A Study on the Relationship between the Utilization of Flexible Work System and Organizational Result Variables

Abstract

Purpose: The main purpose of this study is as follows. First, it analyzes the differences in organizational outcome variables(work-life balance, boss reliability, job satisfaction, work performance, and organizational commitment) according to the use of the flexible work system. Second, it analyzes the difference between the presence or absence of experience in using the flexible work system and organizational outcome variables(work-life balance, boss reliability, job satisfaction, work performance, and organizational commitment). Third, it analyzes the difference between experience without permission for the flexible work system and organizational outcome variables(work-life balance, boss reliability, job satisfaction, work performance, and organizational commitment).
 Method: In order to achieve the purpose of this study, a questionnaire was designed for public officials in Daegu to understand the use of the flexible work system and the degree of recognition of organizational outcome variables. Organizational outcome variables included family-friendly policy satisfaction, work-life balance, organizational contribution, boss trust, organizational satisfaction, job satisfaction, work performance, turnover intention, organizational commitment, and life satisfaction. In order to achieve the purpose of this study, basic statistical analysis, frequency analysis, and cross-analysis were sequentially performed.
 Results: As a result of the statistical analysis of this study, there is a difference in the level of awareness of organizational outcome variables between groups that currently use and do not use the flexible work system, and groups that do not have permission to use the flexible work system.
 Conclusion: The statistical analysis results of this study suggest that there is a clear difference in perception between groups of workers in different situations regarding the use of the flexible work system. This is thought to be a policy implication necessary for the proper design of the flexible work system in public organizations and the more active use of the flexible work system.