정규 근로시간 외에 ICT기술을 활용한 업무연락이 일가정갈등에 미치는 영향 : 일중독과 일생활균형의 조절된 매개효과

가성민 ( Sung-min Ga ),윤동열 ( Dong-yeol Yoon ) 한국생산성학회 2019 生産性論集 Vol.33 No.4

Flexible changes in the work environment using smart devices have been accompanied by an unattractive side effect of work and life, as opposed to an attractive appearance of increased convenience. Work orders and communication using phone, e-mail, and SNS at outside regular work hours are put into a situation where they do not leave work even if they leave work, which makes it vague to work and family boundary, and causes stress and psychological distress. Especially, the work-life boundaries collapsed due to the workaholism of workers in Korea, which can break the work-life balance and deepen the work-family conflict. The purpose of this study is to investigate the effect of work-ralated ICT use during nonwork time against work-life balance and work-family conflict, which is contrary to the current trend of shortening working time, and to examine the role of workaholism. A total of 350 participants were interviewed or emailed from July to September 2018. Finally, 294 copies were used. Analysis was performed in the order of factor analysis (exploration, confirmation), correlation and regression analysis. The SPSS PROCESS was used to view the moderated mediation effect. To summarize the results of the study, work-ralated ICT use during nonwork time has positive (+) effect on work-family conflict and negative (-) effect on work-life balance. The results showed that wokaholism moderated the effect of work-ralated ICT use during nonwork time on work-life balance, and work-life balance partially mediated the effect of work-ralated ICT use during nonwork time on work-family conflict. But, the moderated mediation effects were not significant. Theoretical implications obtained from the results of this study were summarized. First, it was confirmed that business contact using ICT technology in addition to regular working hours is an important variable in daily work-life balance and work-family conflict. Second, it was found that work-life balance and work-time conflict are distinctive concepts, and that work-life balance mediates the effect of work contact using ICT technology on work-family conflict in addition to regular working hours. Third, the higher the group of work poisoning, the less they felt about side effects (life balance, work conflict, etc.) due to ICT technology in addition to their regular working hours. Although it is perceived as inevitable, it is understood that the awareness of seriousness is weakened. Practical implications are: First, the balance between work and life, work-life harmony is very important and it is not a matter of individuals but a matter of corporate performance. At the organizational level, attention should be given to whether Second, it is important to note that workers with high work poisoning continue to engage in work and make it insensitive to external actions that can exacerbate work-life imbalances, even though they recognize that work-life balance is broken. It needs to be managed at the dimension. Finally, given the voluntary use of individuals, it is necessary to make clear boundaries so that work does not fall into the private sphere from the individual and must be faithful to the family and the life of the individual.

일-가정 균형의 개념과 일-가정 갈등 및 향상과의 관계:

