직장가정갈등이 직무소진에 미치는 영향:경력몰입 및 성실성의 조절효과를 중심으로

최병권(Byoung Kwon Choi),김기태(Kitae Kim),김동현(Dong Hyun Kim) 한국인사조직학회 2017 인사조직연구 Vol.25 No.1

직장과 가정간의 조화로운 균형 유지는 구성원의 직장 및 개인 삶에 대한 만족을 높이는 중요한 요소임에도 불구하고 현실적으로 많은 구성원들은 직장과 가정에서 요구되는 서로 다른 역할을 수행하기 힘든 상황으로 인해 발생하는 직장가정갈등을 경험하고 있다. 그간 선행연구들은 이러한 직장가정갈등이 구성원에게 미치는 부정적 결과로서 직무소진에 대해 연구해 왔으나, 주로 직장가정갈등을 단일차원으로 접근한 반면 다차원(시간기반갈등, 긴장기반갈등, 행동기반갈등)으로 접근하여 직장가정갈등이 직무소진에 어떠한 영향을 미치는가를 규명하는 데에는 상대적으로 관심이 부족하였다. 또한, 그 간의 선행연구들은 직장가정갈등이 구성원에게 미치는 부정적 영향을 규명하는 데 많은 관심을 두어 왔으나, 직장가정갈등의 부정적 효과를 강화 또는 완화시키는 조절변수에 대한 연구는 부족하였다. 이에 본 연구에서는 자원고갈이론에 기반하여 기질 및 성격등 구성원 개인 특성이 일종의 심리적 자원으로서 직장가정갈등에 대한 대응 방식에 영향을 줄 수 있다는 관점 하에, 세 차원의 직장가정갈등이 직무소진에 영향을 미치는 과정에서 경력몰입 및 성실성의 조절효과를 살펴보고자 하였다. 구체적으로 본 연구는 직장가정갈등의 하위차원인 시간기반갈등, 긴장기반갈등, 그리고 행동기반갈등은 직무 소진과 정의 관계를 보이지만, 이러한 직장가정갈등과 직무소진간의 정의 관계는 경력 몰입이 높을수록 강해지는 반면, 성실성이 높을수록 약해질 것이라는 가설을 설정하였다. 국내 직장인을 대상으로 설문조사를 실시하였으며 회귀분석을 통해 가설을 검증하였다. 분석 결과, 시간기반갈등과 긴장기반갈등은 직무소진을 높이는 것으로 나타난 반면, 행동기반갈등은 직무소진과 유의한 정의 관계를 갖지 못하는 것으로 나타났다. 경력몰입의 조절효과의 경우, 시간기반갈등 및 긴장기반갈등이 직무소진에 미치는 정의 영향은 가설에서 설정한 바와 같이 경력몰입이 높은 구성원들에게서 상대적으로 더 강하게 나타났다. 그러나 성실성의 조절효과의 경우, 가설과는 달리 시간기반갈등 및 긴장기반 갈등과 직무소진간의 정의 관계는 성실성이 높은 구성원들에게서 상대적으로 더 강하게 나타났다. 본 연구는 구성원 개인 특성이 직장가정갈등의 직무소진에 대한 부정적 효과를 강화․완화 시킬 수 있는 자원으로서의 역할을 수행할 수 있다는 점을 규명하고, 직장가정 갈등의 다양한 하위차원이 국내 직장인들에게서 어떠한 방식으로 나타나는지를 살펴 보았다는 점에서 의의가 있다. 실무적 측면에서 본 연구 결과는 조직은 경력몰입과 성실성이 높은 구성원이 직장가정갈등으로 인해 직무소진을 더 강하게 경험할 수 있다는 점을 인지하고 이들을 배려하는 정책을 마련할 필요가 있다는 점을 제안하고 있다. Work and life balance is important for enhancing employees’ satisfaction with organizational as well as personal life; however, in reality, a majority of employees have suffered from an imbalance between work and life. In other words, many employees have experienced work-family conflict which is driven by a situation requiring incompatible roles in work and family, and they have thus felt tensions and/or stress. To verify the effects of work-family conflict in an organization, previous studies have paid much attention on what negative consequences work-family conflict brings to employees; however, there are relatively few examinations of the moderating variables that strengthen or weaken the negative influence of work-family conflict. In this regard, from a perspective that views an individual’s disposition and personality as psychological resources, this study investigates the moderating effects of career commitment (as a disposition) and conscientiousness (as a Big Five personality) on the relationship between work-family conflict and job burnout. In addition, although recent research has considered a work-family conflict as multidimensional (time-based, strain-based, and behavior-based conflict), rather than a single construct, little research with a sample of Korean employees has been attempted to examine the unique influence of each dimension of a work-family conflict on job burnout. Hence, this study tries to determine how three dimensions of work-family conflict are related to job burnout, and these relationships are influenced by career commitment and consciousness. Specifically, based on resource drain theory, self-identity theory, and Big Five personality theory, we hypothesized that time-based, strain-based, and behavior-based conflict would be positively related to job burnout, and these positive relationships would be stronger for employees with a high level of career commitment and weaker for those with high level of conscientiousness. Data were collected from 93 Korean employees through a self-reported survey, and hypotheses were tested by multiple regression analysis. The results showed that, whereas time-based and strain-based conflict were positively related to job burnout, behavior-based conflict was not significantly related to job burnout. Regarding career commitment, as expected, the positive relationships between time-based and strain-based conflict were stronger for employees with a high level of career commitment. However, in contrast to our expectation, employees with high rather than low levels of conscientiousness showed high levels of stress when they perceived high time-based and strain-based conflict. This study has theoretical implications in that we verified that an individual’s disposition and personality can play roles of kinds of resources that affect the negative influences of work-family conflict on job burnout. In practical aspects, we suggest that organizations need to have policies and/or care in order for employees with high career commitment and conscientiousness not to feel job burnout when they experience work and family conflict; if otherwise, they might leave organizations or exhibit lower performance in the long run. We discuss limitations of the current study and delineated some agendas for future research.

