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가족친화적 경영이 조직몰입과 이직의도에 미치는 영향에 대한 직장-가정 갈등의 매개효과 가설 검증

A test of work-to-family conflict mediation hypothesis for effects of family friendly management on organizational commitment and turnover intention

박수경|김문식|이선희
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2008.08|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제21권 제3호|pp. 383-410|DOI 10.24230/ksiop.21.3.200808.383

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참고문헌

키워드

조직몰입mediation이직의도turnover intentionorganizational commitment직장-가정갈등매개분석가족친화적 조직문화family friendly culture가족친화적 제도 및 프로그램가족친화적 경영family friendly managementfamily friendly programswork-to-family conflict
주제분류심리과학

초록

직장-가정 갈등의 매개 가설이 가족친화적 제도 및 프로그램의 이용경험과 지각된 가족친화적 조직문화가 구성원의 조직몰입을 향상시키고 이직의도를 감소시키는 효과를 설명하는 기제로서 적합한지를 검증하였다. 기혼 남녀 1,767명에게 인터넷 설문을 통해 수집한 자료를 분석한 결과, 가족친화 제도 및 프로그램의 이용경험이 높고 조직문화가 가족친화적이라고 지각할수록 직장의 요구 때문에 발생하는 직장과 가정 갈등(직장→가정 갈등)을 적게 경험하고 조직에 대한 정서적 조직몰입이 높으며 이직의도가 낮은 긍정적인 효과가 확인되었다. 이러한 효과는 직장→가정 갈등에 의해 부분적으로 매개되는 것으로 나타났으나, 직장→가정 갈등을 통한 간접 효과의 양은 상당히 미미하였다. 사회교환 이론과 상징행동적 관점을 바탕으로 가족친화적 경영이 조직원의 태도에 영향을 주는 과정을 보다 잘 이해하기 위해서는 직장→가정 갈등의 감소 이외의 다른 심리적 기제를 찾아보아야 할 필요성을 제기하였다. 그러나 직장→가정 갈등은 이직의도와 직접적인 관련이 있는 것으로 나타나 직장→가정 갈등에 대한 조직의 관심은 여전히 중요한 것으로 보인다.

Abstract

This study examines whether work-to-family conflict mediation hypothesis is adequate to explain the process of family friendly management(i.e., family friendly policies & programs and organizational culture) to increase affective organizational commitment and to decrease turnover intention of employees. The findings based on the data from 1,767 Korean workers showed that work-to-family conflict partly mediated the effects of family friendly policies & programs and organizational culture on affective organizational commitment and turnover intention. However, the size of the indirect effect through work-to-family conflict was very small compared to the direct effect of family friendly management, which suggests a need for alternative mechanism to understand the effects of family friendly management. Still, work to family conflict seems to be important in order to understand the process because it showed considerable direct effect on turnover intention. The findings were interpreted within the framework of social exchange theory and symbolic action perspective.

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