ArticleBehavioral sciences (Basel, Switzerland)2025
Flexible Work and Organizational Commitment Among Korean Managers: The Mediating Role of Work-Family Conflict and CEO Gender Equality.
Article in Behavioral sciences (Basel, Switzerland), 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 1 paper.
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
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Who cites it
1 citing paper in PubMed.
- Dark Side of Performance-Oriented Competition: Dual Strain Pathways to Affective Organizational Commitment Among Female Managerial Employees.Behavioral sciences (Basel, Switzerland) · 2026Article
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Authors and funding
2 authors.
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Abstract
This study aims to explore how organizations plan and implement flexible work arrangements (FWAs) to support managers in fostering work-family balance. In doing so, we examine the sequential mediating roles of work-family conflict, CEO gender equality perceptions, and organizational commitment to elucidate the consequences of FWAs. Our study draws upon the Korean Women Manager Panel (KWMP), a three-year initiative that includes 2345 mother and father managers working in 469 Korean companies. We utilized the longitudinal multilevel macro process model 8 to examine the mediating effects of work-family conflict and CEO gender equality perceptions on the relationship between FWAs and organizational commitment. The findings show that both work-family conflict and CEO gender equality perceptions mediate the relationship between FWAs and organizational commitment. Notably, father managers perceive less work-family conflict than mother managers, which indicates that as FWAs increase, CEO gender equality perceptions and organizational commitment rise as well. The use of FWAs is more beneficial for father managers as it alleviates work-family conflict and fosters positive perceptions and attitudes about CEOs and organizations. Thus, to increase the effectiveness of FWAs, it is pivotal to consider managers' gender. Additionally, the CEO must be actively involved in shaping and promoting gender equality in the workplace.
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