Work-Family Conflict and Health among Married Workers in South Korea: A Gender Analysis

차수진,정혜주 한국사회보장학회 2015 한국사회보장학회 정기학술대회 Vol.2015 No.2

The patriarchal culture and institutions have been slow in adjusting to the labor market change, which makes the work-family conflict an important social issue in South Korea. South Korea’s one of the lowest female labor market participation rate among OECD countries is one of the evidences of the high work-family conflict. According to the role strain theory, work family conflict occurs when the role in the workplace and the role in the family collides each other. There have been many efforts to test this theory of the work-family conflict in various societies. Also, only few of previous studies on the work-family conflict focused on the health outcomes. The goal of this study is to identify (1) the physical and mental health consequences of the work-family conflict and (2) its gender difference among South Koreans. Using the data from the 2012 Korean General Social Survey (KGSS), 498 married workers were included as a study population. Work-family conflict was measured with 2 variables in 2 domains each: (1) work to family and (2) family to work conflict. Health outcomes were divided into physical health and mental health; (1) physical health was measured with self-rated health and (2) mental health was measured with depressive symptoms (The Patient Health Questionnaire-9) and suicidal behavior (Korean version of Mini International Neuropsychiatric Interview). Socio-demographic, work domain, and family domain factors were considered as confounders of the associations between work-family conflict and health outcomes. All analyses were conducted using STATA version 12. Firstly, there were consistent associations found between work-family conflicts and health outcomes among total married workers. Poor self-rated health, depressive symptoms and suicidal behavior were positively associated with strain based and time based work-to-family conflicts and strain and responsibility based family-to-work conflicts, when all possible confounders were adjusted. Secondly, slight gender moderating effects on these associations were found, even though it was not statistically significant. Among women, strain based and time based work-to-family conflicts were significantly associated with all health outcomes; poor self-rated health, depressive symptoms, and suicidal behavior. On the contrary, among men, strain based family-to-work conflict and responsibility based family-to-work conflict were significantly associated with poor self-rated health and suicidal behavior. Regarding socio-demographic, work and family domain factors, caregiving hours were negatively associated with poor self-rated health both among men and women. However, managerial position and presence of children younger than 6yrs old had positive association with depressive symptoms and suicidal behavior only among women and working hours and income level had positive association with depressive symptoms and suicidal behavior only among men. The results suggest that the work-family conflicts have negative impacts on the health outcomes of the married workers in South Korea and there are gender moderating effects in terms of the fact that the work-to-family conflict has more association with women and the family-to-work conflict with men. Therefore, family friendly policies should be introduced focusing on this gender difference to improve the health of the married working population. For women who have children younger than 6 years of age, reducing their household burden as well as improving their status at work and for men, increasing hours spent at family and adjusting working hours would be needed. By doing these, it would be possible not only to enhance the health of married workers but also to reduce the gender gaps in the labor market, the so called sexual division of labor, too.

외식기업 직원의 직장-가정 문화, 직장-가정 갈등, 그리고 철회행동과의 관계연구: 직장-가정 분리선호의 조절효과를 중심으로

김태욱,윤선미 관광경영학회 2020 관광경영연구 Vol.96 No.-

In this study to investigate the effect of work-family culture on work-family conflict and withdrawal behavior, and the moderating effect of work-family segmentation preference. We surveyed the questionnaire by self-reported survey among employees and data was collected through mobile Google survey from 600 employees, Republic of Korea from Feb 17 to Mar 8, 2020, And final data of 551 samples was analyzed, using SPSS 21.0 and Amos 24.0. As a result of the structural model, H1-3: work-family culture(managerial support) on work-family conflict as supported H1-6: family-work culture(organizational time demands) on family-work conflict as supported. And, H2-1: work-family conflict on withdrawal behavior as supported, H2-2: family-work conflict on withdrawal behavior as supported. And, the moderating effect of H3-3: work-family segmentation preference(organizational time demands) on work-family conflict as supported and H3-6: work-family segmentation preference(organizational time demands) on family-work conflict as supported. This study has the following implications. First, In previous studies, demographic factors were used as a control variable in the work-family conflict, but work-family separation preference used by this study play an important role in future studies. Second, work-family conflict was found to have a greater effect on withdrawal behavior than family-work conflict.

