젠더화된 유연성 역설의 조건부 발현: 일·생활균형 정책 수요의 CHAID 의사결정나무 분석

초록

This study examines whether demand for work-life balance (WLB) policies is differentiated by gender or emerges through the combined conditions of age, job position, and firm size, using CHAID decision tree analysis on the 2025 Incheon Corporate Demand Survey (N=539), thereby exploring the conditional explanatory power of the Gendered Flexibility Paradox in policy demand data. Gender showed no statistically significant differences in cross-tabulations with flexible work usage, organizational culture policy, and social environment policy, nor in the t-test of WLB satisfaction (t=1.29, p= .20). In the CHAID models, age group was the primary splitting variable for flexible work usage and organizational culture policy, and firm size for social environment policy, while gender did not independently predict policy demand. Gender emerged as a splitting variable only under the conditional situation of "age 41 and above and middle/staff-level positions," where women preferred "structural/institutional reform" (61.5%) and men "income/work-environment improvement" (40.7%)-opposite to the conventional prediction of the paradox. Moreover, the male subgroup, which was not differentiated by any variable for organizational culture policy, was split by age group for social environment policy, indicating that the mechanism of within-gender differentiation operates differently by dependent variable. Whereas women's demand was finely differentiated by age and job level, men's demand was relatively homogeneous, suggesting that the very structure of demand differentiation is gendered. These findings reveal the limits of uniform, gender-based policy design and suggest the need for a multidimensional approach recognizing that gender operates conditionally through the structural positions of age, job level, and firm size.

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