김유경(Kim, Yoo-Kyung),구혜령(Koo, Hye-Ryoung) 한국가족학회 2016 가족과 문화 Vol.28 No.3

본 연구는 일-가정 균형의 개념을 재정의하고, 이러한 개념 정의를 바탕으로 기혼 남성의 일 및 가정생활만족도에 대한 일-가정 갈등 및 향상과 일-가정 균형의 영향을 확인하는 데 그 목적이 있다. 먼저 본 연구에서는 일-가정 균형을 일과 가정 역할의 수행을 위하여 일과 가정생활 양자에 쏟아야 하는 시간, 감정, 행동적 측면의 균형 정도와 두 가지 역할 간의 갈등 조절능력에 대한 스스로의 평가 및 주변사람들의 역할기대에의 부응 여부를 포함하는 개념으로 폭넓게 정의하였다. 기혼 남성 1,249명의 자료를 분석한 결과는 다음과 같다. 기혼 남성의 일-가정 갈등 및 향상과 일-가정균형과의 관계에 있어서 일-가정 향상의 경우 일→향상과 가정→일 향상 모두 일-가정 균형과 정적 상관을 보이는 반면, 일-가정 갈등의 경우 일→가정 갈등은 일-가정 균형과 부적 상관을 보이나 가정→일 갈등은 일-가정 균형과 관련이 없는 것으로 나타났다. 일 에 대한 만족도는 일-가정 갈등과는 상관이 없고 일-가정 향상과만 정적 상관이 있는 반면, 가정생활 만족도는 일-가정 갈등과 부적 상관이, 일-가정 향상과 정적 상관이 나타났다. 그리고 일에 대한 만족도와 가정생활 만족도는 정적 상관을 보였다. 마지막으로 일-가정 균형은 기혼 남성의 일에 대한 만족도와 가정생활만족도에 대해 일-가정 갈등과 일-가정 향상이 설명하는 것 이외에 추가적 변이를 설명하는 것으로 나타났다. 이를 바탕으로 남성근로자의 일에 대한 만족도와 가정생활 만족도 제고의 측면에서 이들의 일-가정 균형을 지원하기 위한 실천적 방안에 대해 논의하였다. This study aimed to refine previous conceptualization of work-family balance and to develop a measure of that, and furthermore, to examine the relationship of work-family balance with work and family satisfaction. Work-family balance was defined as the subjective recognition of balance in time, emotions and behavior between work and family domains, one’s self-assessment of the ability to deal with conflicts between the two roles, and the accomplishment of role-related expectations negotiated and shared between an individual and his/her role-related partners in the work and family domains. The results of the analysis of the data for 1,249 married men were as follows. Research showed positive correlations between two types of work-family enhancement (work-to-family enhancement and family-to-work enhancement) and work-family balance, but a negative correlation between only one type of work-family conflict(work-to-family conflict) and work-family balance. Family satisfaction had a negative correlation with work-family conflict, but a positive correlation with work-family enhancement or work-family balance. Job satisfaction had a positive correlation with family satisfaction. Finally, results suggested that balance explained variance beyond that explained by measure of conflict and enhancement for work and family satisfaction. We concluded with a discussion of the application of our work.

초기청소년기 자녀를 둔 취업모의 일-가정 양립이 주관적 행복감에 미치는 영향에서 사회적 지지의 조절효과

주수경,정혜정,이선미 학습자중심교과교육학회 2023 학습자중심교과교육연구 Vol.23 No.18

Objectives The purpose of this study is to find out the effect of work-family compatibility advantages and conflicts on subjective happiness of working mothers with children in early adolescence, and to find out the moderating effect of social support, so that work and family can be improved at the point of family change when children enter adolescence. The purpose of this study is to propose a plan to increase the subjective happiness of working mothers who need to be compatible. Methods For this purpose, data from the 13th year of the Korean Children's Panel of the Child Care Policy Research Institute were used, and 738 mothers who participated in the survey were the subjects of the study. The SPSS 23.0 statistical program was used for data analysis, and a moderating regression analysis was conducted to verify the moderating effect of social support. Results The results of this study are as follows. First, work-family compatibility was found to have a significant positive effect on subjective happiness. Second, work-family compatibility conflict was found to have a significant negative effect on subjective happiness. Third, social support did not play a moderating role in the effect of work-family compatibility on subjective happiness. Fourth, it was found that social support played a moderating role in the effect of work-family balance conflict on subjective happiness. Conclusions Through this study, the relationship between the benefits and conflicts of work-family compatibility and subjective happiness of working mothers with children in early adolescence was investigated, and the influence of the interaction between work-family compatibility benefits and conflicts and social support was investigated. In the relationship between subjective happiness, it was verified that the level of subjective happiness could vary according to the level of social support. This study is meaningful in that it suggested social support measures to reduce work-family balance conflicts and increase subjective happiness of working mothers in early adolescence and provided data for follow-up research. Finally, the limitations of the study and the need for follow-up studies were presented.

호텔 직원의 지각된 통제가 일-가족 갈등, 일-가족 촉진, 일-가족 균형에 미치는 영향; 일-가족 촉진의 매개효과 검증을 중심으로

최현정,박종철 한국호텔관광학회 2015 호텔관광연구 Vol.17 No.1

The purpose of the present study is to investigate the effects of perceived control on work-family conflict, work-family enrichment and work-family balance. This study also examines work-family enrichment as a mediating variable in the perceived control and work-family variables(work-family conflict, work-family balance) relationships among Korean hotel married employees. In order to achieve the study goals, frequency analysis, confirmatory factor analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(18.0) and AMOS(18.0). Sobel Test is additionally conducted to confirm the significance of mediating effect. The results showed that perceived control has a significantly positive effect on work-family enrichment but it has no any effects on work-family conflict and work-family balance. Work-family enrichment was determined as a mediating variable in the relationship of perceived control and work-family concept such as work-family conflict and work-family balance.