일-가정 상호작용과 참살이(well-being)와의 관계

이명신(Myung Sin Yi) 한국인사조직학회 2013 인사조직연구 Vol.21 No.3

여성의 노동시장 진입 활성화, 맞벌이 가족의 확대, 삶에 대한 가치관 변화 등으로 일과 삶의 균형에 대한 관심이 높아지고 있다. 본 연구는 일-가정 갈등뿐만 아니라 촉진의 측면까지 고려하여 어떻게 하면 구성원들이 겪는 갈등은 최소화하고 촉진은 극대화하여 삶의 질과 성과를 향상시킬 수 있을지에 대해 연구하였다. 갈등을 중심으로 한 부정적 관점의 연구 편향성을 보완하기 위해 POB(Positive Organizational Behavior) 관점에서 일-가정 상호작용의 긍정적인 선행요인과 결과요인을 탐색하였다. 이를 위해 국내 금융 및 제조업에 종사하는 8개 조직의 남녀 화이트 칼라를 대상으로 일-가정 상호작용에 대해 설문조사하였다. 연구 결과, 긍정적 정서는 일이 가정생활에 미치는 갈등(Work-to-Family Conflict: WFC)과 가정생활이 일에 미치는 갈등(Family-to-Work Conflict: FWC)은 감소시키고, 일이 가정생활에 미치는 촉진(Work-to-Family Facilitation: WFF)과 가정생활이 일에 미치는 촉진(Family-to-Work Facilitation: FWF)은 증가시키는 것으로 나타났다. 사회적 지원의 경우 차별적 기능론에 따라 일영역에서의 조직지원은 WFC를 감소시키고 WFF를 증가시키는 것으로 나타났다. 일 이외의 영역에서의 가족지원은 FWF에 유의한 영향을 미쳤으나, FWC가 감소할 것이라는 가설은 지지되지 않았다. 일-가정 갈등과 일-가정 촉진도 차별적 기능론을 고려하여 구성원의 직무만족, 가정만족, 생애만족에 영향을 미치는 것으로 나타났다. 먼저, FWC가 높을수록 직무만족은 줄어들고, FWF가 높을수록 직무만족은 높아졌다. 반면, WFC는 가정만족을 감소시키고 WFF는 가정만족을 향상시키는 것으로 나타났다. 또한, WFC와 FWC가 높으면 생애만족은 감소하였다. WFF는 생애만족에 유의한 영향을 미쳤으나, FWF와 생애만족간의 관계는 유의하지 않게 나타났다. 이러한 결과를 바탕으로 연구의 시사점, 한계 및 향후과제를 제시하였다. The work-family balance has become increasingly important as an area for serious academic study. Governments and institutions are wrestling with how best to adapt to a growing female labor force and the prevalence of dual income families, along with the related life value changes brought about by these socio economic shifts. Spurred on by these trends, research on work-family balance, defined as low levels of work-family conflict in combination with high levels of work-family facilitation, tends to focus on addressing quality of life issues as they affect employee performance. The purpose of this study is to identify how to improve employees’ quality of life and performance through minimizing conflict and maximizing facilitation, by considering work-family conflict and work-family facilitation in detail. After two decades of work–family literature dominated by the conflict perspective, there is increasing impetus for exploring the positive interaction between work and family roles. Recent research in the emerging fields of positive psychology and Positive Organizational Behavior (POB) reflects the increasing recognition of the positive aspects of individuals in organizations. Fredrickson’s (2001) broaden-and build theory states that experiences of positive emotions broaden people’s momentary thought-action repertoires, which in turn serves to build their enduring personal resources, ranging from physical and intellectual resources to social and psychological resources. In an effort to redress the balance of organizational research toward a POB perspective, this study explored the positive antecedents and outcomes of the work-family interface. This study further used the discriminant function in evaluating the relationship of variables, because for each direction of conflict and facilitation, antecedents exist in the originating domain of the conflict whereas the outcomes exist in the receiving domain (Frone et al., 1997; Wayne et al., 2004). This study proposes the following hypotheses, marking antecedents and outcomes as work family conflict (WFC), family work conflict (FWC), work family facilitation (WFF), and family work facilitation (FWF): H1: Positive Affectivity is negatively related to WFC and FWC and positively related to WFF and FWF. H2: Social Support (Organizational Support) is negatively related to WFC and positively related to WFF. H3: Social Support (Family Support) is negatively related to FWC and positively related to FWF. H4: FWC is negatively related to Job Satisfaction and FWF is positively related to Job Satisfaction. H5: WFC is negatively related to Family Satisfaction and WFF is positively related to Family Satisfaction. H6: WFC and FWC are negatively related to Life Satisfaction and WFF and FWF are positively related to Life Satisfaction. Using hierarchical regression analysis on survey data on the relationship between the work-life interface and its antecedents and outcomes collected from ____ white collar workers from eight banking and manufacturing companies, the study results generally supported our theoretical predictions. First, positive affectivity was related to less work-family conflict (WFC, FWC) and greater work-family facilitation (WFF, FWF). Positive affectivity significantly predicted the degree of conflict and facilitation experienced. Thus, employees’ levels of conflict and facilitation are not only a function of work and family circumstances, but also reflect individuals’ contributions. Second, organizational support at work was related to less WFC and greater WFF. Family support outside of work was related to greater FWF, whereas family support outside of work was not related FWC contrary to expectations. It seems that family support still does not help resolve FWC in Korean workers’ experience. However the results demonstrated that organization or family-led social support is helpful in reducing work-family conflict and enriching work-family facilita

