근로시간과 일-가정 갈등 및 이직의향
Working Time, Work-Family Conflict and Turnover Intention
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초록
한국의 실근로시간은 다른 나라와 비교해볼 때 매우 긴 편이다. 기업에서 장시간근로, 초과근로가 일상적으로 이루어지고 있다. 이로 인하여 한국 근로자들의 여가시간은 상대적으로 부족한 편이다. 이는 필연적으로 근로자의 가정생활 및 나아가 삶의 질에 부정적 영향을 미치게 된다. 본 연구에서는 근로시간 및 여가시간과 일-가정 갈등 및 이직의향 간 관계를 조사하였다. 관련 선행연구에 대한 분석에 기반하여 초과근로시간, 가사노동시간, 여가시간과 일-가정 갈등, 가정-일 갈등, 일-여가 갈등, 그리고 이직의향 간의 영향관계에 대한 가설을 설정하고 근로자들을 대상으로 설문지방법을 통한 실증조사를 실시하여 이를 검증하였다. 본 연구에서 도출된 결과는 다음과 같다. 첫째, 초과근로는 일-가정 갈등과 일-여가 갈등에 정의 영향을 미쳤다. 둘째, 일-가정 갈등, 가정-일 갈등, 일-여가 갈등 모두 이직의향에 정의 영향을 미쳤다. 더불어 일이 초래하는 갈등요인과 가정이 초래하는 갈등요인이 따로 존재하는 것이 확인되었다. 이러한 연구결과는 근로자의 근로생활의 질과 삶의 질을 제고하고 또 이직의향을 감소시키기 위해서는 무엇보다 일상적인 초과근로를 줄이고 전체 근로시간을 단축해서 가정생활과 여가시간에 보다 많은 시간을 투입하는 것이 바람직하다는 점을 시사하고 있다.
Abstract
For the past two decades, working hours of South Korean workers have been steadily reduced. Nonetheless, South Korean workers still work long hours compared with their counterparts in other countries. Thus they have to face the double burden of work and household running and these difficulties make them leave their job or become an involuntary part-time worker. Long working hours cause not only the low labor productivity but also has negative effects on work-family balance and the quality of life. Work-family conflict has becoming a growing topic of interest among researchers due to its implications for both organizations and employees. In the past decade, the focus on work-family conflict studies has shifted from work to family conflict to include family to work conflict. The proposition that work-family conflict can encourage employees to consider leaving their organizations. In fact, turnover intention is one of the most studied job related outcomes in the work-family conflict literature. Despite this interest, few studies have sought to explore turnover intention associated with work-family conflict in South Korea. This research analyses the effects of bi-directional work-family conflict, work-leisure conflict on turnover intention. The present study also attempted to find out whether time for work, domestic work and leisure have effects on the work-family conflict, family-work conflict and work-leisure conflict. By employing a sample of 205 questionnaires from employees working in companies in South Korea, this paper used hierarchical regression analysis. The observations we can make about these results are as follows. Firstly, direct relationships were found between two types of conflict(work-family and family-work) and turnover intention. It also has been shown that work-leisure conflict were identified as variables affecting employee's turnover intention. Secondly, resulting from this study is the fact that overtime work caused more work-family conflict and work-leisure conflict. In addition, increasing domestic work hours have lead to more family-work conflict. It was consistent with the result from precedent research. However it is noticeable that the hypothesis that increasing leisure hours will have a positive effect on work-family conflict was not proved.
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