일-가정 갈등 그리고 가정-일 갈등이 기혼여성관리자의 주관적 경력성공에 미치는 영향 : 일-가정 양립 제도의 조절효과를 중심으로

엄혜경(Hye Kyung Eom),성상현(Sang Hyeon Sung) 한국여성정책연구원 2017 여성연구 Vol.93 No.2

조직 내 여성인력의 유지와 활용을 위해서는 여성이 겪는 일-가정의 이중 역할로 인한 갈등을 줄일 수 있도록 정책적 개입이 필요하다. 본 연구는 일-가정 갈등 상호전이가 기혼여성관리자의 주관적 경력성공에 어떠한 영향을 미치는지 그리고 일-가정 갈등이 주관적 경력성공과 갖는 관계에서 일-가정 양립제도가 어떠한 조절적 영향을 나타내는지 살펴보았다. 자료는 한국여성정책연구원 여성관리자패널을 사용하였으며 기혼여성관리자를 대상으로 분석하였다. 분석 결과 일-가정 양립 제도 중 가족돌봄지원제도가 많을수록 일-가정 갈등이 유발하는 직무만족의 저하를 완화하는 조절효과가 발견되었다. 나아가 유연근무제도가 많을수록 가정-일 갈등이 초래하는 직무만족의 저하가 완화되었다. 또한 가족돌봄지원제도가 많을수록 가정-일 갈등이 가져오는 직무만족도의 저하를 줄이는 효과가 발생하였다. 이러한 결과를 바탕으로 일-가정 갈등의 관리를 위한 정책적 개입의 필요성과 일-가정 양립 제도 도입 및 활성화에 대한 이론적, 실무적 시사점을 제시하였다. In Korea, women workforce is important alternative as the labor force is continuously decreasing due to the low birth rate and aging population. Despite the importance of women workforce, women are struggling with a dual role between work and family. In order to maintain and develop women in firms, it is necessary to manage women s work-family conflicts. This study investigated the moderating effects of work-family balance system on the effects of work-family conflict and family-work conflict on the subjective career success of married women. The panel dataset from the Korean Women s Development Institute was analyzed to achieve the study objectives. The major results of the study show that work-family balance systems(parental leave, dependent care support, flexible work arrangement) statistically proved the moderating effect of the relations between the Work to Family Conflict(WFC), Family to Work Conflict(FWC) and the job satisfaction. Therefore, work-family balance systems should be more actively adapted by firms in order to minimize the married women workers’ work-family conflicts as well as to maximize the effectiveness of management through the enhancement of job satisfaction.

