일-가정균형만족이 육아휴직제도 사용의도에 미치는 영향: 가정친화적 조직지원인식의 매개효과와 가정친화적 상사지원인식의 조절효과를 중심으로
Effects of Work-family Balance Satisfaction on Employee Intention to Use of Paternity Leave Policy : Mediation by Perceived Family-friendly Organizational Support and Moderation by Perceived Family-friendly Supervisor Support
0
조회
0
다운로드
10
인용
0
참고문헌
키워드
초록
본 연구는 출산율 감소라는 사회적 문제를 해결하기 위해 최근 실증적 및 이론적 관점을바탕으로 육아휴직 사용의도를 높이기 위한 일-가정균형만족, 가정친화적 조직지원인식, 가정친화적 상사지원인식에 따른 영향을 미치는 과정을 모색하고자 20대부터 50대까지자녀가 있는 기혼 직장인 여성과 남성 69명을 대상으로 설문조사를 실시하였으며, 그결과 일-가정균형만족이 육아휴직제도 사용의도에 영향을 미치는 것으로 나타났다. 또한, 가정친화적 조직지원인식은 육아휴직제도 사용의도를 높이는 긍정적 결과를 촉진한다는 연구결과를 도출하였으며, 가정친화적 상사지원인식이 일-가정균형만족과 가정친화적 조직지원인식을 조절하는 효과를 검증하였다. 조직 내 문화가 육아휴직을 사용하고자 선택하는데 있어 매우 중요한 영향을 미친다는 선행연구들의 결과와 일치하였으며, 가정친화적인 환경을 가진 조직이 구성원들에게 긍정적인 영향을 미치게 된다는 의견과도부합하는 결과를 도출했음을 알 수 있었다. 검증결과 사회적 권리인 육아휴직제도는 직장의 환경이 매우 중요한 요인으로 작용을 하며, 일-가정균형만족과 가정친화적 조직지원인식, 가정친화적 상사지원인식의 효과를 검증한다는 것은 기존의 연구를 확장한다는학문적 함의를 가진다.
Abstract
In order to solve the social problem of birth rate reduction, this study is based on recent empirical and theoretical perspectives. In this paper, I propose new methods to increase an employee's desire to use the Paternity Leave policy, such as Work-Family Balance Satisfaction, Family-Friendly Perceived Organizational support and Family-Friendly Perceived Supervisor support. For this study, questionnaires were conducted on 69 female and male employees who are married and have children from the ages of 20 to 50. The results of the survey showed that Work-Family Balance Satisfaction has an effect on an employee’s inclination to use the Paternity Leave policy. In addition, the positive results of Family-Friendly Perceived Organizational support promote an increase in an employee’s inclination to use the Paternity Leave policy. Furthermore, the effectiveness of the Family-Friendly Perceived Supervisor support has been verified to control Work-Family Balance Satisfaction and Family-Friendly Perceived Organizational support This is consistent with the results of previous studies in which organizational culture has had a very important role in the decision to use paternity leave, and it is consistent with the opinion that an organization with a family-friendly environment has a positive impact on its members. The results of this study suggest that the paternity leave policy, which is a social right, is a very important factor in the workplace environment. It also verifies that the effects of Work-Family Balance Satisfaction, Family-Friendly Perceived Organizational support, and Family-Friendly Perceived Supervisor support are quite impactful in the decision to use the Paternity Leave policy.
