일-가정 상호작용과 참살이(well-being)와의관계: 긍정의 역할 (The Work-Family Interface and Its Relation to Well-Being:The Role of Positivity)

서지정보

· 발행기관 : 한국인사조직학회
· 수록지 정보 : 인사조직연구 / 21권 / 3호 / 371 ~ 410페이지
· 저자명 : 이명신

초록

여성의 노동시장 진입 활성화, 맞벌이 가족의 확대, 삶에 대한 가치관 변화 등으로일과 삶의 균형에 대한 관심이 높아지고 있다. 본 연구는 일-가정 갈등뿐만 아니라촉진의 측면까지 고려하여 어떻게 하면 구성원들이 겪는 갈등은 최소화하고 촉진은극대화하여 삶의 질과 성과를 향상시킬 수 있을지에 대해 연구하였다. 갈등을 중심으로한 부정적 관점의 연구 편향성을 보완하기 위해 POB(Positive Organizational Behavior)관점에서 일-가정 상호작용의 긍정적인 선행요인과 결과요인을 탐색하였다. 이를 위해국내 금융 및 제조업에 종사하는 8개 조직의 남녀 화이트 칼라를 대상으로 일-가정상호작용에 대해 설문조사하였다.
연구 결과, 긍정적 정서는 일이 가정생활에 미치는 갈등(Work-to-Family Conflict:WFC)과 가정생활이 일에 미치는 갈등(Family-to-Work Conflict: FWC)은 감소시키고,일이 가정생활에 미치는 촉진(Work-to-Family Facilitation: WFF)과 가정생활이 일에미치는 촉진(Family-to-Work Facilitation: FWF)은 증가시키는 것으로 나타났다. 사회적지원의 경우 차별적 기능론에 따라 일영역에서의 조직지원은 WFC를 감소시키고 WFF를증가시키는 것으로 나타났다. 일 이외의 영역에서의 가족지원은 FWF에 유의한 영향을미쳤으나, FWC가 감소할 것이라는 가설은 지지되지 않았다. 일-가정 갈등과 일-가정촉진도 차별적 기능론을 고려하여 구성원의 직무만족, 가정만족, 생애만족에 영향을미치는 것으로 나타났다. 먼저, FWC가 높을수록 직무만족은 줄어들고, FWF가 높을수록직무만족은 높아졌다. 반면, WFC는 가정만족을 감소시키고 WFF는 가정만족을 향상시키는 것으로 나타났다. 또한, WFC와 FWC가 높으면 생애만족은 감소하였다. WFF는생애만족에 유의한 영향을 미쳤으나, FWF와 생애만족간의 관계는 유의하지 않게 나타났다. 이러한 결과를 바탕으로 연구의 시사점, 한계 및 향후과제를 제시하였다.

영어초록

The work-family balance has become increasingly important as an area for serious academic study. Governments and institutions are wrestling with how best to adapt to a growing female labor force and the prevalence of dual income families, along with the related life value changes brought about by these socio economic shifts. Spurred on by these trends, research on work-family balance, defined as low levels of work-family conflict in combination with high levels of work-family facilitation, tends to focus on addressing quality of life issues as they affect employee performance.
The purpose of this study is to identify how to improve employees’ quality of life and performance through minimizing conflict and maximizing facilitation, by considering work-family conflict and work-family facilitation in detail.
After two decades of work–family literature dominated by the conflict perspective, there is increasing impetus for exploring the positive interaction between work and family roles. Recent research in the emerging fields of positive psychology and Positive Organizational Behavior (POB)reflects the increasing recognition of the positive aspects of individuals in organizations. Fredrickson’s (2001) broaden-and build theory states that experiences of positive emotions broaden people’s momentary thought-action repertoires, which in turn serves to build their enduring personal resources,ranging from physical and intellectual resources to social and psychological resources. In an effort to redress the balance of organizational research toward a POB perspective, this study explored the positive antecedents and outcomes of the work-family interface. This study further used the discriminant function in evaluating the relationship of variables, because for each direction of conflict and facilitation, antecedents exist in the originating domain of the conflict whereas the outcomes exist in the receiving domain (Frone et al., 1997; Wayne et al., 2004).
This study proposes the following hypotheses, marking antecedents and outcomes as work family conflict (WFC), family work conflict (FWC), work family facilitation (WFF), and family work facilitation (FWF):H1: Positive Affectivity is negatively related to WFC and FWC and positively related to WFF and FWF.
H2: Social Support (Organizational Support) is negatively related to WFC and positively related to WFF.
H3: Social Support (Family Support) is negatively related to FWC and positively related to FWF.
H4: FWC is negatively related to Job Satisfaction and FWF is positively related to Job Satisfaction.
H5: WFC is negatively related to Family Satisfaction and WFF is positively related to Family Satisfaction.
H6: WFC and FWC are negatively related to Life Satisfaction and WFF and FWF are positively related to Life Satisfaction.
Using hierarchical regression analysis on survey data on the relationship between the work-life interface and its antecedents and outcomes collected from ____ white collar workers from eight banking and manufacturing companies, the study results generally supported our theoretical predictions.
First, positive affectivity was related to less work-family conflict (WFC, FWC) and greater work-family facilitation (WFF, FWF). Positive affectivity significantly predicted the degree of conflict and facilitation experienced. Thus, employees’ levels of conflict and facilitation are not only a function of work and family circumstances, but also reflect individuals’ contributions.
Second, organizational support at work was related to less WFC and greater WFF. Family support outside of work was related to greater FWF, whereas family support outside of work was not related FWC contrary to expectations. It seems that family support still does not help resolve FWC in Korean workers’ experience. However the results demonstrated that organization or family-led social support is helpful in reducing work-family conflict and enriching work-family facilitation, by and large.
Third conflict and facilitation between work and family had a significant effect on employees’wellbeing in general (i.e., job satisfaction, family satisfaction, life satisfaction). FWC was negatively related to job satisfaction and FWF was positively related to job satisfaction. WFC was negatively related to family satisfaction and WFF was positively related to family satisfaction. WFC and FWC were negatively related to life satisfaction and WFF was positively related to life satisfaction. Only FWF failed to have a statistically significant impact on life satisfaction. Although FWC had a significant direct effect on life satisfaction, FWF had no such an effect on life satisfaction. Conflict and facilitation were shown to be orthogonal rather than opposite constructs, however. These findings suggest that it is important for organizations to develop means to reduce conflict and also to enhance facilitation.
Kirchmeyer (1992) warned that “researchers who set out to investigate only the negative outcomes are likely to find them, rather than the positive ones”. Findings of this study support her assertion and illustrate the importance of studying work-family facilitation. By considering both conflict and facilitation in organizational research, this study may better capture a more complete picture of the work-family interface. Discovering the role of positive affectivity and social support as well as the role of facilitation in the work-family interface does not reduce the responsibility of organizations or public policy to help employees balance their work and family lives. Organizational interventions and structural changes are still very important. Corporate organizations should build family-friendly policies and conflict-diminishing cultures while promoting facilitation if they are to consider the powerful influence of work to family in the work-family interface.

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