Abstract
The main purpose of this study is to explore factors (e.g., political, organizational, cultural & institutional) that negatively influence the implementation of flex-working programs (i.e., flex-time, part-time and at-home work programs) and thus result in only a very small number of government employees (1.6 percent in 2011) taking advantage of these programs in South Korea’s public organizations. To address, this research uses Mazmanian & Sabatier’s (1989) conceptual framework of the implementation process including three groups of independent variables (e.g., the tractability of the problem(s) being addressed, the ability of the statute to structure favorably the implementation process and the net effect of a variety of political variables on the balance of support for statutory objectives) which exert an influence on the implementation process. Finally, to successfully implement flex-working programs in Korea’s public sector and to attain their primary policy goal of improving an employee’s work/life balance, this research concludes with the three suggestions on policy contents and managerial leadership.
Highlights
Over the past two decades, the rates of women’s economic activity and participation have consistently increased in both Korea’s private and public workforces
The main purpose of this study is to explore factors that negatively influence the implementation of flex-working programs and result in only a very small number of government employees (1.6 percent in 2011) taking advantage of these programs in South Korea’s public organizations
It is not easy to evaluate at the current stage whether the implementation of flex-working programs has been successful or whether implementation has attained the objectives and outcomes intended at the policy formulation stage by using particular indicators or criteria
Summary
Over the past two decades, the rates of women’s economic activity and participation have consistently increased in both Korea’s private and public workforces. As female economic activity rates increase in Korea, work-family conflicts are becoming significant social and labor market challenges. As the Korean society ages, a number of female economic activities should be increased to support both their parents and children (Jang & Choi, 2009). Another problem, as shown, is that the rate of female employment in the Senior Civil Service (SCS) (i.e., high-profile public officials) has not increased proportionately to the increased rate of female economic activities in Korean public organizations
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
