다중역할의 상호향상 효과

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

지적자극이 역할 내 행동과 심리적 웰빙에 미치는 영향에 관한 연구 -일에 대한 희망과 리더와의 친밀감을 중심으로-

허남철,서재현 한국기업경영학회 2009 기업경영연구 Vol.16 No.3

This study started with an ideas that a leader could have significant influences on its subordinates and their attitude and behaviors. Positive organizational behaviors could be formed by leader’s behaviors with intention to make employees move toward a direction an organization insisted. The specific purposes of this paper was to investigate the influences of intellectual stimulation on the in-role behavior and psychological well-being through intimacy and hope for work. Hope for work and intimacy were used as positive psychological state of employees which mediated the influence of intellectual stimulation on employee behaviors. Variables used for the study were selected considering the role of a leader in developing positive psychological states of employees. Hypotheses were constructed based on literatures in the areas of transformational leadership and positive organizational behavior. Following 10 hypotheses were constructed: H1: Intellectual stimulation will have positive influences on intimacy. H2: Intellectual stimulation will have positive influences on hope for work H3: Hope for work will have positive influences on psychological well-being. H4: Hope for work will have positive influences on in-role behavior. H5: Intimacy will have positive influences on psychological well-being. H6: Intimacy will have positive influences on in-role behavior. H7:Intellectual stimulation will have positive influences on psychological well-being through hope for work. H8:Intellectual stimulation will have positive influences on in-role behavior through hope for work. H9:Intellectual stimulation will have positive influences on psychological well-being through intimacy. H10: Intellectual stimulation will have positive influences on in-role behavior through intimacy. The date used for empirical analyses were collected by using a questionnaire which contained measurements with proven psychological properties. And the participants of the study were selected based on their own decision and were given specific guidelines about the study. The samples were collected in the telecommunication industry in Korea. Among 448 employees participated in the study, 367 employees were male and 81 were female. On the average, they have been working with their leader about 19.9 months when they answered a questionnaire. And the collected data were analyzed using SPSS. To test hypotheses, regression analyses and mediating regression analyses were used. The results of the were as followers: First, intellectual stimulation was found to have positive impact on hope for work, while it has significant positive impact on intimacy. Second, hope for work was found to have significant positive influences on in-role behavior and it showed significant positive influences on psychological well-being. Third, intimacy had significant positive impact on psychological well-being. Fourth, intellectual stimulation had significant indirect impact on in-role behavior and psychological well-being through hope for work, while they had significant indirect influences on in-role behavior and psychological well-being through intimacy. The results of the study contributed to the development of theories in areas of positive organizational behavior and development of employee attitudes in an organization. Intimacy and hope for work were found to have the role of positive organizational behavior. This contributed to the theoretical development of positive organizational behavior. On the other hand, this study proved that a sub-dimension of transformational leadership had indirect influences on employee attitude and behavior like psychological well-being and in-role behavior through intimacy and hope for work. This result extended transformational leadership research to areas of positive organizational behavior. Practically, the result of the study can be applied to the employees’ motivational development and transformational leadership development programs. Employees... 본 연구의 목적은 변혁적 리더십의 구성요인인 지적자극이 구성원의 심리적 상태를 통해 구성원의 행동으로 이어지는 간접적인 영향을 알아보는 것이었다. 구성원의 심리적 상태로서 구성원의 일에 대한 희망과 친밀감을 활용하였으며, 구성원의 조직 내 행동으로 구성원의 심리적 웰빙과 역할 내 행동을 이용하였다. 통신산업에 종사하는 본 연구의 참여자들은 자발적인 참여를 원칙으로 하였으며, 많은 연구를 통하여 신뢰성과 타당성이 확보된 측정도구를 활용하여 구성된 설문지를 이용하여 본 연구의 실증분석에 사용된 자료를 수집하였다. 수집된 자료를 매개 회귀분석을 활용하여 검증하였으며 검증 결과는 다음과 같다. 첫째, 지적자극은 구성원의 친밀감 및 일에 대한 희망 형성에 긍정적인 유의한 영향을 미치며, 둘째, 일에 대한 희망은 역할 내 행동과 심리적 웰빙에 중요한 긍정적인 영향을 미치는 것으로 나타났으며, 셋째 친밀감은 구성원의 심리적 웰빙에 중요한 긍정적인 영향을 미치며, 넷째, 지적작극은 일에 대한 희망과 친밀감을 통해 역할 내 행동 및 심리적 웰빙에 각각 간접적인 영향을 미치는 것으로 나타났다. 본 연구의 결과는 구성원들이 조직 내 경험이 구성원의 심리적 상태를 거쳐 구성원의 행동에 영향을 미칠 수 있다는 것을 직접적으로 검증하였다는 점에서 의의를 찾아 볼 수 있으며, 구성원의 긍정적인 심리적 상태로서 역할 내 희망 및 친밀감을 조직행동분야에 응용해 보았다는 점에서 의의를 찾아 볼 수 있다. 토론 및 결론을 통하여 본연구의 이론적 기여도 및 실무적인 기여도에 대하여 심도 있는 논의를 제공하였으며, 본 연구의 한계에 대하여서도 언급하였다.

