여성관리자들의 직무태도에 영향을 미치는 여성친화적 인적자원관리에 관한 연구
The Effects of Women-Friendly HRM on Women Managers' Job Attitudes
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초록
본 연구의 목적은 여성관리자들의 직무태도에 영향을 미치는 인적자원관리 특성에 관하여 분석하는 데 있다. 이를 위하여 본 연구는 여성정책연구원이 수집한 2008 여성인력 패널자료에 포함된 여성관리자 1,739명의 설문자료를 분석에 사용하였다. 본 논문의 연구결과는 다음과 같다. 첫째, 여성친화적 인사제도가 잘 시행될수록 여성관리자들의 직무만족 수준이 높아지는 것으로 나타났다. 둘째, 인적자원관리의 공정성은 여성관리자들의 직무만족 및 조직몰입의 수준을 높이는 것으로 나타났다. 셋째, 인적자원관리와 관련된 커뮤니케이션은 여성관리자들의 직무만족 및 조직몰입의 수준을 높이는 것으로 나타났다. 넷째, 여성관리자들의 인적자원개발 참여수준이 높을수록 조직몰입이 커지며, 인적자원개발에 대한 노력을 많이 할수록 그들의 직무만족 및 조직몰입의 수준이 높아지는 것으로 나타났다. 마지막으로, 연구결과에 대한 이론적․실무적 시사점이 논의되었다.
Abstract
This study examined the effects of women-friendly human resource management (HRM) on women managers' job attitudes. Job attitudes included job satisfaction and organizational commitment. To test hypotheses, this study analyzed the panel data of collected from 1,739 women managers of the Female Workforce Panel Data 2008 gathered by KWDI (Korean Women's Development Institute). Results were as follows: (1) A firm's execution level of women-friendly HR system was positively related to women managers' job satisfaction; (2) A firm's justice level of HRM was positively related to women managers' job satisfaction and organizational commitment; (3) The supervisors' justice level of HRM was positively related to women managers' job satisfaction and organizational commitment; (4) A firm's communication level in HRM was positively related to women managers' job satisfaction and organizational commitment; (5) The women managers' level of HRD participation was positively related to their job satisfaction; and (6) The level of women managers' participation efforts for HRD was positively related to their job satisfaction and organizational commitment. Finally, the theoretical and practical implications of the results were discussed.
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