Work-life balance is a sense of self-control and satisfaction that can be achieved via proper prioritizing between an individual's work (career and ambition) and personal life (family, leisure, and self-development needs). Every organization has its own culture that plays a large part in how their employees deal with work-life balance. It is important for organizations to help their employees have a healthy work-life balance as it influences satisfaction and productivity in the workplace. Some countries have taken proactive measures in providing national policies and programs with regard to work-life balance, thus promoting national competitiveness in a global economy. This study examines the correlation between the organizational culture of the Korea Coast Guard and their members' work-life balance. The organizational culture is classified into four categories: group culture, hierarchical culture, developmental culture, and rational culture. The dependent variable is the work-life balance. The study takes into account three types of the dependent variable: balance between work and family, balance between work and leisure, and balance between work and self-development. The target respondents were selected based on socio-demographic characteristics, and a survey was conducted to draw a representative sample. The multiple regression analysis was employed to find the relationships between the organizational culture of the Korea Coast Guard and their employees' work-life balance. The analysis results corroborated the hypothesis that there is a positive correlation between the group and hierarchical cultures of the Korea Coast Guard and the work-family balance. That is, strengthened group and hierarchical cultures lead to an improved work-family balance. Based on the analysis results, proposals for effective work-life balance initiatives are suggested and challenges in balancing work and life are highlighted.