가정과 직장생활의 역할 스트레스가 유치원교사의 역할 긴장과 소진에 미치는 영향

이효순(Hyo Sun Lee),김영희(Young Hee Kim) 충북대학교 생활과학연구소 2006 생활과학연구논총 Vol.10 No.1

  The purpose of this study was to investigate the effect of work-family role stress on preschool teachers" role strain & burnout. Subjects of this study were 320 preschool teachers drawn from 230 elementary kindergarten in Chungbuk province. The theoretical model was specified by previous literature review. In order to examine the applicability of survey instrument, the pilot study was conducted. The test of theoretical model was done by LISREL Ⅶ package using a maximum likelihood estimation.<BR>  The results of this research were as follows.<BR>  1) There were statistically significant differences work family role stress according to teachers" ages, career, married or unmarried, director of kindergarten, work time, reason of having jobs. 2) According to the location of kindergarten, some partial differences out of teachers" family and work life, and role strain and burnout were found. While in urban area, the family role stress affected the lack of fulfillment directly, this direct effect was not found in agricultural area. While the work role stress did not affect inhumanism directly in urban area, it did in agricultural area. It was revealed that while in urban area, the role strain affected the lack of fulfillment directly and did not affect inhumanism, it did not affect the lack of fulfillment and did affect inhumanism in agricultural area. 3), According to the presence of kindergarten director, there appealed some partial differences out of teachers" family and work life, and role strain and burnout. It was appealed that the role strain affected inhumanism directly when there was not the director of kindergarten, on the other hand, the role strain didn"t affected it when there was the presence of kindergarten director. 4) According to the reason of work life, some partial differences out of teachers" family and work life, and role strain and burnout were found. While the economical reason for work life affected only inhumanism among the sub reasons of burnout directly, it was appeared that life satisfaction as the reason for work life affected the emotional drain and the lack of fulfillment directly.

일-가족 긍정적 전이의 잠재유형 분류와 성역할 태도 : 준모수적 집단중심 모형을 중심으로

정혜원 ( Hye Won Jung ),박현수 ( Hyun Soo Park ),이나련 ( Na Yeon Lee ) 고려대학교 한국사회연구소 2015 한국사회 Vol.16 No.2

