Women’s Flexible Work Arrangement Experiences in South Korea During the Pandemic: A Grounded Theory Study

Abstract

Flexible work arrangements (FWA), which allow for flexibility in the work location, work schedule, and work hours, have received significant research attention. Despite the scholarly efforts in multiple disciplines, previous studies have yielded inconsistent findings especially regarding the beneficial outcomes of FWA (e.g., improved work-life balance and performance). Thus, a number of scholars have emphasized the importance of context-based FWA research that considers gender norms and different work cultures. In this regard, South Korea illustrates the importance of considering the national context in FWA research. Although the Korean government has promoted FWA for a long time, it has not been sufficiently implemented in Korean organizations due to cultural barriers. However, the COVID-19 pandemic rapidly expanded the implementation of FWA, which provides a unique opportunity for empirical research.

Given the new context of FWA, this study explored the FWA experiences of women in Korea during the COVID-19 pandemic. I adopted Strauss and Corbin’s (1990) version of grounded theory methodology to generate a theory with explanatory power. The findings of this study revealed the shared FWA experiences among 22 Korean women from diverse backgrounds. Their FWA experiences are categorized into six primary categories: forced FWA, conflict over FWA, work and life situation, resources, dealing with conflict, and staying on a career track. The central phenomenon of conflict over FWA emerged due to the forced FWA during the pandemic. Specifically, the participants experienced three types of conflict over FWA: sustainable versus temporary, inclusive versus exclusive, and autonomy versus control. To deal with the conflict, participants employed multiple psychological and behavioral strategies by considering their work and life contexts and resources. Using these strategies, the 22 women stayed on their career track. The contributions of the findings are discussed in three areas: women’s career development, international human resource development (HRD), and theory building in the field of HRD. In addition, the practical implications are provided at three levels: individual, organizational, and national levels. Lastly, future research directions are suggested to address the limitations of this study and expand the findings.