The flexible work arrangement has attracted attention for the sake of work-life balance because it allows for the growth of both the organization and its workers. South Korea is one of the OECD member states with the longest hours of labor and records... The flexible work arrangement has attracted attention for the sake of work-life balance because it allows for the growth of both the organization and its workers. South Korea is one of the OECD member states with the longest hours of labor and records low labor productivity compared with long working hours, which generally influence work-life balance. Changes to the values and lifestyles have continued to increase workers' interest in quality of life, but it is difficult to say that policies have been activated to guarantee the quality of life that workers expect. The working age population is predicted to decrease due to the rising number of working women, low birth rates, and aging. The activation of flexible work arrangement has been proposed as an alternative to overcome those social situations. After reviewing the positive effects of flexible work arrangement, the South Korean government introduced the flexible work arrangement in the public sector in 2010 as a means of dealing with the social changes and labor market issues. As a result, the flexible work arrangement has been gradually recognized as a system to make a contribution to the increasing flexibility of labor market and meet the diverse needs. For workers, it can support work-life compatibility, enable family-friendly life, and increase job satisfaction and commitment to generate good results. For organizations, the system is expected to increase the productivity of public service and the organizational effectiveness as an outcome-centric work system instead of the simple working hours-based management system. It is thus needed to conduct research to propose policy alternatives by analyzing factors affecting the activation of flexible work arrangement. This study set out to analyze the activation factors of flexible work arrangement by conducting a survey with civil servants. It examined the theories that were the background of flexible work arrangement and sorted out the concepts and types of flexible work arrangement. It reviewed previous studies on the flexible work arrangement and looked into its current practice in the public sector of South Korea. In addition, it proposed a research model, set a hypothesis, and conducted empirical analysis based on survey responses. A dependent variable was the activation of civil servants' flexible work, which was measured with their will to participate in the flexible work arrangement based on survey results. Independent variables include institutional ones such as the diversity of types and the arrangement of regulations and procedures. The organizational environment factors include the manager's will and the colleagues' perception. The work factors include proper work and appropriate workload, and the personnel management factors include wage and personnel disadvantages. The analysis results of differences in the perceptions of independent variables were as follows: The respondents had an average perception level of institutional factors and an average or rather low perception level of organizational environment factors. Their negative perception level of work factors was high as the response rates were higher than average, saying that there was a shortage of work proper for the flexible work arrangement and that the huge workload required overtime. The respondents had an overall positive perception level of personnel management factors, saying that they were subjected to no wage and personnel disadvantages due to participation in the flexible work arrangement. There were statistically significant differences in the perception of manager's will according to age and position. There were statistically significant differences in wage and personnel disadvantages according to age and in will for participation according to gender, age, and position. The empirical analysis results can be summarized as follows: First, the study tested a hypothesis about the institutional factors for the activation of flexible work arrangement according to the dependent variables and found that the diversity of types was not statistically significant and that the arrangement of regulations and procedures was statistically significant. Second, the study tested a hypothesis about the organizational environment factors for the activation of flexible work arrangement according to the dependent variables and found that the manager's will and colleagues' perceptions were not statistically significant. Third, the study tested a hypothesis about the work factors for the activation of flexible work arrangement according to the dependent variables and found that proper work was statistically significant and that appropriate workload was not statistically significant. Finally, the study tested a hypothesis about the personnel management factors for the activation of flexible work arrangement according to the dependent variables and found that wage and personnel disadvantages were not statistically significant. Based on those findings, the study proposed the following policy implications for the activation of flexible work arrangement: First, the diversity factor of types as an institutional factor should fully reflect the needs of civil servants and organizations, users of the system, for the forms of flexible work arrangement, thus increasing job performance and individual quality of life for workers and causing no hindrance to the achievement of goals for organizations. As for the arrangement of regulations and procedures, it is critical to arrange the related regulations and procedures in details to secure consistency in the implementation of the system. The procedures should not be too exacting to be an obstacle to the implementation of flexible work arrangement. Second, both the manager's will and colleagues' perception of organizational environment factors will help to increase the understanding of flexible work arrangement and maintain cooperation and amicable relationships among the members, thus having positive impacts on the activation of flexible work arrangement. Third, as for work factors, it is required to discover consistently proper work with high work applicability within the scope of full agreement inside the organization. If long working hours continue due to excessive workload, it will cause psychological and physical dissatisfaction among the workers and make it impossible to strike balance between work and life, thus having negative impacts on the activation of flexible work arrangement. It is thus needed to find proper work, allocate proper work, secure appropriate workload, and improve the organizational culture based on long working hours to make flexible reactions to the needs of administrative service. Fourth, as for personnel management factors, workers generally prefer the type of flexible work arrangement that keeps the total amount of working hours and tend to be more concerned about personnel management disadvantages than wage disadvantages due to relative negligence in relationships with their supervisors and colleagues. If the implementation of flexible work arrangement has negative influences on career management including promotions, it will inevitably lower civil servants' satisfaction with quality of life. There should be institutional supports to prevent career and personnel management disadvantages due to the implementation of flexible work arrangement. Finally, there should be the careful improvement of the system to reflect the needs actively for the activation of flexible work arrangement. The findings of the present study will hopefully lead to researches with various approaches to revise and supplement the limitations. ，韩语论文范文，韩语论文 |
