원격근무는 직무열의 증진에 효과적 수단인가?
Is Telework Effective to Enhance Job Engagement?
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초록
본 연구의 목적은 원격근무가 조직구성원의 직무열의 증진에 효과적 수단인지 분석하는 데 있다. 선행연구들에서 원격근무는 일관된 분석결과를 도출하지 못하고 있으며, 관련 연구들은 선택 편의(selection bias)의 상황 속에서 제도의 효과를 검증해 왔다는 지적을 받고 있다. 본 연구는 대부분의 공무원들이 원격근무를 해야 했던 코로나19 상황 속에서 2개월가량의 시차를 두고 이루어진 공무원 설문자료를 활용해 원격근무의 효과성을 검증하였다. 원격근무가 논의되어 온 배경에 주목하여, 조직구성원의 내재적 동기, 일·가정 갈등(Work to Family Conflict), 가정·일 갈등(Family to Work Conflict)이 직무열의에 미치는 영향력을 원격근무가 어떻게 조절하는지를 중점적으로 살펴보았다. 분석 결과, 원격근무 경험 자체는 직무열의에 부정적인 영향을 미치는 것으로 나타났다. 그러나, 내재적 동기의 수준이 높아 자기 주도적인 업무수행 의지를 갖추었거나, 가정·일 갈등(FWC)을 겪고 있는 구성원들에게는 효과적인 업무형태로 분석되었다. 이러한 결과는 4차 산업혁명 시대의 새로운 근무형태로서 원격근무를 추진하는 과정에 원격근무가 가지는 장단점을 명확히 파악하고 실제적인 운영지침을 고민해 볼 필요가 있음을 시사한다.
Abstract
This study examines the influence of telework on job engagement. Previous studies on telework have not shown consistent findings for its effects. Furthermore, they examined the effects of telework under the selection bias situation in that employees who volunteered only had the opportunities to use telework. Under the COVID-19 pandemic where most employees were required to work remotely, this research demonstrated the effects of telework. Using the two-wave survey on Korean public officials, we test how telework experience moderates the effects of intrinsic motivation, work-to-family conflict (WFC), and family-to-work conflict (FWC) on job engagement. The ordinary least squares (OLS) regression analysis confirms that, although telework experience itself negatively affects job engagement, it works as a useful resource for employees who have a high level of intrinsic motivation and those who suffer from FWC. The results imply that one should pay attention to both advantages and disadvantages of telework and establish practical guidelines as telework might serve as a ‘new normal’ in the upcoming era.
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