기업의 가족 친화적 문화와 아버지의 자녀양육 참여: 일-가족 갈등의 매개효과를 중심으로
The mediating effect of work-family conflict on the relationship between family-friendly workplace culture and paternal involvement
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본 연구는 23개 기업에서 일하는 237명의 아버지들을 대상으로 하여, 기업의 가족 친화적 정책에 대한 인식 및 사용 현황을 알아보았다. 또한, 경로분석 모형을 사용하여 기업의 가족 친화적 문화가 아버지들의 자녀양육 참여에 미치는 직접적인 영향과 일-가족 갈등을 매개로 하는 간접적인 영향을 검증하였다. 기업의 가족 친화적 문화에는 아버지들이 인지하는 가족 친화적 정책의 수, 가족 친화적 조직 분위기, 그리고 아버지들의 주당 근무시간이 포함되었다. 수집된 자료는 SAS 9.1 프로그램과 M-plus 5.0을 이용하여 분석하였다. 연구 결과, 아버지들은 가족 친화적 정책 중 자녀 성장지원제도, 무급 휴가제도, 그리고 육아휴직제도를 가장 많이 시행되고 있다고 인식하였다. 하지만, 아버지들이 가족 친화적 정책을 인식하고 있더라도 실제 정책을 사용하는 정도는 매우 낮게 나타났다. 아버지들이 느끼는 일-가족 갈등이 가족 친화적 조직 분위기 및 아버지의 주당 근무 시간과 자녀 양육 참여 정도와의 관계를 매개하는지 분석한 결과, 일-가족 갈등이 이들의 관계를 부분적으로 매개하고 있는 것으로 나타났다. 즉, 아버지들이 근무하는 기업의 조직 분위기가 가족 친화적일수록 아버지들의 일-가족 갈등이 낮아지고, 일-가족 갈등이 낮을수록 자녀 양육에 좀 더 참여하는 경향을 보였다. 또한 아버지들의 근무 시간이 적을수록 그들이 느끼는 일-가족 갈등이 낮아지고, 일-가족 갈등이 낮을수록 자녀 양육에의 참여가 증가하였다.
Abstract
The purpose of this study is to understand family friendliness of Korean companies and its direct and indirect influence on paternal involvement in child care. For this purpose, we first explored family-friendly policies of 23 Korean companies reported by 237 fathers as well as the actual usage of those policies. In addition, we prepared path analysis model to examine direct influence of family friendly workplace culture on paternal involvement and mediating effect of work-family conflict on the relationship between family-friendly workplace culture and paternal involvement. Family-friendly workplace culture includes family-friendly polices, family supportive work environment and father's weekly working hours. SAS 9.1 program and M-plus 5.0 program was applied to analyze the data. According to the descriptive analysis, Korean fathers recognized only few family-friendly policies of their companies. Financial support for child rearing, unpaid leave policy, and parental leave policy were the most frequently recognized policies. Although fathers knew about family-friendly policies, they rarely used those policies, and the actual usage rate of family-friendly polices was very low. The result from the path analysis showed that number of family-friendly policies recognized by fathers and fathers' weekly working hours directly influenced paternal involvement in child care. In addition, fathers' work-family conflict was partially mediating the relationship between family supportive work environment and paternal involvement, and between fathers' working hours and paternal involvement.
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