지각된 유연근무제 활성화와 일･가정 만족도 및 조직성과의 관계: 성평등 조직문화의 조절효과를 중심으로

With declining birth rates, rising dual-income households, and greater social expectations for a suitable work–life balance affecting employment structures, flexible work systems (FWSs) that grant employees autonomy over their working hours and location have become important family-friendly arrangements. However, their actual use and effectiveness vary between organizations, suggesting that contextual factors, including gender-equality organizational culture, may play a critical role. Drawing on social exchange theory, this study examines how employees’ perceived implementation of FWSs influences their work–family satisfaction, departmental performance, and organizational performance, and investigates whether gender-equality organizational culture moderates these relationships. Survey data were collected for 551 employees from seven family-friendly certified organizations (three public institutions and four small and medium-sized enterprises). Hierarchical regression analysis revealed that higher FWS activation significantly increased work–family satisfaction, departmental performance, and organizational performance. Gender-equality organizational culture amplified the positive effects of FWSs on work–family satisfaction and departmental performance, although its moderating effect on organizational performance was not statistically significant. These findings suggest that the institutional implemen- tation of FWS is necessary but insufficient; rather, a supportive cultural foundation of gender equality is also essential to realize the full benefits of these systems. This study contributes to understanding how organizational culture moderates the effective- ness of family-friendly practices.