주요 논문
3
*2026년 기준 최근 6년 이내 논문에 한해 Impact Factor가 표기됩니다.
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2025Working Flexibly in a Rigid Organization: Organizational Culture, Gender Norms, and the Practice of Flexible Work in Organizations
Jae-Seok Bak, Jiyeon Lee, Soohan Kim
Korean Journal of Sociology
유연근무제도가 확산되고 있으나 장시간 노동과 대면 중심의 업무를 중시하는 한국 기업에서는 활용이 여전히 제한적이다. 본 연구는 유연근무제도의 실행 과정에서 조직 내 노동 규범과 젠더 규범이 제도의 해석과 사용 방식에 미치는 영향을 분석하고, 구성원들이 실제 업무 속에서 이를 어떻게 수용하는지 살펴본다. 식품제조업 대기업 A사의 관리자와 일반 직원을 대상으로 초점집단면접을 실시한 결과, 유연근무제도에 대한 해석은 직급, 부서, 젠더에 따라 달랐다. 인사 부서와 관리자 집단은 성과 중심 평가와 자율적 책임을 강조하며 유연근무 사용을 개인 역량의 문제로 보았다. 반면 생산·영업 부서에서는 정해진 시간과 장소에서의 근무와 조직에 대한 헌신을 중요한 근무 태도로 간주해 제도 사용에 소극적이었다. 일부 직원들은 유연근무의 공정한 적용과 전사적 확산을 기대했지만, 유연근무를 특정인에게만 허용되는 특혜로 인식하는 구성원들은 제도 확대에 부정적이었다. 특히 돌봄 책임이 있는 여성 근로자에게 유연근무는 불가피한 선택이었으나, 조직에서는 이를 예외적 상황으로 간주해 경력상 불이익이 뒤따랐다. 성과와 책임을 중시하는 구성원들조차도 돌봄 목적의 유연근무 사용에는 제도적 정당성을 부여하지 않았다. 본 연구는 유연근무제도의 포용적 정착을 위한 정책적 함의를 제공한다.
https://doi.org/10.21562/kjs.2025.08.59.3.46
Work (physics)
Organizational culture
Organizational structure
Organization development
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2022Motherhood and Mentoring Networks: The Unequal Impact of Overwork on Women’s Workplace Mentoring Networks
Hwajin Shin, Soohan Kim
Sociological Perspectives
Using longitudinal data on 1,711 female managers in South Korean firms, this study examines how time, culture, and workplace structure affect women’s mentoring networks. Our analyses demonstrate that women with fewer time constraints and who work longer hours are more likely to have a male mentor. However, when motherhood status is considered, work hours and time constraints are not significant predictors of having a mentor for mothers. Rather, organizational flexibility and work-life policies influence whether mothers have mentors, but those mothers who work long hours and display minimal domestic commitments benefit the most from the availability of flexibility. Findings suggest that long work hours and time constraints affect women’s marginalization in workplace relationships, and corporate practices mitigating work hour expectations can alleviate this impact for women with children.
https://doi.org/10.1177/07311214221139445
Affect (linguistics)
Flexibility (engineering)
Overwork
Work (physics)
Work hours
Paid work
Disadvantage
Demographic economics
Longitudinal study
Maternity leave
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2021Overcoming women’s isolation at work: The effect of organizational structure and practices on female managers’ workplace relationships
Hwajin Shin, Soohan Kim
IF 2.535 (2021)
International Sociology
Successful career outcomes depend on maintaining positive relationships with and evaluations from supervisors and peers. Recognizing that structure frames behaviors and perceptions, this study explores the impact of organizational structure and practices on the relationships of 598 women in 298 Korean companies using longitudinal data from 2010 to 2016. The results from fixed-effects models show that corporate structure and practices shape female managers’ relationships with supervisors and peers. Gender equality practices improve relationships with both men and women. By contrast, diversity programs have negative effects on female managers’ relationships with female supervisors and peers, and work–life programs show mixed results. However, in firms with female executives and firms that encourage men to use parental leave, diversity programs and work–life practices stimulate positive relationships with both male and female supervisors and peers. This study suggests that organizational contexts, rather than intrinsic gender preferences, shape women’s relationships in the workplace.
https://doi.org/10.1177/02685809211051282
Diversity (politics)
Psychology
Social psychology
Organizational structure
Perception
Gender diversity
Opportunity structures
Work (physics)
Organizational culture
Public relations