조직 내 성공적 일·삶 양립을 위한 집합적 워크 크레프팅(Collective Work Crafting)- 병원사례를 중심으로

초록

As many researchers have pointed(e.g., Perry-Smith & Blum, 2000; Kelliher & Anderson, 2009), flexible work arrangements can be very useful both for employees and the company. Despite these benefits, these practices are considered as having limited influence in many organizations(Perlow & Kelly, 2014). For the limited effects from flexible work arrangements, many experts say that it cannot be fundamental solutions just to provide resources for time or space to deal with employees’ work and family problems(e.g., Rapoport, Bailyn, Fletcher, & Pruitt, 2002; Perlow & Kelly, 2014). They insist, instead of giving just some practices to employees, the way of working and work related norms or assumptions have to be changed to remove the root cause in work and family problems. This study has the purpose to reveal how to achieve ultimate work and family balance and to give the entire pictures of the process for organizational change. This study aim to shed light on employees’ work and family issues by show the clear stages and examining why it is essential. Particularly, we focus on organizational culture and shared norms change beyond existing approaches. To do this, we uses case analysis method that describe phenomena with various related data during certain period in organization. We follow the case analysis stage from Tellis(1997) and the approach for project implementation is CIAR method(Collaborative and Interactive Action Research methodology) from Rapoport and colleagues(2002). For the finding from the case, attempts to meet the dual agenda goals which contain work and family balance as well as performance let the organizational change process progress satisfactory. This study explains findings from the case with collective work crafting model. Explanations and perspectives in this paper may provide a new framework for employees’ work and family balance and several practical implications.

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