어머니의 근무시간과 가사노동시간 및 가정-직장간 갈등이 자녀양육방식과 유아의 문제행동에 미치는 영향

정태숙(Jeong, Tae-Suk),김영희(Kim, Yeong-Hee) 한국유아교육·보육복지학회 2014 유아교육·보육복지연구 Vol.18 No.2

본 연구는 어머니의 근무시간과 가사노동시간 및 가정-직장간 갈등이 자녀양육방식과 유아의 문제행동에 어떠한 영향을 미치는지를 살펴보는 데 그 목적이 있다. 연구대상은 C도 소재의 유아교육기관에 소속된 만3~6세 유아기 자녀를 둔 취업모 330명으로 하였고, 자료 수집은 질문지 방식으로 유의표집하였다. 본 연구에서 수집된 자료는 SPSS 12.0을 이용하여 분석하였고, 이론적 경로모형은 AMOS 7.0 프로그램을 이용하여 검증되었다. 본 연구의 결과는 첫째, 유아의 외현화 문제행동은 어머니의 애정적 양육방식이 낮을수록, 거부적 양육방식이 높을수록, 어머니의 가정생활이 직장으로 유입되는 가정-직장간 갈등이 높을수록 높게 나타났다. 유아의 내면화 문제행동은 어머니의 거부적 양육방식이 높을수록, 어머니의 가정생활이 직장으로 유입되는 가정-직장 갈등이 높을수록 높게 나타난 반면 어머니의 애정적 양육방식은 직접적인 영향을 미치지 않았다. 둘째, 어머니의 애정적 양육방식은 어머니의 근무시간이 길수록, 어머니의 직장생활에서 가정으로 유입되는 직장-가정 갈등이 낮을수록 높게 나타난 반면 어머니의 가사노동시간이 길수록, 어머니의 가정 생활에서 직장으로 유입되는 가정-직장 갈등이 높을수록, 어머니의 직장생활에서 가정으로 유입되는 직장-가정 갈등이 높을수록 어머니의 거부적 양육방식이 높게 나타났다. 셋째, 어머니의 직장근무시간이 많을수록 어머니의 가정-직장 갈등과 직장-가정 갈등이 모두 높아진 반면 어머니의 가사노동시간은 직장-가정 갈등에만 영향을 주었다. 넷째, 어머니의 가정-직장 갈등은 어머니의 직장근무시간을 매개하여 어머니의 거부적 양육방식과 유아의 외현화, 내면화 문제행동에 간접적인 영향을 미쳤다. 반면 어머니의 직장-가정 갈등은 어머니의 직장근무시간과 가사노동시간을 매개하여 어머니의 애정적 양육방식, 거부적 양육방식, 유아의 외현화, 내면화 문제행동에 간접적인 영향을 미쳤다. The purpose of this study was to examine the effects of mother’s working and household work hours and family-work conflicts on parenting style and young children’s problem behavior. Subjects of this study were 330 working mothers who had 3 to 6 year-old preschoolers attending 6 kindergartens located in Chungbuk province. Data were analyzed by SPSS 12.0 program. The testing of model was done with analysis of correlational matrix in AMOS 7.0 package. The results of this study were as follows: First, family spillover work conflict, mother’s affectional and rejecting parenting style had a direct effect on children’s externalizing problem behavior. Children’s internalizing problem behavior was influenced by family spillover work conflict and mother’s rejecting parenting style. Second, mother’s working hours and work spillover family conflict had a direct on mother’s affectional parenting style while mother’s household work hours, family spillover work conflict, and work spillover family conflict had a direct on mother’s rejecting parenting style. Third, mother’s working hours had a direct on either family spillover work conflict or work spillover family conflict while mother’s household working hours had a direct effect only on work spillover family conflict. Fourth, family spillover work conflict had a mediating effect on mother’s working hours and indirectly influenced on mother’s rejecting parenting style, children’s externalizing and internalizing problem behaviors. Mother’s work spillover family conflict had a mediating effect on mother’s working and household working hours and indirectly influenced on mother’s rejecting and affectional parenting style, and children’s externalizing and internalizing problem behaviors. Also, mother’s affectional parenting style had a mediating effect on children’s externalizing problem behaviors while it did not have an indirect effect on children’s internalizing problem behaviors.