이 연구는 한국여성정책연구원의 ‘여성가족패널조사’를 활용하여 시간의 흐름에 따라 일-가족의 긍정적 전이가 어떠한 형태로 변화하는 지 살펴보았다. 더불어 성역할태도가 일-가족 긍정적 전이 변화 유형에 미치는 영향을 분석하였다. 그 결과를 살펴보면, 먼저 시간의 흐름에 따라 일-가족 긍정적 전이의 변화는 고수준 지속집단(4.5%), 고수준 하락집단 (13.8%), 중간수준 지속집단(71.0%), 중간수준 상승집단(8.5%), 저수준 지속집단(2.2%) 등 5가지 변화패턴을 보였다. 그 가운데 중간주순에서 지속하는 집단이 전체 71.0%로 그 비중이 가장 높았다. 즉, 시간의 경과에 따라 일-가족 긍정적 전이는 큰 변화를 나타내고 있지 않았다. 둘째로, 성역 할태도가 일-가족 긍정적 전이 변화 유형에 미치는 영향을 살펴보면, 성역할태도는 일-가족 긍정적 전이에 정적인 영향을 나타내는 것으로 나타났다. 즉, 성역할태도가 평등할수록 일이 가정생활에 긍정적으로 영향을 미칠 것이라고 생각하는 비중이 높았다. 이러한 결과를 고려했을 때, 노동시장 내 성역할태도에 대한 인식전환이 매우 중요함으로 알 수 있었으며, 이러한 성역할태도에 대한 인식전환을 위해서는 정부의 적극적인 일-삶양립적 노동정책이 필요할 것이다. This study explored trajectory patterns of positive work and family spillover through time, and investigated the effects of gender role attitudes in family on positive work and family spillover by using ‘Korean Longitudinal Survey of Women and Families’ data set. As a result, five trajectory patterns of positive work and family spillover, continuously high level group(4.5%), high level decreased group(13.8%), continuously middle level group(71%), middle level increased group(8.5%), and continuously low level group (2.2%) were classified. Among these groups, the continuously middle level group was the largest group as 71%. It meant that positive work and family spillover did not show a huge change across the time. The results also showed that gender role attitude and age were significant aspects. Women showed low levels of positive work to family spillover when gender role attitude in family was more traditional, and younger women were more likely to report more positive work to family spillover when comparing a high level of work-family spillover group and a low level of work-family spillover group. With considering effects of age, marital status, gender role attitude on trajectory patterns of positive work and family spillover, age and marital status were marginally related to positive work and family spillover, while gender role attitudes showed the positive effects on positive work and family spillover. People with less traditional gender role attitude were more likely to perceive more positive work and family spillover. Based on these results, it is very important to alter perceptions of gender role attitudes in labor markets. Therefore, it is necessary that government builds more active polices for work-life balance to chance gender role attitudes.

How Can Good Citizens Be Good Employees? Civic-Employee Multiple Identities, Work Motivation, and Positive Change-Oriented Behavior at Work