일과 삶의 균형에 관한 국내 정책의 현황 및 시사점

박정열,전은선,손영미,신규리 여가문화학회 2016 여가학연구 Vol.14 No.4

This study classified the work-life balance policy into work-family policy, work-leisure policy and work-growth policy and investigated the current laws and systems about each policy. First, Work-family balance policy categorized family-friendly policy, childbirth promotion policy and child-care support policy. On the basis of the policy, act on the promotion of creation of family-friendly social environment, act on equal employment and support for work-family reconciliation and child-care support act was legislated. In 2000, the work-life balance had come to the fore as a social issue and created the need for policy to support work-family balance. As a result each ministry of policy had legislation to support people's work-family balance. Second, Work-growth balance policy classified reemployment and career development support for career interrupted women and career development support for working women based on gender equality. Third, work-leisure balance categorized leisure-friendly policy, leisure support policy and leisure education policy. With the enactment of ‘Framework Act on the Promotion of Leisure of Citizens' in 2005, work-leisure balance policy is arising as key issue. This study analyzed specific current status and problems about these policy and sought for a better way to support work-life balance. 본 연구는 국내의 일과 삶의 균형 정책을 ‘일-가정균형정책’, ‘일-성장균형정책’, ‘일-여가균형정책’으로 구분하고, 각 영역에 해당하는 국내 법령과 정책 현황을 살펴주고, 시사점을 도출하였다. 일-가정균형정책은 크게 가족친화정책과 출산 및 보육지원정책 등이 있으며, 구체적인 법령으로는 가족친화사회환경의 조성 촉진에 관한 법률, 남녀고용평등과 일·가정 양립정책, 아이돌봄지원법 등이 있다. 이 정책영역은 2000년대 중반 이후 일과 삶의 균형에 관한 사회적인 관심이 증대되고, 국가적인 차원에서 일과 가정의 양립을 지원하기 위한 정책들의 필요성이 제기되면서, 각 정책부처에서는 국민들의 일-가정의 양립을 지원하기 위한 다양한 정책들을 제정하고 시행하였다. 일-성장균형정책은 1) 경력단절여성의 재취업과 경력개발과 2) 직장여성 양성평등적 경력개발을 중심으로 한 정책지원이 이루어지고 있다. 일-여가균형정책의 경우, 여가친화정책과 여가지원정책, 여가교육정책으로 구분되며, 2015년 『국민여가활성화기본법』이 시행되면서 일-여가균형 정책의 중요성이 부각되고 있다. 이들 정책의 구체적인 현황 및 문제점 등을 분석하고 있으며, 이를 토대로 향후 방안을 모색하고 있다.

인구통계학적 특성에 따른 항공사 객실승무원의 일-가정 갈등과 균형에 대한 차이 분석

이종호 한국호텔리조트학회 2019 호텔리조트연구 Vol.18 No.1

This paper examines the flight attendant’s work-family conflict(WFC, FWC) and work-family balance( WFB, FWB) by demographic variables(gender, marriage, age, education level, work period, and status). Work-family conflict is defined as a form of inter role conflict in which the role pressures from the work and family domains are mutually incompatible in some respect(Greenhaus & Beutell, 1985). Work-family balance is defined as accomplishment of role-related expectations that are negotiated and shared between an individual and his or her role-related partners in the work and family domains(Grzywacz & Carlson, 2007). Li, Bagger & Cropanzanu(2017) define the term ‘family’ broadly, considering it as a larger, nonwork entity that includes responsibilities towards spouses, children, nonmarried partners, and home life in general. Work refers to the engagement of physical and mental activities in order to meet one’s responsibilities in a paid/unpaid job. The data was obtained from a survey of 328 flight attendants of a major airline company and measured by SPSS. The findings are as follows: First, there were significant differences in WFC, WFB and FWB by gender. Second, WFC and FWC, WFB and FWB were differed by marriage. Third, there were only significant differences in WFC and FWC by age. Fourth, there were only difference in WFC by education level. Fifth, WFC and FWC, WFB and FWB were differed by work period. Lastly, there were only significant differences in WFC and FWC by status., there were only significant differences in WFC and FWC by age. fourth, there were only difference in WFC by education level. fifth, WFC and FWC, WFB and FWB were differed by work period. lastly, there were only significant differences in WFC and FWC by status. This research will be a stepping stone for the future study of work-family conflict and work-family balance by demographic characteristics.

Inv estigations of W ork-Life Balance and S tress for Working Women in the Indonesian Banking Sector

Eka Suhartini,Mahfud Nurnadjamuddin,Mapparenta,Suriyanti People&Global Business Association 2023 Global Business and Finance Review Vol.28 No.6

Purpose: Workloads have substantial impacts on the working woman's identity. The banking sector also exhibits this trend with long working hours, commuting, and potential job stress. This study investigates the possible relationships between work-family conflict, social support toward work-life balance, and job stress from Indonesian female bankers. Design/methodology/approach: This study obtains data from 197 female workers in the banking sector in I ndonesia and constructs a hypothesized path model by maximizing the covariance-based structural-equation modelling with the Lisrel 10.2 software. Findings: This study reports dynamic results as work-family conflict does not contribute to work-life balance but toward job stress. Furthermore, social support is foundational for the work-life balance but not toward stress. The partial mediating effect is also reported. Research limitations/implications: This study's predictive power can get further upgrades from a wider participant across the industry. The comparison between genders can clarify this issue's advantages and disadvantages. The social peers' positive support may remedy the work-life balance issue; thus, firms must recognize this problem at their managerial discretion. Originality/value: This study extends the neglected conjoint effects of work-family conflict and social support to work-life balance, decreasing job stress among working women. The novel finding suggests the absence of conflict in the family-office relationships, indicating that work-life balance requires an update on the office-level policy.