일-가정/가정-일 갈등 및 충실의 상대적인 효과와 정서적 메커니즘으로서의 번영감

김학수(Hack-Soo Kim),박상언(Sang-Eon Park) 한국인사조직학회 2018 인사조직연구 Vol.26 No.1

지금까지 일-가정 갈등 및 충실의 효과에 대한 경험연구가 지속적으로 축적되고 있다. 그 결과, 일-가정 갈등의 부정적인 효과와 함께, 일-가정 충실의 긍정적인 효과가 비교적 일관되게 검증되어 왔다. 그렇지만 그간의 선행연구들에서 일-가정 갈등 및 충실의 양방향성을 함께 고려한 연구들은 수적으로도 그리 많지 않지만, 실증연구 결과 면에서도 다소 혼재된 양상을 보여주고 있다. 즉 일 영역과 가정 영역 가운데 어떤 원천에서 발생한 갈등 및 충실이 직무성과에 더 많은 영향을 주는 지에 대해서는, 이론적 예측에 있어서도 일치영역(matching domain) 관점과 교차영역(cross domain) 관점이 서로 경합해 왔을 뿐만 아니라, 실증연구 결과 면에서도 일관된 양상을 찾아보기 어려운 실정이었다. 본연구는 상대적으로 논의가 미흡하다고 볼 수 있는 우리나라 기혼 남성 조직구성원을 대상으로 그들이 공유하고 있는 유교적인 가치 기반에 착안하여 일 영역보다는 가정 영역에서 비롯된 갈등 및 충실이 조직구성원의 직무관련 정서와 실제 직무성과에 상대적으로 더 큰 영향력을 미칠 것이라 예상하였다. 본 연구에서는 공공서비스 조직인 국립공원관리공단에 근무하고 있는 기혼 남성 221명을 대상으로 수집한 자료를 토대로 이러한 가설을 실증해 보았다. 그 결과, 가정에서 비롯된 갈등이 일에서 비롯된 갈등보다 직무관련 긍정적 정서경험인 번영감과 직무성과에 상대적으로 더 큰 부정적인 영향을 미치는 반면, 가정에서 비롯된 충실은 일에서 비롯된 충실보다 번영감과 직무성과에더 큰 긍정적인 영향을 미침을 확인할 수 있었다. 또한 가정을 원천으로 하는 갈등 및충실과 직무성과 간의 관계에서 번영감이 수행하는 매개효과가 관찰되었다. 일-가정 상호관계(interface) 논의에서 이러한 실증연구 결과가 함의하는 시사점과 향후 연구 과제에 대해 토론하였다. Over the past decades, many studies have examined the relationship between work-to-family/family-to-work conflict and the potential negative consequences of such conflict. Recently, work-to-family/family-to-work enrichment has emerged as a new construct of interest. Compared to the effects of bidirectional work-family conflict, however, not much is known about the relationship of bidirectional work-family enrichment to such critical outcomes as job performance. In addition, there has been a debate between “matching-domain” and “cross-domain” hypotheses on the relative effects of bidirectional work-family conflict and enrichment. But empirical studies on these competing perspectives have not yet produced consistent results, and the case of married male workers has rarely been discussed. Based on the affective event theory and the Confucian shared value of Korean married male workers on family issues, this study assumed that a “cross-domain” hypothesis would explain more variances in Korean sample than a “matching-domain” hypothesis. In other words, this study predicted that family-to-work conflict/enrichment would have more impact on the job-related affect and job performance than on work-to-family conflict/enrichment. To investigate these research questions empirically, data were collected from 221 male, married employees who worked in a public service organization at two separate points in time, with a lag of three weeks. The results of analysis showed that family-to-work conflict/enrichment had more impact on the outcomes than work-to-family conflict/enrichment, as predicted. That is, family-to-work conflict was negatively related to employees’ thriving at work as a job-related affect and their job performance. By contrast, family-to-work enrichment was positively related to these outcomes. And as expected in the hypothesis, the mediating role of thriving at work was observed in the relationships between the family-to-work conflict/enrichment and job performance. The managerial implications of these findings and future research directions were then discussed.

