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김효선(Hyo Sun Kim),김옥선(Ock Son Kim) 한국경영학회 2010 經營學硏究 Vol.39 No.2
As dual earner partners and single parents in workplace increases, issue of work and family lives and the effect of multiple roles are receiving attentions from both academic researchers and business firms. This study focused on the advantages and the positive aspects of multiple roles rather than the negative effects such as work-family conflict, stress, and impaired wellbeing. We proposed that participating in multiple roles leads the positive interdependencies between work and family roles. Greenhaus & Powell(2006) called the process as “the workfamily enrichment” and defined it as the extent to which experiences in one role improve the quality of life in the other roles. They specified the conditions under which work and family roles become allies rather than enemies. Following Greenhaus & Powell, this article examined positive spillover between family and work lives, which results in work-family enrichment. Greenhaus & Powell proposed five types of resources that can be generated in a role: skills and perspectives, material resources, flexibility, psychological and physical resources, and social-capital resources. Skills refer to a broad set of task-related cognitive and interpersonal skills, coping skills, multitasking skills, and knowledge and wisdom derived from role experience, and perspectives involve ways of perceiving or handling situation, such as respecting individual difference, valuing differences in cultural background, being understanding of other people’s problems, and learning the value of trust. Material resources include money and gifts obtained from work and family roles. Flexibility refers to discretion to determine the timing, pace, and location at which role requirements are met. Psychological and physical resources include positive self-evaluations, such as self-efficacy, self-esteem and physical health. Role experiences also provide resources through the acquisition of social capital. The goodwill engendered by the fabric of social relations can be mobilized to facilitate action. This research examines the positive spillover between work and family domains by measuring the resources acquired from performing the role in one domain and relating them to the Work to Family Spillover and Family to Work Spillover. We used the data of 1,138 employed and married women surveyed by Korean Women’s Development Institute for 1st KLoWF(Korean Longitudinal Survey of Women & Family) in 2007. KLoWF covers huge data of 10,000 women’s economic status development and their relationship with family life, family formation process, and the change of family structure along their life-cycle. This data is extensively useful to research work-family life balance and workfamily life transition. As expected, we found the existence of positive spillover of resources between work and family domains. The hypothesis that psychological and physical resources derived from performing the role at workplace would positively related to the work to family positive spillover is fully supported and material resources partially affected work to family spillover. On the other hand, flexibility and psychological and physical resources acquired from family partially increased family to work positive spillover. We also hypothesized that resources derived from each domain contributed to the positive spillover in reverse direction. That is, resources from family domain could affect work to family positive spillover, not only family to work positive spillover, and vice versa. The results showed that psychological and physical resources in family domain significantly increased work to family positive spillover, and psychological and physical resources in workplace significantly affect to the family to work positive spillover. In conclusion, this research clarified the existence of positive spillover between work and family lives and the significant effects of the resources in one role to the performance and the quality of life in other role. Especial
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