대학행정직원의 유연근무제 활용 영향요인에 관한 연구 : 청주시 A대학을 중심으로

다국어 초록 (Multilingual Abstract)

Abstract

The flexible work system is a family-friendly policy in which time, place, and employment types are diversified to suit the characteristics of individuals and work, away from the standardized work type. Through this, the government aims to improve the effectiveness and productivity of the organization and to support a balanced life of work and family.
Flexibility of labor is being emphasized in the labor environment that has changed since COVID-19, and the flexible work system is spreading.
This study empirically analyzed how the factors affecting the use of the flexible work system by university administrative staff were influenced by organizational and cultural factors, institutional factors, work factors, organizational environmental factors, and personal factors.
To this end, the data collection and analysis method collected data through a survey of administrative staff at A University in Cheongju, Chungcheongbuk-do, and analyzed the collected data using SPSS 28.0. Correlation analysis was conducted to analyze the relationship between each factor. In addition, multiple regression analysis was conducted to analyze how independent variables affect the use of the flexible work system by university administrative staff. In this study, the following analysis results were confirmed.
First, in terms of organizational and cultural factors, the task-oriented culture was found to have a positive (+) effect on the use of the flexible work system, so the hypothesis was adopted, but the innovation-oriented culture was rejected.
Second, in terms of institutional factors, it was found that the improvement of detailed regulations and procedures had no significant relationship with the use of the flexible work system, so the hypothesis was rejected.
Third, in terms of work factors, there was a significant correlation between work linkage, autonomy, and the use of the flexible work system, and it had a positive (+) effect, so the hypothesis was adopted. On the other hand, it was rejected because it did not have a significant influence on the suitability of the work.
Fourth, in terms of organizational environmental factors, the manager's support and peer recognition had a positive (+) effect on the use of the flexible work system, and the hypothesis was adopted, and the fairness of promotion was rejected because it had no significant influence.
Fifth, the hypothesis was rejected as it was found that the gender, age, marital status, number of children, and working type of personal factors did not have a significant influence between the use of the flexible work system.
Through this study, it was confirmed that in order to revitalize the flexible work system, an organizational culture that positively recognizes and supports the use of the flexible work system must be established throughout the organization, and measures should be prepared to prevent disruption. Efforts to revitalize the flexible work system are required by reviewing the effects and limitations of flexible work methods in universities, and as a result, it will lead to the efficiency of the entire university organization.

목차 (Table of Contents)

• Ⅰ. 서 론 1
• 1. 연구의 배경 및 목적 1
• 2. 연구의 방법 및 구성 3
• Ⅱ. 이론적 배경 및 선행연구 4
• 1. 유연근무제의 개념과 유형 4
• 1) 유연근무제 개념 4
• 2) 유연근무제 유형 및 특징 6
• 2. 유연근무제의 효과 15
• 1) 유연근무제 장점 15
• 2) 유연근무제 단점 16
• 3. 유연근무제 국제비교 17
• 1) 비교국가의 선정 17
• 2) 외국제도 비교 18
• (1) 영국 18
• (2) 미국 21
• (3) 독일 24
• (4) 일본 30
• (5) 프랑스 33
• 3) 시사점 35
• 4. 우리나라의 유연근무제 운영 현황 37
• 5. 유연근무제 선행연구 40
• 1) 유연근무제 관련 선행연구 40
• 2) 유연근무제와 조직문화적 요인 44
• 3) 유연근무제와 제도적 요인 45
• 4) 유연근무제와 업무적 요인 46
• 5) 유연근무제와 조직환경적 요인 46
• 6) 유연근무제와 개인적 요인 47
• Ⅲ. 연구 설계 및 분석방법 49
• 1. 연구 모형 및 가설 설정 49
• 1) 연구 모형 49
• 2) 연구가설 설정 50
• 2. 변수 설정 52
• 1) 종속변수 52
• 2) 독립변수 52
• 3) 통제변수 54
• 3. 분석 방법 54
• 4. 설문지의 구성 55
• Ⅳ. 분석결과 58
• 1. 표본의 인구통계학적 특성 58
• 2. 기술통계 분석 59
• 3. 신뢰성 검증 62
• 4. 상관관계 분석 63
• 5. 회귀 분석 66
• 6. 가설검증 결과 및 시사점 69
• Ⅴ. 결론 73
• 1. 연구의 요약 73
• 2. 연구의 한계 75
• 참고문헌 76