일-가정에서의 다중역할갈등과 촉진이 경력몰입 및이직의도에 미치는 영향

채신석(Chae, Sin-Suk) 한국외식경영학회 2016 외식경영연구 Vol.19 No.6

본 연구는 서울시내 특1급 호텔 기혼여성종사원들의 일-가정의 다중역할갈등과 촉진이 종사원의 경력단절과 조직의 유효성에 미치는 영향을 살펴보았다. 즉 호텔 여성 종사원의 일-가정에서 나타나는 다중역할모호성에 대한 긍정성의 확대와 부정성의 감소는 향후 조직의 유효성 증대에 매우 중요할 것으로 판단하여 구성요소 들에 미치는 영향관계를 분석하고 결과를 도출하였다. 설문조사기간은 2016년 3월 15일부터 31일까지 서울시내 특1급 10개 호텔을 대상으로 설문조사를 진행하였으며, 총 210개(98%)의 유효표본이 분석에 이용 되었다. 조사 자료에 대한 분석방법은 SPSS 12.0/Amos 18을 이용해 확인적 요인분석, 판별타당성 검증 그리고 공분산 구조분석을 통해 제시된 연구가설을 검증 하였으며 분석결과 총 9개의 가설 중 5개의 가설이 채택되고 4개의 가설이 비유의 적인 결과를 제시하고 있어 기각 되었다. The purpose of this study was to investigate the perceived work-family conflict, family-work conflict, work-family facilitation, and family-work facilitation simultaneously on career commitment and turnover intention among married women in the hotel service business. Married women experience conflicts and facilitations, performing their roles between two domains, work and home. Data were collected from hotel food and beverage contract workers at 10 five star hotels in Seoul. A total of 207 samples were finally used for the analysis. In addition to conflicts, facilitations caused by supporting effects between the two domains can work both work and family and bring about positive interactions between them. Therefore, the interaction aspects of the conflict and the need to facilitation studies are considered together have been raised. The analysis results show that family-work conflicts and work-family facilitations had significant effects on career commitment while the work-family conflicts and family-work facilitation did not. The results also indicated that work-family conflict and family-work conflict had significant effect on turnover intention while the work-family facilitation and family-work facilitation did not. Lastly career commitment had significant effect on turnover intention. Practical implications and limitation of the study are discussed within.

일-가정 갈등의 잠재프로파일분석: 양부모 가정과 한부모 가정 비교를 중심으로

연은모(Yeon, Eun Mo),최효식(Choi, Hyosik) 학습자중심교과교육학회 2018 학습자중심교과교육연구 Vol.18 No.24

본 연구의 목적은 사람-중심적 접근방법인 잠재프로파일분석에 기초하여 부모의 ‘일→가정 갈등’과 ‘가정→일 갈등’이 개인 내에서 어떤 프로파일로 존재하는지 잠재계층을 확인하고, 더불어 양부모 가정과 한부모 가정 간에 ‘일→가정 갈등’과 ‘가정→ 일 갈등’의 수준과 양상에 차이가 있는지 검증하는 것이다. 이를 위해 2015년도에 조사된 여성가족부의 2015 가족실태조사 자료를 활용하였으며, 양부모와 한부모 가정의 부모 631명을 분석 대상으로 하였다. 분석 결과, 첫째, 양부모 가정과 한부모 가정간에 ‘일→가정 갈등’에서는 평균 차이가 없는 반면, ‘가정→일 갈등’ 수준은 한부모 가정이 더 높은 것으로 확인되었다. 둘째, 잠재프로파일분석 결과, (1) 낮은 수준의 일→가정, 가정→일 갈등 집단, (2) 평균 수준의 일→가정, 가정→일 갈등 집단, (3)가정→일 갈등 수준이 높은 집단, (4) 높은 수준의 일→가정, 가정→일 갈등 집단의 네 유형의 잠재계층이 확인되었다. 셋째, 상대적으로 양부모 가정보다 한부모 가정의 경우 ‘가정→일 갈등 수준이 높은 집단’과 ‘높은 수준의 일→가정, 가정→일 갈등 집단’에 포함되는 비율이 높은 것으로 나타났다. 본 연구결과는 개인 내 ‘일→가정 갈등’과 ‘가정→일 갈등’ 양상에 따른 맞춤형 지원이 필요함을 시사한다. The purpose of this study was to identify how different sub-groups of work-family conflict and family-work conflict in single families and intact families through a person-centered approach. Specifically, this study focused on different sub-group to a diverse set of conflict patterns. 631 two parent families or single parent families were obtained from the “ 2015 Welfare Facilities Status ” and this study applied latent profile analysis. The results indicated that single-parent families showed higher work-family conflict, in contrast work-family conflict did not showed differences between types of family. Second, as a result of latent profile analysis, four sub-group of conflict pattern were found; (1) low-level of work-family conflict and family-work conflict, (2) middle-level of work-family conflict and family-work conflict, (3) higher family-work conflict, (4) high-level of work-family conflict and family-work conflict. And single-parent families showed more conflicts when they faced stress between work and family. These findings imply that patterns of conflicts should be considered in order to support more effective intervention to help problems for employed mothers.

