상사의 절차적 공정성이 여성관리자의 일·가정 양립제도 사용에 미치는 영향: 남성 및 여성 부하직원 간 관계 및 조직 내 여성비율의 조절효과를 중심으로 = The Effect of Procedural Justice on the Use of Family-Friendly Policy: Using the Moderating Effect of Relationship with Male and Female Subordinates and Proportion of Female Members

국문 초록 (Abstract)

일·가정 양립제도 사용 중에 성과에 대한 공정한 평가와 조직의 직급체계 내 다양한 조직구성원의 협력과 정서적인 지지가 필요하다. 이에 본 연구는 여성관리자의 일·가정 양립제도 사용에 있어서 직속상사의 절차적 공정성이 미치는 영향을 분석하고자 하였으며, 주변 조직구성원의 범위에 따른 협력 형태에 따라서 2가지 관점에서 조절효과를 확인하고자 한다. 우선 1) 남성/여성 부하직원이 여성관리자에게 미치는 지지와 협력(좁은 범위)을 분석하고자 하며, 이를 통해 조직체계 내에서 top-down 관계 뿐 아니라 bottom-up 관계에 대한 시사점을 제공하고자 한다. 또한 2) 여성관리자가 소속된 부서 내 여성조직원의 비율이 주는 영향(넓은 범위)을 조절변수를 통해 조직단위의 구성원과의 관계를 통해 그 효과를 비교분석 하고자 하였다. 본 연구는 일·가정 양립제도 사용의 활성화와 관련하여 이론적, 그리고 실무적 시사점을 제시한다는 점에서 의미를 갖는다.

다국어 초록 (Multilingual Abstract)

There are various supports regarding work-family balance within organization in terms of increasing its competency and productivity. However, despite of the fact that there are various policies supporting female managers to both achieve their work in home and workplace, emotional support and cooperation from people within the group is most needed as well. Therefore, this study explores the effect of procedural justice of the supervisor in view of female managers on the use of family-friendly policies, and also moderating effect of the relationship between female managers and their both male and female subordinates. This study also explores whether the female ratio of the group that the female managers are involved in, affects the use of family-friendly policy. Through this empirical study, this study shed lights on how the organization could use various human resource strategy through the relationship in terms of top-down direction(supervisor to female manager) and also, bottom up direction(subordinates to female manager), as well as how to manage gender diversity to facilitate the use of family-friendly policies.

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