참고문헌 (35)
- 김선미, "육아휴직과정에 관한 질적 사례 연구", 가족자원경영과 정책, 18(3), pp.21~40 (2014), 한국가족자원경영학회
- 김진욱, "여성근로자의 육아휴직과 근로지속성에 관한 실증연구", 사회복지정책, (33), pp.239~260 (2008), 한국사회복지정책학회[DOI]
- 김효선, "직장-가정 간 상호작용과 가족친화적 조직지원이 근로자의 조직몰입과 이직의도에 미치는 효과", 한국심리학회지: 산업 및 조직, 22(4), pp.515~540 (2009), 한국산업및조직심리학회[DOI]
- 배정연, "기혼직장여성의 출산의도 영향요인에 관한 연구", 21세기사회복지연구, 7, pp.131~150 (2010)
- 서재현, "의사결정참여 및 직업불안정성이 조직후원인식, 조직신뢰 및 역할 내 행동에 미치는 영향", 인사조직연구, 13(1), pp.173~198 (2005), 한국인사조직학회
- 전국가족조사 및 한국가족보고서, "여성부", ~ (2003)
- 원숙연, "여성정책의 실질적 기능화", 한국행정학회 학술발표논문집, pp.102~119 (2004)
- 원숙연, "일-가정양립지원정책을 둘러싼 수사(修辭)와 현실:출산휴가 및 육아휴직을 중심으로 한 탐색적 사례연구", 한국정책학회보, 14(2), pp.157~188 (2005), 한국정책학회
- 유희정, "남녀고용평등법", 한국여성개발원, ~ (2003)
- 이주희, "일과 가족의 양립은 어떻게 가능한가? -기업의 조직문화와 여성관리직 모성보호-", 가족과 문화, 15(3), pp.2~2 (2003), 한국가족학회
- Allen, T. D., "Family-supportive work environments : The role of organizational perceptions", Journal of vocational behavior, 58(3), pp.414~435 (2001)
- Argyris, C., "Understanding organizational behavior" (1960), Dorsey Press
- Aryee, S., "Rhythms of life : antecedents and outcomes of work-family balance in employed parents", Journal of applied psychology, 90(1), pp.132~139 (2005)
- Clarke, M. C., "The work‐family interface : differentiating balance and fit", Family and Consumer Sciences Research Journal, 33(2), pp.121~140 (2004)
- Crompton, R., "Gender Restructuring, Employment, and Caring", Social Politics : International Studies in Gender, State, and Society, 8(3), pp.266~291 (2001)
- Greenhaus, J. H., "The relation between work–family balance and quality of life", Journal of vocational behavior, 63(3), pp.510~531 (2003)
- Grover, S. L., "Who appreciates family-responsive human resource policies : The impact of family‐friendly policies on the organizational attachment of parents and non‐parents", Personnel psychology, 48(2), pp.271~288 (1995)
- Halpern, D. F., "Psychology at the intersection of work and family : recommendations for employers, working families, and policymakers", American psychologist, 60(5), pp.397~409 (2005)
- Hammer, L. B., "Development and validation of a multidimensional measure of family supportive supervisor behaviors(FSSB)", Journal of Management, 35(4), pp.837~856 (2009)
- Higgins, C., "Part‐time work for women: Does it really help balance work and family?. Human Resource Management: Published in Cooperation with the School of Business Administration", The University of Michigan and in alliance with the Society of Human Resources Management, 39(1), pp.17~32 (2000)
- Honeycutt, T. L., "Family friendly human resource policies, salary levels, and salient identity as predictors of organizational attraction", Journal of Vocational Behavior, 50(2), pp.271~290 (1997)
- Jahn, E. W., "Rationale and Construct Validity Evidence for a Measure of Perceived Organizational Family Support(POFS) : Because Purported Practices May Not Reflect Reality", Community, Work & Family, 6(2), pp.123~140 (2003)
- Leonard-Barton, D., "Wellsprings of knowledge: building and sustaining the sources of innovation" (1998), Harvard Business School Press
- Luthans, F., "Positive psychological capital : Measurement and relationship with performance and satisfaction", Personnel psychology, 60(3), pp.541~572 (2007)
- Manon, R., "Phase II trial of radiosurgery for one to three newly diagnosed brain metastases from renal cell carcinoma, melanoma, and sarcoma : an Eastern Cooperative Oncology Group study(E 6397)", Journal of Clinical Oncology, 23(34), pp.8870~8876 (2005)
- Mayer, R. C., "An integrative model of organizational trust", Academy of management review, 20(3), pp.709~734 (1995)
- Rhoades, L., "Perceived organizational support : a review of the literature", Journal of applied psychology, 87(4), pp.698~714 (2002)
- Robinson, S. L., "Violating the psychological contract : Not the exception but the norm", Journal of organizational behavior, 15(3), pp.245~259 (1994)
- Robinson, S. L., "Psychological contracts and OCB : The effect of unfulfilled obligations on civic virtue behavior", Journal of organizational behavior, 16(3), pp.289~298 (1995)
- Rousseau, D. M., "Psychologixal and implied contracts in organizations", Employee Responsibilities and Rights Journal, 8, pp.121~139 (1989)
- Ruggie, M., "The State and Working Women" (1984), Princeton University Press
- Thomas, L. T., "Impact of family-supportive work variables on work-family conflict and strain : A control perspective", Journal of applied psychology, 80(1), pp.6~15 (1995)
- Trice, H. M., "The cultures of work organizations" (1993), Prentice-Hall, Inc
- Valcour, M., "Work Based Resources as Moderators of the Relationship between Work Hours and Satisfaction with Work-Family Balance", Journal of Applied Psychology, 92(6), pp.1512~1523 (2007)
- Wanous, J. P., "The effects of met expectations on newcomer attitudes and behaviors : A review and meta-analysis", Journal of applied psychology, 77(3), pp.288~297 (1992)