일-가정 갈등 및 향상 요인의 효과성과 긍정심리자본의 조절 역할 = An Empirical Study on the Effects of Work-Family Conflict and Work-Family Enrichment and the Moderating Role of Positive Psychological Capital in the Context of Work-Family Interface

다국어 초록 (Multilingual Abstract)

Recently, the role of Work-family relationship of organizational member in his/her performance has received serious attention from researchers.
In this study, I attempt to find the relationships with Work-family relationship and job performance(jon involvement and organizational behavior).
The previous research has, however, focused mainly on the effect of relationship with Work-family relationship and job performance. In this study, I try to find out a moderating role an individual’s positive psychological capital also. I attempt to define a mechanism for the relationships among Work-family relationship and its ‘hypothesized’ dependent variables, expecting the mechanism to help HR managers perform better human resource management.
I attempt to find the relationships with Work-family relationship and job performance. And I find the roles of job positive psychological capital between relationships with Work-family and job performance also. Data was collected from 450 persons in ten domestic companies by the questionnaire method, and 324 reponses were analyzed.
The results are as follows Firstly, it appears that conflict from family exerts negative effect on OCB, but enrichment from work and family exerts positive effect on job involvement and OCB both.
Secondly, Positive psychological capital exerts the relationship with enrichment from work and job involvement and OCB.
This results above present that work-family relationship is very important for increase job performance. This study attempt to explore the roles of positive psychological capital plays a roles of the relationship with work-family relationship and job performance.
This study presents some research limitations, and suggests some advice for future researches. In addition, this study, based on the results shown above, suggests some recommendation for HRM managers as well.
Some managerial implications are as follows.
Cultivating an organizational culture which supports diverse work-family balance programs.
As an individual with higher positive psychological capital exerts the relationship with work-family relationship and job performance, HRM persons may need to give more attention to training programs for positive psychological capital. Because one’s positive psychological capital plays a significant role in the mechanism of Work-family relationship, HRM persons also need to take care for employees’ positive psychological capital in workplace.
I have some limited duration.
Firstl, Common method bias is a methodological error that occurs when all variables of a research framework are measured by one common method. Therefore, Common method bias distorts the true relationship between variables and makes researchers lead to incorrect conclusion about the result. Secondly, we use a limited method of the cross-sectional study.
Data was collected from ten organizations only. So I need many organization for study about this issues.

국문 초록 (Abstract)

지금까지 조직행동 분야의 선행연구들에서는, 일-가정 갈등과 일-가정 향상이 조직 효과성에 미치는 영향관계는 물론, 일반 조직구성원의 긍정심리자본이 조직 효과성에 미칠 수 있는 긍정적 영향관계에 대해 각기 별도로 관심을 기울여 왔다고 볼 수 있다. 본 연구는 일-가정 갈등과 일-가정 향상 등 일-가정 상호관계 요인들이 조직의 효과성에 미치는 영향을 일 초래 및 가정 초래 등 두 방향에서 실증해 보고, 그러한 영향관계에서 조직구성원 개인이 보유한 긍정심리자본이 어떠한 조절역할을 하는지를 확인함으로써 그간 별개로 이루어졌던 기존의 연구를 통합하여 살펴보고 있다.
본 연구는 10개 기업을 대상으로 하여, 조직구성원들의 일-가정 갈등과 일-가정 향상 등 일-가정 상호관계 요인들이 이들의 직무몰입과 조직시민행동에 미치는 영향과 함께, 이 관계에서 구성원들의 긍정심리자본이 발휘하는 조절역할을 실증해 보고자 하였다. 324명의 직장인들을 대상으로 한 설문조사 결과, 가정 초래 갈등은 조직시민행동에 유의한 부(-)의 영향을 미친 반면, 일 초래 및 가정 초래 향상은 공식 과업과 연관된 태도인 직무몰입에 대해서뿐만 아니라, 비과업행동인 조직시민행동에도 유의한 정(+)의 영향을 미치는 것으로 나타났다. 또한 긍정심리자본의 조절효과의 경우, 일 초래 향상과 직무몰입 및 조직시민행동의 관계에서는 조절효과를 확인할 수 있었지만, 일-가정 갈등과 직무몰입, 조직시민행동의 관계에서는 의미 있는 조절효과가 나타나지 않았다. 이러한 연구결과를 통해 먼저 가정에서 긍정적인 영향력 자원을 보다 많이 획득해 갈 수 있도록 지원해 줄 필요성이 제기 되었으며, 조직시민행동과 같은 비과업적 차원의 행동과 태도를 유인함에 있어서도 마찬가지로 일초래 및 가정초래 향상이 중요한 역할을 하고 있음을 시사해 준다. 더불어 긍정심리자본이 일과 삶의 다양한 영역에서 조직의 효과성 제고에 기여할 수 있는 또 하나의 중요한 심리, 역량적 자원이라는 점을 확인함으로써 조직 관리자들에게 실무적 시사점을 제시하고 있다.

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