Investigations of Work-Life Balance and Stress for Working Women in the Indonesian Banking Sector

Eka Suhartin,Mahfud Nurnadjamuddin,Mapparenta,Suriyanti 사람과세계경영학회 2023 Global Business and Finance Review Vol.28 No.-

Purpose: Workloads have substantial impacts on the working woman's identity. The banking sector also exhibits this trend with long working hours, commuting, and potential job stress. This study investigates the possible relationships between work-family conflict, social support toward work-life balance, and job stress from Indonesian female bankers. Design/methodology/approach: This study obtains data from 197 female workers in the banking sector in I ndonesia and constructs a hypothesized path model by maximizing the covariance-based structural-equation modelling with the Lisrel 10.2 software. Findings: This study reports dynamic results as work-family conflict does not contribute to work-life balance but toward job stress. Furthermore, social support is foundational for the work-life balance but not toward stress. The partial mediating effect is also reported. Research limitations/implications: This study's predictive power can get further upgrades from a wider participant across the industry. The comparison between genders can clarify this issue's advantages and disadvantages. The social peers' positive support may remedy the work-life balance issue; thus, firms must recognize this problem at their managerial discretion. Originality/value: This study extends the neglected conjoint effects of work-family conflict and social support to work-life balance, decreasing job stress among working women. The novel finding suggests the absence of conflict in the family-office relationships, indicating that work-life balance requires an update on the office-level policy.

가족친화제도와 상사의 지지가 이직의도에 미치는 영향

이용호(Lee, Yong-Ho),권중생(Kwon, Joong-Saeng) 한국의사결정학회 2017 의사결정학연구 Vol.25 No.1

Hermann(1999)은 21세기 조직에서 가장 관심을 가져야 할 사항으로 일과 삶의 균형을 언급했다. 일과 삶의 균형이 궁극적으로는 개인에게는 삶의 질을, 조직에게는 조직성과를, 국가에는 경쟁력을 향상 시킬 수 있음을 선행연구들이 다수 확인시켜 주고 있다. 이에 본 연구에서는 일과 삶의 균형이 일-가정 갈등과 이직의도에 미치는 영향관계와 일과 삶의 균형에 미치는 영향요인에 대하여 선행연구를 바탕으로 실증연구로 검토하였다. 그 결과 가족친화제도 및 상사의 지지는 일-삶 균형에 정(+), 일-삶 균형은 일-가족 갈등과 이직의도에 부(-), 상사의 지지는 일-가족 갈등과 이직의도에 부(-), 일-가족 갈등이 이직의도에 (-)의 영향관계를 미치는 것으로 분석되어 채택되었다. 한편 가족친화제도는 일-가정 갈등과 이직의도와의 영향관계에 있어 무의미함으로 나타나 가설이 기각되었다. 또한 일-삶 균형이 가족친화제도 및 상사의 지지와 이직의도의 영향관계에서 매개역할을 하고 있음이 확인되었다. Hermann(1999) said the most concerning issues in organizations of 21st century is the balance between work and life. Many earlier researches identify that the balance between work and life enhances quality of life for individuals, performance for organizations and competitiveness for nations. Therefore, this paper examines the influence of the balance between work and life on work-family conflict and turnover intentions on the basis of earlier studies. In the results, the family friendly system and the support of supervisor positively influence to work-life balance, work-life balance has negative influence to work-family conflict and turnover intentions. The results revealed that supervisor support has negative influence to work-family conflict and turnover intentions. And work-family conflict has negative influence to turnover intentions. So family friendly system has no significant effect on work-family conflict and turnover intentions. Therefore the hypothesis is rejected. Finally, work-life balance has mediate effect between family friendly system/supervisor support and turnover intentions.