Jeong Won Lee(이정원) 한국경영학회 2019 한국경영학회 통합학술발표논문집 Vol.2019 No.8

최근 조직 연구에서 직원들이 동시적으로 갖고 경험하는 다중정체성(multiple identities) 관련 연구가 중요해지고 있다. 지금까지의 다중정체성 연구들은 주로 조직동일시, 직업정체성과 같이 업무 영역과 관련된 정체성에 초점을 맞추어 왔다. 그러나 최근 잦은 경력이동, 기술발전 등에 기인한 조직 및 사회 변화들은 조직 및 업무 영역의 경계를 모호하게 만들고 있으며, 직원들은 점차 조직 밖에서의 자신의 소속, 역할 및 관련 정체성에 더 큰 영향을 받고 있다. 이렇게 업무(work)-업무 외(nonwork) 정체성들 간 상호작용 및 관계가 복잡해지면서 조직과 직원들은 이를 잘 다루고 관리해야 하는 새로운 상황에 놓여있지만, 이러한 역동이 조직에서 실제 어떻게 나타나고 관리될 수 있는지에 대해 밝혀진 바는 매우 적다. 본 연구에서는 그 동안 정체성 연구에서 간과되어 온 중요한 업무외 정체성의 하나로, 직원들이 사회의 시민으로서 가지는 “시민정체성(civic identity)”에 초점을 두고자 한다. 시민정체성이란, 자신을 사회공동체의 구성원이자 공동체 발전에 기여하는 시민의 역할을 수행하는 사람으로 인식하는 것을 의미한다. 본 연구에서는 직원들의 시민-직원으로서의 다중정체성이 조직 내 그들의 동기와 행동에 어떠한 영향을 미치는지 살펴보고자 한다. 구체적으로 정체성 이론에 기반을 두어, 시민-직원 정체성이 서로 조화로운지(identity enhancement) 갈등적으로 경험되는지(identity conflict)에 따라 직원들의 역할 수행 프로세스인 직무열의(work engagement) 및 역할확장(role expansion)에 영향을 미치고, 궁극적으로 조직 내 긍정적 변화 지향 행동의 대표적 행동인 발언행동(voice behavior)에 상이한 영향을 미칠 것으로 이론적 모형을 설정하였다. 이 연구모형을 검증하기 위해 두 가지 현장 연구를 수행하였다. 연구 1에서는 국내 대기업 그룹사를 대상으로 직원-상사 매칭된 339명의 데이터를 수집, 연구 2에서는 국내 중소벤처기업에서 직원-선임동료가 매칭된 121명의 데이터를 3차에 걸쳐 수집하여 분석에 활용하였다. 다수준 구조방정식을 통해 분석한 결과, 두 연구에서 모두 연구가설이 전반적으로 지지되는 것으로 나타났다. 직원들은 조직에서 자신의 시민-직원 정체성을 조화롭게 경험할수록 더 높은 직무열의와 역할 확장을 통해 조직에 긍정적인 발언행동을 더 많이 보였고, 두 정체성 간 갈등을 경험할수록 직무에 대한 열의 및 역할 범위가 감소하고, 결국 조직에 건설적인 발언행동이 낮아지는 것으로 나타났다. 추가적인 분석으로 시민-직원정체성을 아예 분리하는 정체성 분리(identity separation)의 효과를 탐색하였는데, 정체성을 분리하는 직원일수록 직무열의, 역할확장, 발언행동에 미치는 부정적 효과가 갈등상황보다 더욱 큰 것으로 나타났다. 이러한 연구 결과에 기반하여, 기존의 다중정체성 및 발언행동 연구에 본 연구가 기여하는 바와, 기업 현장에 적용할 수 있는 실무적 시사점을 논의하였다. 결론적으로, 본 연구는 업무 외 정체성의 하나인 시민정체성을 다중정체성 연구에 통합하여 조직 연구에서 가지는 중요성을 밝혔으며, 업무 관련 정체성만으로는 설명하기 어려운 조직 현상을 보다 확장하여 살펴보게 하는 의의가 있다. 실무적으로 조직에서는 직원들의 시민-직원정체성 간 조화와 시너지를 높이고 갈등과 분리는 낮출 수 있는 환경을 조성할 필요가 있다. Recent organizational studies have highlighted the importance of employees’ multiple identities at work. Previous studies have mostly focused on work-related identities (e.g., organizational, professional). However, fundamental changes based on frequent career mobility and technological advancement have occurred that blur the boundaries of work and nonwork domains, and employees are influenced more and more by their identities beyond work boundaries. This suggests that employees and their organizations must now manage the relationships and the interactions between their work and nonwork identities simultaneously. Nevertheless, it is unclear how these dynamics unfold at work. In this study, I focus on employees’ civic identity as an important but neglected nonwork identity in the literature, which refers to defining oneself as a member of a society and pursuing civic roles, such as contributing to and taking actions for community welfare. Drawing on identity theories, I propose that civic-employee identity relationships (enhancing vs. conflicting) influence employees’ role-playing (work engagement) and role-making (role expansion) processes, which in turn lead to positive change-oriented behavior (i.e., voice behavior). To test this model, I conducted two field studies using multisource data from a sample of 339 employees from large conglomerates (Study 1) and three-wave multisource data from a sample of 121 employees at entrepreneurial firms (Study 2). Multilevel structural equation modeling (MSEM) was conducted, and results from the two studies generally supported the theoretical model. In both studies, employees experiencing harmony and enhancement between their civic and employee identities were more dedicated to and absorbed in their work, and categorized broader responsibilities such as voice into their existing work roles than other employees. In contrast, employees who experience conflict and torn between the two identities showed reduced engagement and narrowed their work responsibilities. That is, employees’ civic-employee identity relationships can influence how they enact and create their roles at work. For supplementary analyses, I explored the effects of civic-employee identity separation which refers to the separation of two identities or in this case the exclusion of civic identity from work domain. The finding showed that civic-employee identity separation was more negatively related to work engagement and role expansion, leading to reduced voice behavior. By incorporating a neglected nonwork identity, civic identity, into multiple-identity research, I clarify organizational phenomena that could not be explained by work identities alone, which theoretically extends previous multiple-identity and voice literature. In practice, organizations should focus on increasing synergies and harmony and decreasing conflict and separation between civic and employee identities of their employees.

