일-가정 갈등 맥락에서 개인차 요인의 역할에 대한 실증연구: 일 중심 성향(Work Centrality)의 주 효과와 조절효과 (An Empirical Study on the Moderating Role of Work Centrality in the Context of Work-Family Conflict)

서지정보

· 발행기관 : 한국인사조직학회
· 수록지 정보 : 인사조직연구 / 22권 / 3호 / 33 ~ 61페이지
· 저자명 : 박상언

초록

지금까지 일-가정 갈등과 관련하여 그 선행 영향요인과 결과에 대한 많은 연구 성과들이 축적되어 왔다. 하지만 조사대상자의 인구통계적 조건 이외의 다른 개인차 요인이 일-가정 갈등 맥락에서 어떠한 역할을 수행하는 지를 살펴본 연구는 드물었다고 할 수 있다. 이러한 취지에서, 본 연구에서는 일-가정 갈등 경험에 영향을 미칠 수 있는 개인차 요인으로서 조직 구성원이 가진 ‘일 중심 성향’(work centrality)이 조직 및 직무관련 태도에 미치는 주 효과와 조절효과에 대해 주목해 보고 있다. 293명의 사원들에 대한 설문조사 결과를 분석한 결과, 먼저 일 중심 성향은 응답자의 직무만족과 조직몰입에 대해 정(+)의 관계를, 그리고 이직의향에 대해서는 부(-)의 관계에 있음을 확인할 수 있었다. 또한 양방향의 일-가정 갈등이 조직몰입 및 이직의향에 미치는 영향관계에 있어서 일 중심 성향은 예상했던 완충적 조절효과를 나타내었다. 즉 일 중심 성향이 큰 사람일수록 일 영역에서 비롯된 갈등인 일>가정 갈등(work interfering family)이 조직몰입에 미칠 수 있는 부(-)의 영향이 완화되어 나타난 반면, 일 중심 성향이 작은 사람에게서는 가정 영역에서 비롯된 갈등인 가정>일 갈등(family interfering work)의 부정적 영향이 완화되어 나타났다. 또한 가정>일 갈등과 이직의향 간의 관계에서도 일 중심 성향이 작은 사람들에게서 이러한 완충적 조절효과가 관찰되었다. 이러한 본 연구의 분석결과는 개인차 요인인 일 중심 성향에 따라 조직 관련 태도에 대해 미치는 일-가정 갈등의 영향이 사람마다 다소 다르게 지각될 수 있음을 시사해 준다. 이러한 분석결과가 함의하는 시사점과 연구의 한계, 그리고 향후 연구과제가 토론되었다.

영어초록

In recent decades, increasing attention has been focused on the interface between an employee’s work requirements and family demands. As a result of these competing demands, interference can occur between the work and family domains, giving rise to work-family conflict (WFC), commonly defined as a form of inter-role conflict in which participation in one role conflicts with another role. It has been argued that WFC is bi-directional: work can interfere with family (referred to as work interfering family, or WIF) and family can interfere with work (referred to as family interfering work, FIW). To date, numerous studies have shown that WFC relates to important individual and organizational problems such as absenteeism, decreased organizational commitment, and decreased job, family and life satisfaction.
Until now, much scholarly effort has focused investigating the antecedents and consequences of WFC, and most research has concentrated on the job-situational and demographic variables. Although a few scholars have considered the importance of work/family roles in their research model, a key concept that has not been examined comprehensively is the role that individual value judgments of work versus family play in the context of WFC.
The main research question of this study is therefore to examine the specific role played by work centrality as an individual difference in the relationship between WFC and organizationally-related outcomes. Work centrality can be defined as the belief that individuals have regarding the degree of importance that work plays in their lives. When individuals generate strong work-related values, they tend to place priority on the work domain and work becomes a central activity in their lives.
It is very likely that individuals can have strong ties to work or family that could impact their job attitudes and behaviors. It is also plausible that individuals who value work over family or family over work might react differently to the WFC they experience and the consequences of that conflict. For example, individuals who value the work role overthe family role are likely to attribute the cause of WFC to the family role. Because they identify with their work role, they tend to see the less valued domain, and not the job or organization, as the cause of conflict. As a result, the negative impact of WIF on the job and organizational attitudes should be less pronounced for individuals who value work more than family. Conversely, individuals who have stronger ties to their family role than to their work role are likely to attribute the cause of WFC tothe work role, because they are likely to blame the conflict on the less valued aspect of their life, their work domain. It might therefore be expected that the negative impact of FIW on job attitudes and organizational outcomes should be less pronounced for individuals who value family more than work.
In order to confirm these logical inferences empirically, we designed a research model on the main and moderating effects of work centrality on an employee’s job and organizational-related attitudes. Specifically, the purposes of this study were twofold. First, we aimed to examine the main effects of work centrality on an employee’s job attitudes. Second, we sought to investigate the role of work centrality as a moderating effect on the relationships between WFC and employees’ job attitudes.
To investigate these research questions empirically, data were collected from 293 employees of a manufacturing firm and a series of hierarchical regression analyses were used to test hypotheses. Findings are as follows. First, work centrality was positively related to employees’ job and organizational-related attitudes such as job satisfaction and organizational commitment, and was negatively related to their turnover intention. Moreover, as expected in the hypotheses, the moderating effects of work centrality were observed in the relationships between WFC and organizationally-related attitudes such as organizational commitment and turnover intention. When work centrality was high, it served as a type of buffer against the negative effect of WIF whereas it attenuated the negative impact of FIW when work centrality was low.
We believe that a key contribution of this study is the investigation of individual value differences such as work centrality, and of how this variable affects individual reactions in the context of WFC. In particular, in going beyond prior research that measured and analyzed only the WIF dimension, this study examined the main and moderating effects of work centrality in the context of bi-directional dimensions of WFC: that is, both WIF and FIW. We also discussed implications of the findings of this study for the management of organizations and for future research directions.

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