[연구논문] 일과 가족의 양립은 어떻게 가능한가?: 기업의 조직문화와 여성관리직 모성보호

Corporate Culture and Work-Family Balance of Female Managers in Korea

Maternal-leave programs are expected to reduce the conflict between maternity and employment, inducing more women of childbearing age to enter and remain in the labor force. However, women's decisions to take time off are mediated by a variety of organizational, social, and personal factors. This study utilizes in-depth interviews with 30 female corporate managers to explore mediating effects of organizational factors such as corporate culture. Previous research indicates that organizational culture is an important factor affecting family-leave policy and family-related benefits in organizations. Results of this study reveal that use of maternity leave was profoundly affected by male-dominated corporate culture in Korea. Traditional role bias and stereotypes were pervasive in the firms in which participants worked. Female managers were afraid to take pregnancy leave, as Korean fIrms measure workers' commitment by their long working hours. Taking a leave therefore had a negative impact on chances for career advancement. Despite the legal protection available to pregnant women and women with infants, there was a clear gap between the law and repressive corporate codes that prevented female managers from taking maternity leave. This study suggests that it is not enough to offer protective programs; firms must create a climate where employees will not be jeopardized for using such programs. Consistent support for work-family policies is needed from top -level executives, and men should be encouraged to take leave benefits for fathers to reduce discrimination against mothers.