다층모형을 적용한 기혼여성근로자의 직장가정갈등 변화 추정:

이지선(Ji sun Lee) 연세대학교 사회복지연구소 2016 한국사회복지조사연구 Vol.48 No.-

여성의 적극적인 노동시장 진출과 같은 가정 및 직장의 변화는 직장가정갈등에 대한 관심을 증대시키고 있다. 이러한 상황에서 직장가정갈등을 경험하는 취약계층에 해당하는 기혼여성근로자들의 직장가정갈등의 변화양상을 파악하고, 영향요인을 파악함으로써 관리방안을 제시하는 것이 필요하다 할 수 있다. 본 연구는 이러한 연구목적을 위해 다층모형을 적용하여 기혼여성 근로자의 직장가정갈등 수준 변화를 추정하고 이 변화에 있어서 개인차에 대해 자원보존의 하위요인인 개인, 가족, 조직 수준의 영향력을 검증하였다. 이를 위해 여성가족패널자료의 1차년도에서 4차년도까지 총 8년간의 종단자료를 사용하였다. 본 연구 결과에 따르면 첫째, 직장가정 갈등의 두 하위차원 모두 1차년도에서 4차년도의 시간의 흐름에 따라 유의미하게 감소하는 것으로 나타났다. 둘째, 직장-가정갈등의 초기 값에 영향을 미치는 자원보존의 하위요인들의 영향력을 살펴본 결과 자녀돌봄이 적을수록, 본인부모님과의 갈등이 많을수록, 가족 관련 가치관과 가족 내 역할인식이 보수적일수록, 직무만족이 낮을수록, 직장 내 성차별이 높을수록 직장-가정갈등의 초기 값이 높게 나타났다. 가정-직장갈등의 경우, 본인의 가사노동 정도가 많을수록, 본인부모님과의 갈등이 많을수록, 가족 내 역할인식이 보수적일수록, 복리후생제도 혜택을 적게 받을수록, 직무만족이 낮을수록, 직장 내 성차별이 높을수록 가정-직장갈등의 초기값이 높게 나타났다. 셋째, 직장-가정갈등의 변화에 영향을 미치는 자원보존 하위요인들의 영향력을 검증한 결과 본인부모님과의 갈등이 높을수록 직장-가정갈등의 감소율이 적으며, 복리후생제도 혜택을 많이 받고, 직무만족이 높을수록 직장-가정갈동이 더 큰 폭으로 감소하였다. 가정-직장갈등의 경우, 자녀돌봄과 본인부모님과의 갈등이 많을수록, 가족관련 가치관과 가족 내 역할인식이 보수적일수록 가정-직장갈등의 감소율이 적으며, 복리후생제도 혜택을 많이 받고, 직무만족이 높을수록 가정-직장갈등이 더 큰 폭으로 감소하였다. 이러한 연구결과를 바탕으로 한 제언으로는 첫째, 기혼여성 근로자들에게 특성화된 가족친화적 기업복지제도가 제공되어야 하며 둘째, 기혼여성 근로자들의 직장가정갈등에 관한 종단연구가 지속적으로 제시되어야 한다는 것이다. Growing concern of Work Family Conflict based on the changes of family business and work environment occurs from the active entry of women into the workforce. According to this, it is necessary to verify Work Family Conflict`s changing pattern to establish of managing program for married female workers who is vulnerable. For confirm this research purpose in the study, changing patterns in married female workers` work family conflict were tested and conservation of resources factors` effects on the individual differences in the changing were also estimated by applying multilevel models. The dataset of Korean Longitudinal Survey of Women and Families were selected to analyze. The major findings can be summarized as follows. First, Work-Family Conflict and Family -Work Conflict decreased significantly from the first year to the forth year. Second, care of children, conflict with their parents, family oriented value, role within family, using welfare benefits, job satisfaction, sexual discrimination in workplace showed significant effects on the intial status of Work-Family Conflict. And responsible for housework, conflict with their parents, role within family, using welfare benefits, job satisfaction, sexual discrimination in workplace showed significant effects on the intial status of Family-Work Conflict. Third, conflict with their parents, using welfare benefits, job satisfaction effecting significant effects on controlling for the initial status of Work-Family Conflict. And care of children, conflict with their parents, family oriented value, role within family, using welfare benefits, job satisfaction effecting significant effects on controlling for the initial status of Family-Work Conflict. In conclusion, firstly family- friendly occupational welfare has to be provided base on married female workers` specialized need, secondly the longitudinal analysis about married female workers` Work Family Conflict conduct continuously.

