경제위기 상황에서 한국, 영국, 독일의 유연근로시간제 효과 비교

The main purpose of this study is to compare the effects of the flexible working hours system internationally. In particular, it focuses on confirming the possibility of a flexible working hours system that can contribute to protecting workers' jobs and corporate survival in the face of an economic crisis. By applying the variety of capitalism theory, Germany, a representative country of the coordinated market economy, the UK, classified as a free market economy, and Korea as a hybrid economy country that shows a mixture of the characteristics of the two systems, were selected as the target countries for analysis. The results of measuring and analyzing the effect of the flexible working hours system before and after the 2008 economic crisis through a representative workplace panel survey of each country are as follows. First, it was found that Germany's flexible working hours system contributes not only to job security but also to improving financial performance. These are the results of the German government's institutional characteristics that guarantee employment security and value firm- and industry-specific training, and corporate strategies aimed at cooperative and long-term relationships between labor and management that consistently interact with the institutional context of the coordinated market economy. Instead of accepting overtime in the working hours account system, German workers are guaranteed long-term tenure, so the practice of employer-led working hours was also friendly to workers. Second, the introduction of the flexible working hours system in companies in the UK did not have a significant effect on dismissal rates and financial performance in the face of the economic crisis, but decreased voluntary turnover rates. While the government-led vocational training or employment protection system is weak for competition in the market according to the labor market characteristics of a free market economy that values the voluntary choices of companies and individual workers, flexi-time centered on workers' interests in the UK is used as a means to motivate workers and increase organizational commitment. At the same time, management is used to prevent the turnover of key talents, which has a positive effect on both labor and management. Third, it was found that the flexible working hours system in Korea did not significantly affect all dependent variables such as corporate dismissal rates, financial performance, and voluntary turnover rates in the context of the economic crisis. This is consistent with the results of previous studies that said that the flexible working hours system in Korean workplaces reduces turnover rates when combined with other practices as an element of the family-friendly system, but the independent effect of the flexible working hours system is not significant. At the national level, the flexible working hours system, which efficiently uses manpower according to market demand, and the selective working hours system, which supports workers' work-life balance, were not actively used, and it was difficult for the flexible working hours system to have a significant effect because long-term working practices were dominant at the corporate level before and after the 2008 economic crisis.