유연근로가 여성 관리자의 직장·가정양립에 미치는 효과
Work Cultures Impact Effects on Work·Family Balance
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참고문헌
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초록
본 연구는 유연근무제도의 두 가지 형태인 직무의 유연성과 탄력적인 근로시간제도(시차출퇴근제와 재택근무제)가 직장·가정양립 만족도에 미치는 효과를 실증분석 하였다. 또한 직장·가정양립의 부조화를 나타내는 요소로서 맞벌이, 자녀수, 주당 총 근로시간을 포함하여 분석함으로써 직장·가정양립의 저해요인을 식별하였다. 자료는 한국여성정책연구원의 ‘여성인력패널조사 -여성 관리자패널-’자료로서 100인 이상 기업에 종사하는 대리직급 이상 기혼 여성 관리자 1,234명이 분석대상이다. 분석결과 직무의 유연성은 여성 관리자들의 직장·가정생활 만족도를 개선시키며 역할갈등은 낮추는 것으로 나타났다. 탄력적인 근로시간제도 중 시차출퇴근제도는 직장만족도에는 긍정적인 영향을 미치고 있으나, 역할갈등을 낮추는 데에는 무관하다는 결과를 도출하였다. 재택근무제는 가족생활 만족도만 개선시키는 것으로 나타났다. 또한 조직문화와 개인의 직장·가정 부조화 요소와의 교호효과는 자녀수가 많을수록, 맞벌이 일수록, 장시간 근로를 하는 여성 관리자일수록 직장·가정양립수준을 저하시킬 수 있음을 발견하였다. 따라서 기업은 직장·가정양립 문제해결에 있어서 자녀수가 많고, 맞벌이이며, 장시간 근로를 하는 여성 관리자에게 적극적인 “가족친화프로그램”을 우선 도입하여 활성화하려는 기업문화 창조노력이 매우 중요함을 시사한다.
Abstract
This study examined the relations between two aspects of work culture (flexibility of working hours, and flexibility of the work itself) and work-family balance in the context of selected characteristics that can put individuals at risk for work·family imbalance (dual career partnerships, number of children, and hours worked per week). The data comes from 'Women Labor Panel Research - KWMP: Korean Women Manager Panel' from Korean Women's Development Institute (KWDI) that analyzes 1,234 married women managers working in companies with over 100 employees. The analysis result showed that the flexibility of the work itself impacted the level of satisfaction and conflict in roles within work and family in a positive manner. One of the flexible working hours system which is a system that differentiate the office attendance hours, made positive impact on the level of satisfaction at work, but had no real impact on easing the role conflicts. Working at home was found to only improve the level of satisfaction at home. Furthermore, the study found that women managers with more children, with longer working hours and in a relationship where both the couple work, the interaction of non-compatible factors of home and work of individuals and organization culture deteriorated the compatibility level of work and family. Therefore, it is important for the companies themselves to try to make a work culture that actively implement and promote 'Family Friendly Programs' for women workers who work longer hours, has many children and are two-earner couple.
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