일-가정 상호작용과 참살이(well-being)와의 관계

Work-family interface and its relations to well-being: The role of positivity

여성의 노동시장 진입 활성화, 맞벌이 가족의 확대, 삶에 대한 가치관 변화 등으로 일과 삶의 균형에 대한 관심이 높아지고 있다. 본 연구는 일-가정 갈등뿐만 아니라 촉진의 측면까지 고려하여 어떻게 하면 구성원들이 겪는 갈등은 최소화하고 촉진은 극대화하여 삶의 질과 성과를 향상시킬 수 있을지에 대해 연구하였다. 갈등을 중심으로 한 부정적 관점의 연구 편향성을 보완하기 위해 POB(Positive Organizational Behavior) 관점에서 일-가정 상호작용의 긍정적인 영향요인과 결과변수를 탐색하였다. 이를 위해 국내 금융 및 제조업에 종사하는 8개 조직의 남녀 화이트 칼라를 대상으로 일-가정 상호작용에 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 일에 미치는 촉진(Family-to-Work Facilitation: FWF)은 증가시키는 것으로 나타났다. 사회적 지원의 경우 방향성을 고려하여 일영역에서의 조직지원은 WFC를 감소시키고 WFF를 증가시키는 것으로 나타났다. 일 이외의 영역에서의 가족지원은 FWF에 유의한 영향을 미쳤으나, FWC가 감소할 것이라는 가설은 지지되지 않았다. 일-가정 갈등과 일-가정 촉진도 방향성을 고려하여 구성원의 직무만족, 가정만족, 생애만족에 영향을 미치는 것으로 나타났다. 먼저, FWC가 높을수록 직무만족은 줄어들고, FWF가 높을수록 직무만족은 높아졌다. 반면, WFC는 가정만족을 감소시키고 WFF는 가정만족을 향상시키는 것으로 나타났다. 또한, WFC와 FWC가 높으면 생애만족은 감소하였다. WFF는 생애만족에 유의한 영향을 미쳤으나, FWF와 생애만족간의 관계는 유의하지 않게 나타났다. 이러한 결과를 바탕으로 연구의 시사점, 한계 및 향후과제를 제시하였다.

As female labor market grows, dual income families increase, and life values change, work-life balance is becoming a major issue. This study considered not only work-family conflict but also work-family facilitation and studied how to improve employees' quality of life and performance through minimizing conflict and maximizing facilitation. From Positive Organizational Behavior(POB) perspective, it was explored the positive antecedents and outcomes of work-family interface. It is aimed to rectify skewed traditional organizational research toward negative aspects of organizational phenomena and solving. Using white-collars working for 8 banking and manufacturing companies, it was investigated the relationship between work-life interface and its antecedents and outcomes. Results of the present study are as follows. Firstly, positive affectivity was related to less work-life conflict(WFC, FWC) and greater work-life facilitation(WFF, FWF). Secondly, organizational support at work was related to less WFC and greater WFF. Family support at nonwork was related to greater FWF, whereas was not related FWC contrary to expectations. Thirdly, in general, conflict and facilitation between work and family had significant effect on employees' well-being(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. FWF did't have significant effect on life satisfaction. Conflict and facilitation were shown, however, to be orthogonal rather than opposite constructs. It is important not only for organizations to develop means to reduce conflict but also to enhance facilitation. Discovering the role of positive affectivity and social support, and facilitation of work-family interface does not reduce the responsibility of organizations or public policy in helping employees balance their work and family lives. Organizational interventions and structural changes are still very important. It is effective that person and structure are changing simultaneously. Corporate organizations should build family-friendly policy and culture for less conflict and greater facilitation considering work-to-family much more than family-to-work influence.