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가족친화 프로그램의 인지와 조직몰입 및 도움행동의 연관성: 중소기업 혈연문화의 조절효과

An Empirical Study on the Influence of Family Friendly Programs on the Organizational Commitment and Helping Behavior, and the Moderator Roles of Perceived Clan Culture

이미현|오민정|정진철
한국기업경영학회 (Korean Corporation Management Association)|2013.12|기업경영연구 (Korean Corporation Management Review)|제20권 제6호|pp. 85-105

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참고문헌

키워드

조직몰입Organizational Commitment일과 삶의 균형Work-Life Balance가족친화제도도움행동Helping BehaviorClan Culture혈연문화Family-Friendly Practices
주제분류경영학

초록

본 연구는 최근 관심 대상이 되고 있는 종업원이 인지하는 일과 삶의 균형제도의 일환으로 적용하고 있는 가족친화제도의 효과성을 확인하는데 목적을 두고 있다. 우수 여성인력을 유치하고 일과 삶 균형을 이루기 위한 가족친화제도는 국가차원에서 적극적 추진되고 있지만 실제로 기업차원에서 효과성에 대한 증거는 충분히 제시되지 못하고 있다. 특히 중소기업은 대기업과 달리 직접비와 관련된 비용지출에 급급하고, 여유자원이 충분하지 않아 복지차원에서 추진되는 가족친화제도 도입 및 실행의 어려움을 가지고 있다. 따라서 본 연구는 중소기업 종업원들이 가족친화제도를 회사가 도입하고 활용하는 사실의 인지가 높으면 조직몰입이나 도움행동에 영향을 미칠 것인지, 특히 다양한 조직문화 유형 가운데 혈연조직문화가 이들 변수들 간 관계를 조절할 수 있는지를 파악하고자 한다. 뿐만 아니라 가족친화제도 인지 정도가 조직몰입을 매개하여 도움행동을 가져올 수 있는 가능성을 파악하고자 한다. 측정 방법론적으로 기존 연구들은 가족친화제도를 번들로 측정한 반면, 본 연구는 탄력근무시간 관련과 육아 및 가족지원제도로 세분화 하여 이들의 상대적 영향력을 파악하는데 의의가 있다. 중소기업 종업원들 대상으로 실증분석 결과 탄력근무시간제보다는 육아 및 가족지원제도 지원이 도입되고 활용되고 있다고 인지할수록 조직몰입과 도움행동에 긍정적 영향을 미치고 있다. 또한 혈연문화의 강도가 클수록 육아 및 지원제도가 조직몰입에 긍정적 영향을 미치고 있다. 본 연구결과를 통해 중소기업 종업원의 조직몰입과 도움행동을 활성화시키기 위해서는 많은 가족친화제도중에서도 자신의 조직문화에 적합한 지원제도를 채택하여 적극적으로 활용할 필요가 있으며 특히 고성과 조직이 되기 위해서는 혈연중심의 가족주의적 문화에 대한 정체성을 강화시킬 필요가 있음을 제시한다.

Abstract

Although research has examined work-life (family) balance issues and organizational support for employees’ family responsibilities, few research has examined the effect of family-friendly practices in the small-sized organizations on the organizational commitment and helping behavior. The current research explore married employees’ perceptions of how much their company has provide the family- friendly programs for employees to examine the relationships with the organizational commitment and helping behavior. There are two theoretical streams of reciprocal exchange and enrichment approach to explain the relationship between FFPs and employee attitudes and behavior. More specifically, social exchange theory suggest that if company provides the FFPs, employees should be perceive it as organizational support and turn their authentic effort and positive job attitudes. Second, enrichment approach suggest that the perceived benefits of FFPs will enhance the sense of fulfillment which will impact on the positive attitudes. There are much attempts to verify the relationship between the HR practices and employee attitudes. Seminal evidence suggest that high-commitment HR practices may enhance the positive employee attitudes and behavior, and family friendly practices are considered as similar coins with one of high-commitment HR system. So far previous research has shown mixed arguments. Research have found that firm’s work-family programs are generally positively related to productivity and employee attitudes; however, other scholars have found that HR program or institutionalizatioin alone have no effect on employee attitudes or behavior. Therefore, future studies were asked to how specific organizational culture can intervene the relationship between FFPs and employee attitudes or behaviors. The present study has attempted to investigate the relationships among FFPs, organizational commitment, and helping behavior. Also it has aim to identify the moderator role of the clan culture between the FFPs and organizational commitment. The evidence in the literature suggests that it was no the FFPs but the perceptions of FFPs regarding those practices that actually affected employee attitudes and behavior. Also it is important to actual perceived culture rather than the HR practice itself that influenced the utility perception and actual usage of FFPs. Based on the literature reviews and previous research findings, this research proposed the research model of the effects of FFPs on the organizational commitment and helping behavior, and hypothesized that (1) family friendly practices or programs have influence on the employee attitudes; however, flexible work arrangements are not related with the employee attitudes, (2) perceived clan organizational culture will be moderate the relationship between FFPss and employee attitudes. The sample comprised of small and midium sized enterprises located in G metropolitan area. The descriptive statistics depicted a significant positive correlations between FFPs, organizational commitment, and helping behaviors. Also hierarchial regression analyses showed that the perception of FFPs in terms of family and child caring was the significant predictor of organizational commitment and helping behavior. This evidence provide implication to the HR personnel that it must be considered the family and child caring FFPs as the most significant predictor of organizational effectiveness. Furthermore, hierarchial moderated regressions suggest an interaction effect between FFPs and clan organizational culture to increase level of organizational commitment. Finally, organizational commitment has a mediator role between family and child caring FFPs and helping behavior. As with all research, this study has some limitations in terms of cross-sectional self-report data, common-method variance which may inflate relationships and causality. It is asked more developed conceptual propositions and research model in future research.

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