Working Flexibly in a Rigid Organization: The Gendered Nature of Flexible Work Practices in a Korean Company

South Korea, known for having some of the longest working hours among OECD countries, attributes this to its hierarchical and conservative organizational culture. In this environment, long hours are seen as a key indicator of employee dedication and diligence. While many Korean companies have recently adopted flexible work policies to foster innovation and improve work-life balance, the effectiveness of these practices remains questionable within rigid organizational structures. How, then, are flexible work options constrained in hierarchical organizations?

This qualitative study explores the limited ways in which flexible work innovations are implemented in hierarchical organizational cultures. Our case study focuses on Company A, a large South Korean food manufacturer known for its conservative corporate culture, which introduced flexible work policies in 2019. We conducted site visits and interviews with employees from various departments within the company. Using a grounded theory approach, we analyzed employees' perceptions of the ideal worker, their views on flexible work, the stigma surrounding such arrangements, and the interaction between organizational structures and personal characteristics.

The key findings are as follows. First, the hierarchical organizational culture, which requires employees to defer to superiors based on rank, inhibits the widespread adoption of flexible work options. Second, female employees with caregiving responsibilities are more likely to use flexible work policies, but this reflects deep-rooted gender disparities in career expectations and aspirations. Third, flexible work is often seen not as a right or a legitimate form of work but rather as a welfare benefit or privilege extended to select employees. This perception, shaped by strict eligibility requirements, fosters a negative atmosphere for "ineligible" employees, further discouraging the use of these policies.

Overall, the study reveals that perceptions of flexible work vary among employees, influenced by the interplay between organizational work norms and gender roles.