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가정 친화적 업무환경이 일-가정균형만족에 미치는 영향에 관한 연구－심리적 자본의 매개효과를 중심으로－

A Study on the Effects of Family-Friendly Work Environment on Satisfaction with Work-Family Balance: Focused on the Mediating Effects of Psychological Capital

김현근|안성익
한국산업경영학회 (Korean Association Of Industrial Business Administrarion)|2016.11|경영연구 (Journal of Business Research)|제31권 제4호|pp. 27-62|DOI 10.22903/jbr.2016.31.4.27

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참고문헌

키워드

심리적 자본Psychological Capital일-가정균형만족Satisfaction with Work-Family Balance가정 친화적 업무환경가정 친화적 조직지원가정 친화적 상사지원Family-Friendly Work EnvironmentFamily-Friendly Perceived Supervisor SupportFamily-Friendly Perceived Organizational Support
주제분류경영학

초록

노동시장을 비롯한 경영환경의 변화로 인해 일-가정 갈등에 기인한 여러 가지 문제점이 대두되었고, 많은 학자들과 실무자들이 일-가정 균형의 회복을 위해 다양한 노력을 기울였지만, 기존의 일-가정 이슈에 관한 선행연구들은 일-가정갈등을 중심으로 갈등을 감소시키기 위한 물리적 자원의 확보에 초점을 두고 있을 뿐, 주어진 여건속에서 구성원들의 태도를 개선시키고 성과를 향상시킬 수 있는 방안에 대한 관심이 부족하였다. 이에, 본 연구에서는 일-가정균형만족의 개념적 중요성을 강조하고, 선행요인으로서 가정 친화적 조직지원, 상사지원과 같은 조직특성요인의 영향을 확인하며, 이들 관계에서 심리적 자본의 역할을 검증함으로써 일-가정 이슈와 관련된 문제를 해결하는데 기여하고자 하였다. 이를 위해, 기혼 직장인 353명을 대상으로 설문조사를 실시하였으며, 분석결과 가정 친화적 업무환경은 일-가정균형만족을 증진시킬 수 있는 긍정적인 요인임을 확인할 수 있었고, 심리적 자본이 가정 친화적 조직지원과의 관계는 부분매개를, 가정 친화적 상사지원과의 관계에서는 완전매개 역할을 하고 있음을 알 수 있었다. 이상의 결과를 통해 본 연구는 일-가정균형만족의 중요성을 강조하고 가정 친화적 업무환경을 조성해야 할 필요성과 구성원들의 심리적 자본 강화의 필요성을 확인하는 등 학문적 의의를 가지며, 조직의 구성원들의 일-가정이슈에 대한 관리 필요성을 제시하고 가정 친화적 업무환경을 조성해야할 필요성을 제시하는 등 실무적 의의를 가진다. 결론에서는 연구의 한계점을 밝히고 향후 연구방향에 대해 논의하였다.

Abstract

Even though a number of efforts from many researchers and practitioners have been made to improve work-life balance due to the fact that change of management environment including labor market causes various problems, most of the previous researches have not considered the solutions that improve the attitude of organizational members and their performances, but focused on securing the physical resources to reduce the conflicts arising from the issues of work-life balance. To contribute to solve the problems related to work-life issue, this research makes an emphasis on conceptual importance of satisfaction with work-life balance, identify the organizational characteristics (i.e., family-friendly perceived organizational support and family-friendly perceived supervisor support) as the antecedents, and verify the role of psychological capitals in the relationships between the antecedents and satisfaction with work-life balance. This research uses survey data from 353 married workers, and the results of analysis indicates that family-friendly perceived work environment is the positive factor which can improve satisfaction with work-life balance. Also, it reveals that psychological capital's partial mediation effect on the relationship between the dependent variable with family-friendly perceived environment and complete mediation effect on the relationship with family-friendly perceived supervisor support. Based on that results, this research has both academic implications (i.e., it emphasizes the importance of satisfaction with work-life balance and necessity of creating family-friendly perceived environment and reinforcing psychological capital of organizational members) and practical implications (i.e., it suggests the necessity of managing work- life issue of their organizational members). We discusses the limitations of this research and the directions of future studies.

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