일가정 양립정책의 유효성과 조직문화

This study examined the effectiveness of work-life balance promoting policies; child-care support and alternative work schedules for helping employees to achieve better balance between work and life. Specifically, this study examined the extent to which the availability of work-life balance promoting policies address the work-life balance needs. We hypothesized that organizational culture characterized as ‘non-family friendly’ moderates the relationship between the availability of work-life balance promoting policies and work-life spillover perceptions. Using the survey data from 2014 Korean Women Manager Panel, we found that while work-life balance promoting policies alone did not have any significant impact on both positive and negative spillover perceptions, organizational culture moderated the relationship between policy availability and negative spillover perception after controlling for some demographic and work attributes. Additionally, organizational culture itself appears to have a significant and direct impact on both positive and negative spillover perceptions. This study highlighted the role of organizational culture on facilitating employee’s work-life integration. Implications of these findings are presented.