work settings. Focus group interviews were conducted with managers and non-managerial employees at a large food manufacturing company (Company A). Findings reveal that interpretations of FWAs varied by hierarchical position, department, and gender. HR departments and managerial staff emphasized performance-based evaluation and individual responsibility, framing FWAs as a matter of personal competence. In contrast, production and sales departments valued fixed working hours and physical presence, showing reluctance toward FWA use. While some employees expected fair application and company-wide expansion of FWAs, others perceived them as privileges granted to specific individuals and expressed negative attitudes toward their broader adoption. For women with caregiving responsibilities, FWAs were often an unavoidable choice, yet were regarded within the organization as exceptional cases, leading to career disadvantages. Even employees who valued performance and responsibility did not perceive caregiving-related FWAs as institutionally legitimate. The study offers policy implications for fostering inclusive implementation of FWAs in organizational contexts.