재미교포 기혼여성의 가족역할 분담과 결혼의 질: 취업주부와 전업주부의 비교

조병은 ( Byung Eun Cho ),신화용 ( Hwa Yong Shin ) 한국가족관계학회 2006 한국가족관계학회지 Vol.11 No.3

This research assessed the relationship between perceptions on the division of 7 family roles and the marital quality of Korean-American wives. The data were collected from 143 working wives and 76 non-working wives with at least one child, living in 4 major cities in the US. The relationship between the division of 7 family roles (child care, housework, economic roles, kin-keeping, emotional support, leisure activities, and self-development) and marital quality was compared by such factors as the employment status of the wives, controling income, educational level, age, and gender role attitudes. The results indicated that regardless of employment status, child care and housework were primarily performed by the wives. The roles of emotional support, economic roles, kin-keeping, and leisure activities were found to be jointly performed with the husbands. For the working wives, division of family roles was found to be significantly related to their marital quality; those who performed more family roles displayed lower marital satisfaction and lower marital stability than those who carried out either less or a similar amount of family roles. For the non-working wives, the division of family roles was not so related to marital satisfaction. However, lower marital stability was reported by wives who performed more economic and emotional supporting roles than those did either less or equally with their husbands. Therefore, the results supported the social exchange perspective, suggesting an association between wives` marital quality and fair division or carrying out less family roles.

교대 여부에 따른 기혼간호사의 역할갈등과 직무만족도

정수경,정혜선 한국직업건강간호학회 2004 한국직업건강간호학회지 Vol.13 No.2

Purpose: The purpose of this study is to investigate effects of shift work on married nurses' role conflict and job satisfaction. Method: Study subjects consisted of married nurses employed at four general hospitals with over 500 beds located in Seoul and Kyunggi area. The data were collected from March 15th to April 7th, 2004 using the survey and the subjects were asked to reply through self-administrative method. Results: Mean value of role conflict of nurses who worked shift work was measured 3.12 out of 5, and that of nurses who did not was measured 2.98. Mean value of job satisfaction of nurses who worked shift work was measured 2.79 out of 5, and that of nurses who did not was measured 2.86. There was a significant reversecorrelation between mean level of role conflict and of job satisfaction. Both groups, nurses who worked shift work and nurses who did not, showed significant reverse-correlation in two areas. In the case of nurses who worked shift work, role conflict not showed a significant correlation. Job satisfaction showed a significant correlation with the plan to work as a nurse and remuneration in the case of nurses who worked shift work. Duty of supporting family was the factor affecting role conflict and measured 4.2% in the case of nurses who worked shift work, and the plan to work as a nurse and the academic background in the case of nurses who did not work shift work. Conclusion: To reduce role conflict and to improve the degree of job satisfaction, there should be taken a measure to improve a financial compensating system for working shift work for nurses who worked shift work, and to help nurses not working shift work to design plans for their job as nurses with stability.

