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일-가정 갈등에 영향을 미치는 선행요인 연구 : 가정친화조직, 직무특성, 역할관여 및 개인특성을 중심으로

A Study on Antecedents of Work-family Conflict: Family-friendly Organization, Work Characteristics, Role Involvement or Demographic Factors

안은정
분쟁해결연구센터 (Dankook Center for Dispute Resolution)|2013.08|분쟁해결연구 (Dispute Resolution Studies Review)|제11권 제2호|pp. 75-120|DOI 10.16958/drsr.2013.11.2.75

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참고문헌

키워드

직무특성일-가정 갈등가정친화조직역할관여개인특성Work-Family conflictfamily-friendly organizationwork characteristicsrole involvementdemographic factors.

초록

최근 여성의 사회적 진출이 확대됨에 따라 일-가정 갈등에 대한 관심이 높아졌으며 학술적 연구도 다양하게 전개되고 있다. 일-가정 갈등은 근로자 삶의 질은 물론 조직성과에도 직간접적 영향을 미친다. 특히 여성근로자는 일과 가사의 병행이라는 이중역할 부담으로 일-가정 갈등을 보다 많이 경험한다. 따라서 이 연구는 일-가정 갈등의 심화요인과 완화요인을 규명하여 갈등을 해소하기 위한 효과적인 정책적 대안을 도출하고자 한다. 한국여성정책연구원이 조사한 『여성인력패널조사』를 활용하여, 일-가정 갈등의 양방향에 영향을 미치는 선행요인을 가정친화조직, 직무특성, 역할관여 및 개인특성의 차원에서 분석했다. 실증결과 첫째, 일-가정양립정책은 일-가정 갈등 해소에, 경영자의 지원은 가정-일 갈등 해소에 유의한 결과가 탐색 되었다. 따라서 여성근로자의 일-가정양립을 위해서는 일-가정양립정책의 도입과 함께 제도의 이용용이성 확대를 위한 경영자의 의지와 지원이 뒷받침될 필요가 있다. 둘째, 높은 임금은 일-가정 갈등은 증가시키나 가정-일 갈등은 감소시키는 것으로 나타났다. 양적 업무과부하는 양방향의 갈등에, 질적 업무과부하는 가정-일 갈등을 높이는 것으로 분석됐다. 따라서 근로자의 적성과 능력에 적합한 업무부여와 업무량을 책정함으로써 직장에서의 책임과 심리적 부담을 감소시키는 것이 중요하다. 셋째, 직무만족은 일-가정 갈등을 감소시키나, 조직몰입은 일-가정 갈등을 상승시키는 것으로 나타났다. 동료와 상사와의 활발한 커뮤니케이션을 통한 상호 이해 증진, 직무에 대한 자부심제고, 적정 근로시간 제공 등은 일-가정 갈등 해소와 생산성 향상에 기여할 수 있을 것이다. 반면에 갈등으로 인한 인적자원성과와 재무적 성과에 부정적 영향을 감소시키기 위해서는 과다한 조직몰입이 지양될 필요가 있다. 넷째, 개인특성 분석에서 40대 근로자는 가정-일 갈등이, 부장직급은 일-가정 갈등이, 기혼여성은 양방향의 갈등이 증가하는 것으로 실증됐다. 이는 가사와 육아의 책임은 여전히 여성의 몫이며, 기혼여성에 대한 조직 내의 보이지 않는 편견과 성차별적 관행의 결과로 추정된다.

Abstract

Much attention has been paid to the issue of work-family conflict as the number of women with jobs increased in Korea. The conflict between work and family is associated with the organizational performance in various ways, and in particular, female workers are burdened by the dual roles that they have both at workplace and at home. This study is designed to explore antecedents of work-family conflict female workers face with an attempt to search for policy alternatives to solve this dilemma. Using the dataset of the ‘Korean Woman Manager Panel(KWMP)’ surveyed by Korea Woman Development Institute, this article investigates the two ways that conflict between works and families take place allowing for family-friendly organization, work characteristics, role involvement and demographic factors for female workers; one is ‘work-family’ conflict which is increased by the burden of work at the workplace, and another is ‘family-work’ conflict which is due to the family-associated burden. This study shows that work-family balance programs help female workers to decrease the work-family conflict while employer’s support female workers to decrease the family-work conflict. Secondly, wage has dual effect; it increases the work-family conflict while reducing the family-work conflict. Third, job satisfaction reduces conflict, but organizational commitment causes more conflict. Understanding each other through communication, job satisfaction, appropriate work time decrease the work-family conflict and increase the financial performance.

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