The influence of societal and organizational culture on the use of work-life balance programs: A comparative analysis of the United States and the Republic of Korea

• Published in: The Social science journal (Fort Collins) Vol. 58; no. 1; pp. 62 - 76
• Main Authors: Brown, Haidy, Kim, Ji Sung, Faerman, Sue R.
• Format: Journal Article
• Language: English
• Published: Elsevier Inc 02.01.2021; Routledge
• Subjects: Organizational culture; Self-efficacy; Societal culture; Work-life balance; Societal culture; Organizational culture; Work-life balance; Self-efficacy
• ISSN: 0362-3319; 1873-5355
• DOI: 10.1016/j.soscij.2019.03.008

•We examined factors influencing U.S. and Korean professional women’s decisions to use work-life balance programs (WLBPs).•Work-nonwork self-efficacy (WNSE) is examined as belief in one’s competence to achieve work-nonwork balance.•Women reported that societal-level gendered norms greatly influence their WNSE.•Women reported that aspects of organizational culture influence their WNSE and WLBP use.•Women’s WNSE influences and is influenced by WLBP use. This research examines data from in-depth interviews with professional women in the U.S. and Korea to explore the underuse of work-life balance programs (WLBPs) in these two countries. Using thematic analysis, the study examines these women’s perceptions of the influence of societal and organizational culture on their WLBP use. It also examines their beliefs that work-nonwork balance is achievable [labelled work-nonwork self-efficacy (WNSE)] as well as their perceptions of how societal and organizational culture influence their WNSE. Overall, women in Korea spoke more strongly about the influence of societal culture on their WLBP use and WNSE, while women in the U.S. spoke more strongly about the influence of organizational culture. In particular, collectivism, power distance and gendered norms were strongly and consistently noted by interviewees from the Korean sample as factors influencing their WLBP use and WNSE. Alternatively, power distance, uncertainty avoidance and gendered norms were mentioned consistently by interviewees from the U.S. sample, but these women placed greater emphasis on organizational cultures elements as influencing their WNSE and WLBP use. Using a general organizational culture framework (rather than focusing specifically on family-friendly/family-supportive culture), the study found several specific elements of organizational culture that were perceived as influencing women's WLBP use and WNSE in both countries. While much literature focuses on the potential positive impact of WLBP use on women’s work-nonwork balance, we found that many women did not believe that work-nonwork balance would be achievable through WLBP use and so did not use these programs. Study findings suggest additional research that examines societal and organizational culture simultaneously is needed.