직장과 가정에서의 요구가 직장인의 지연행동에 미치는 영향 : 자기효능감의 조절효과

홍진승(Hong, Jinseung),이영선(Lee, Youngsun) 학습자중심교과교육학회 2021 학습자중심교과교육연구 Vol.21 No.1

본 연구에서는 직장인이 지각하는 직장 및 가정에서의 요구가 지연행동에 미치는 영향을 분석하고, 자기효능감이 지연행동에 조절효과가 있는지를 알아보고자 하였다. 연구대상은 서울과 인천에 소재한 대기업에 종사하는 직장인 총 353명이었고, 이들을 대상으로 양적직무요구, 양적가정요구, 직장역할기대, 가정역할기대, 일반지연행동, 능동지연행동 그리고 자기효능감에 대해 설문조사를 하였다. 수집된 자료를 통해 변인 간에 미치는 영향과 자기효능감의 조절효과를 검증하기 위해 위계적 회귀분석을 실시하였다. 본 연구의 결과는 다음과 같다: 첫째, 양적직무요구는 일반지연행동에 부적 영향을 가정역할기대는 정적 영향을 미쳤으며 양적가정요구와 직무역할기대는 일반지연행동에 영향을 미치지 않았다. 둘째, 직무역할기대와 가정역할기대는 능동지연행동에 부적영향을 미쳤으며 양적직무요구와 양적가정요구는 능동지연행동에 영향을 미치지 않는 것으로 나타났다. 셋째, 직무역할기대와 일반지연행동 간에는 자기효능감이 조절작용을 하는 것으로 나타났으나 양적직무요구, 양적가정요구, 가정역할기대와 일반지연행동 간에는 조절작용을 하지 않는 것으로 드러났다. 끝으로 양적직무요구, 양적가정요구, 직장역할기대, 가정역할기대와 능동지연행동 간에는 자기효능감이 조절작용을 하지 않는 것으로 나타났다. 이와 같은 연구결과를 토대로 직장과 가정에서의 균형있는 삶을 위한 심리 지원 및 정책의 필요성을 논의하였다. The aim of this study was to analyze the effects which perceived work and family demands of employees have on procrastination while it examined whether self-efficacy has a moderating effect. Three hundred fifty three employees working in large construction corporations in Seoul and Incheon participated in this study. A hierarchical regression analysis was conducted to examine the influence which work and family demands have on procrastination and the moderating effects of self-efficacy. Research outcomes showed that, first, work demand had a negative effect on general procrastination; family demand had no effect on general procrastination. Moreover, work role expectation had no effect on general procrastination, while family role expectation had a positive effect on general procrastination. Second, work demand and family demand, respectively, had no effect on active procrastination. On the other hand, work role expectation and family role expectation had a negative effect on active procrastination. Third, a moderating effect of self-efficacy was found between work role expectation and general procrastination. However, self-efficacy did not moderate the relationships between general procrastination and work demand, family demand, and role expectation, respectively. Lastly, self-efficacy did not have moderating effects between active procrastination and work demand, family demand, and work expectation, respectively. Based on the results, implications for further research and practice were discussed.

취업모의 일-가정 갈등이 부모역할만족도에 미치는 영향에 관한 연구​: 양육스트레스와 양육부담감의 매개효과

PANZHI,엄선이,조동혁 글로벌경영학회 2022 글로벌경영학회지 Vol.19 No.3

As the number of dual-income women increases, the division of jobs, housework and parenting roles in work and family life is not properly supported, and they are experiencing a lot of difficulties with multiple roles. In particular, the patriarchal perception that still remains emphasizes the responsibility of housework and childcare to women. As a result, the double role burden of work and family is increasing work stress. Therefore, this study aims to confirm the relationship between work-life balance conflict, child-rearing stress, parenting guilt, and parental role satisfaction for working mothers with early childhood children. In this study, a survey was conducted through an online link for working mothers at work. A survey was conducted for two weeks from February 15, 2022, and a total of 235 surveys were collected. Of these, after removing 12 unfaithful responses and missing values, 313 cases were used as the final effective sample. For the collected data, the research hypothesis was verified using SPSS 24.0. As a result of the study, first, the work-life balance conflict had a positive (+) effect on child-rearing stress. Second, the work-life balance conflict had a positive (+) effect on the parenting guilt. Third, child-rearing stress had a positive (+) effect on parenting guilt. Fourth, the parenting guilt had a positive (+) effect on the parental role satisfaction.Through this study, it will be possible to expand the scope of research on the work-life balance conflict of working mothers and provide basic data for desirable parenting behavior for children. 맞벌이 여성이 증가하면서 직장과 가정생활에서 직업, 가사, 양육의 역할분담이 제대로 뒷받침되지 못해 다중역할로 많은 어려움을 느끼고 있다. 특히 아직도 남아 있는 가부장적인 인식은 여성에게 가사와 육아의 책임을 강조하고 있어 직장과 가정의 이중역할부담은 직무스트레스를 높이고 있다. 이에 본 연구에서는 유아기 자녀를 둔 취업모를 대상으로 일-가정 양립갈등과 양육스트레스, 양육부담감, 부모역할만족도 간의 관계를 확인하고자 한다. 본 연구는 직장에 있는 취업모를 대상으로 온라인 링크를 통해 설문조사를 조사를 진행하였다. 2022년 2월15일 부터 2주 동안 설문조사를 진행하고 총 235부의 설문을 회수하였다. 이 중 12건의 불성실한 응답 및 결측치를 제거한 후 313부의 사례를 최종 유효표본으로 사용하였다. 수집된 자료는 SPSS 24.0을 활용하여 연구가설을 검증하였다. 연구결과, 첫째, 일-가정 양립갈등은 양육스트레스에 정(+)의 영향을 미쳤다. 둘째, 일-가정 양립갈등은 양육부담감에 정(+)의 영향을 미쳤다. 셋째, 양육스트레스는 양육부담감에 정(+)의 영향을 미쳤다. 넷째, 양육부담감은 부모역할만족도에 정(+)의 영향을 미쳤다. 본 연구를 통하여 취업모의 일-강정 양립갈등에 대한 연구의 폭을 넓히고, 자녀에 대한 바람직한 양육행동을 위하여 기초 자료를 제공할 수 있을 것이다. 자녀에 대한 바람직한 양육행동을 위하여 기초 자료를 제공할 수 있을 것이다.