직무요구 및 직무통제가 일-가정 갈등, 직무탈진 및 이직의도에 미치는 영향

양동민,심덕섭 한국기업경영학회 2015 기업경영연구 Vol.22 No.2

Recently, many organizations are faced with dynamic environment and intense competition. Under these situation, employees’ burnout and turnover intention are a huge problem that organizations must solve. So this study empirically investigates the effects of job demand and job control on work-family conflict, burnout and turnover intentions, a moderating effect of job control on the relationship between job demand and work-family conflict and mediating effects of work-family conflict among job demand, job control, burnout and turnover intention. To test these relationships, we collected data via a survey on data 200 employees in 8 organizations, and after excluding unanswered questionnaires, total of 177 employees data were used for analysis. Job demand was measured by scale with 12 items used by Jackson, Wall, Martin and Davids(1993). Job control was measured by 6 items from Karasek(1979). Work-family conflict was measured by scale from Carlson, Kacmar and Williams(2000) on a 6-item scale. Burnout was measured by 4-item scale from Maslach(1982) and Maslach and Jackson(1981). Turnover intention was measured by 3-item scale from Cammann, Fichman, Jenkins and Klesh(1979). Items are rated on a 7-point Likert-type scale ranging from 1 to 7. Multiple hierarchical regressions are used to test the proposed hypotheses. Sobel test is used to test the significance of the mediating effects of work-family conflict. Findings show that job demand is positively associated with work-family conflict, and job control is negatively associated with work-family conflict. Job control has a positive moderating effect on the relationship between job demand and work-family conflict contrary to the hypothesis. The results also show that work-family conflict positively relates to burnout and turnover intention. Furthermore work-family conflict has mediating effects on the relationship the job demand-control and employees’ attitude. These results indicate that job demand, control and work-family conflict are major factors for reducing employees’ burnout and turnover intention. Organizations should reduce employees' excessive task by allocating moderate task, hiring additional employees. Also organization should carry out various family-friendly policies and provide work-family balance to employees. In addition, organizations should give autonomy and empowerment on the employees. We expect that organizations can reduce employees’ burnout and turnover intention through these ways. Given the small number of samples, this study constitutes an exploratory attempt in nature. Caution must be exercised in attempting to interpret findings and to generalize the recommendations. The results proposed in this study must be validated by further research in diverse research settings. Especially, future research should consider various sample which have different workload. The results of this study are also limited by its cross-sectional design and by the use of a single method of data collection. Longitudinal and experimental designs are needed to uncover the dynamic relationships among job demand, job control, burnout and turnover intention. Additionally, for a comprehensive model of this research, future research must consider other variables that might reflect a more complex process than is depicted in our model. 최근 들어 종업원들의 직무탈진과 이직의도는 기업들이 해결해야 할 중요한 과제로 여겨지고 있다. 이에 본 연구는 종업원들의 직무탈진과 이직의도를 발생시키는 요인과 과정을 설명하고 해결방안을 제시하기 위해 수행되었다. Karasek(1979)의 직무요구-통제 모델을 바탕으로 직무요구 및 직무통제와 일-가정 갈등, 직무탈진 및 이직의도 간의 관계에 대해 검증하였다. 더불어 직무통제의 조절효과 및 일-가정 갈등의 매개효과를 검증하였다. 이를 위해 지방 소재 8개 기업 177명의 종업원을 대상으로 설문조사를 실시하였다. 실증 분석 결과, 직무요구는 일-가정 갈등에 정(+)의 유의한 영향을 주고 있는 반면, 직무통제는 일-가정 갈등에 부(-)의 유의한 영향을 주는 것으로 나타났다. 그리고 본 연구에서 설정한 가설과 달리 직무통제는 직무요구와 일-가정 갈등간의 관계에 있어 정(+)의 조절효과가 있는 것으로 나타났다. 일-가정 갈등 역시 직무탈진과 이직의도에 정(+)의 유의한 관계가 있는 것으로 나타났다. 또한, 일-가정 갈등은 직무통제와 직무탈진 간의 관계를 제외하고 본 연구에서 설정한 모든 매개가설에서 타당한 것으로 나타났다. 연구결과를 통해 종업원들의 직무탈진과 이직의도를 줄이기 위해서는, 적절한 업무배분, 인력 보강을 통해 과다한 직무요구 수준을 낮춰야 한다는 것을 시사해 주고 있다. 또한 다양한 가정 친화적 정책을 시행하여 일-가정 갈등 수준을 낮춰야 한다. 더불어 종업원들에게 직무에 대한 통제 및 자율성을 부여하는 것 역시 해결방안이 될 수 있음을 제시하고 있다. 이러한 연구결과를 토대로 연구의 한계 및 향후 연구방향을 제시하였다.