근로시간 유연화가 여성 관리자의 일･가정 양립에 미치는 영향

This study examines the effect of flexible working hours as a policy tool to relieve the time pressure of female managers and support work-family balance, and to identify factors affecting the use of flexible working hours. To this end, statistical analysis was conducted on 862 female managers with children elementary school age using the 2018 female managers panel survey data. As a result of the analysis, when flexible working hours were used, female managers' satisfaction with childcare and job life increased. In particular, when the childcare method was highly dependent on institutional care, which had highly pressure on going to and from school, the positive effect of flexible working hours was significant. In addition, organizational cultural characteristics were found to be an important factor in satisfaction with work-family balance. For example, a culture that considers work-family balance in which the CEO's emphasis on the importance of female workforce increased satisfaction, and a culture in which working late at night is beneficial for evaluation lowered satisfaction. On the other hand, as a determinant of the use of flexible working hours, if a labor union is formed and there is an organizational culture that considers work-family balance, the probability of using it is high. As such, flexible working hours can enhance the satisfaction of female managers with work-family balance by adjusting working hours without shortening working hours and reducing income. It can be used as an important policy tool that can contribute to prevention of career interruption and support for work-family balance.