여성 진로 상담 관점에서 본 다중역할(일-가족) 균형의 구성개념 및 측정에 관한 경험적 연구 고찰

최윤정,김계현 한국상담학회 2009 상담학연구 Vol.10 No.1

본 연구의 목적은 여성의 진로발달에 영향을 미치는 중요한 변인으로서 인식되어 왔던 다중역할 균형에 대해 여성의 진로발달과 상담 관점에서 고찰해 보는데 있다. 이를 위해 국내외에서 출판된 학술지 50여 편과 단행본을 중심으로 다중역할 균형에 대한 구성개념과 측정을 검토하였다. 그 결과 첫째, 다중역할 균형에 대한 이론적 접근은 크게 진로발달이론과 역할이론을 바탕으로 역할중요도, 다중역할 계획에 대한 태도, 일-가족 갈등, 일-가족 향상 그리고 일-가족 균형의 구인들에 대한 연구들로 이루어져 왔다. 둘째, 진로발달 이론을 근거로 개발된 도구들은 역할 중요도 척도(SI: Salience Inventory; Super & Nevill, 1985), 다중역할계획에 대한 태도척도(ATMRP: Attitudes Towards Multiple Role Planning), 생애 역할 중요도 척도(LRSS: Life Role Salience Scale; Amatea et al., 1986)들이 있었다. 역할이론을 바탕으로 수행된 일-가족 다중역할 연구들은 일-가족 갈등, 일-가족 향상, 일-가족 균형의 구성개념들을 통해서 이루어져 왔으나 그러한 구인들을 측정하기 위한 도구의 개발은 미흡한 것으로 나타났다. 셋째, 일-가족 다중역할의 균형의 구인과 관련 변인들과의 관계 연구들의 결과를 종합해 볼 때, 일-가족 다중역할 균형의 구성개념은 개인과 부부, 가족, 조직, 나아가 사회와 문화적 맥락까지 고려해야 하는 복잡한 개념이었다. 끝으로 일-가족 다중역할 균형에 대한 구성개념과 측정에 관한 기초정보를 바탕으로 여성 진로상담의 실제와 연구에 대한 함의를 제공하였다. The purpose of the present study was to provide basic knowledge regarding construct and measurement for multiple-role balance with perspective on career counseling for women. A review of about fifty journal articles published in Korea and America including three handbooks of work-family integration were conducted. The results of the review are as following. First, the theoretical approaches were career developmental theory and role theory to assess the constructs such as role salience, attitudes towards multiple role planning, work-family conflict, work-family enhancement, and work-family balance. Second, the measurements based on career developmental theory were Salience Inventory(Super & Neveill, 1985), Attitudes Towards Multiple Role Planning(Weitzman, 1994) and Life Role Salience Scale(Amatea et al., 1986). Work-family literature based on role theory have researched on constructs such as work-family conflict, work-family enhancement and work-family balance. However, development of measurement for those constructs left much to be desired. Third, when synthesizing empirical results with regard to relationship between construct of multiple-role balance and other related variables, the construct of multiple-role balance needed to be considered in terms of individual level including a person, couple and organization as well as in society and cultural context level for full understanding of the complicated construct. Finally, on the basis of the results of the review, implications in practice and research on career counseling for women were provided.