부부경찰공무원의 직무태도에 관한 연구

A Study on Job Attitude among Married Police Officer Couples

경찰조직 내 부부경찰공무원의 비율이 증가하고 있다. 이들은 부부 각자의 직무태도 뿐만 아니라 몸담고 있는 조직과 동료들에게 어떠한 형태로든지 영향을 주고받을 것이다. 따라서 부부경찰공무원들의 직무태도에 영향을 미치는 변수들은 어떤 것이 있으며, 관련된 변수들이 이들에게 어떻게 영향을 미칠 것인가를 학문적 관점에서 분석하는 것은 큰 의미가 있는 작업일 것이다. 이 연구의 주요 목적은 실증분석을 통하여 부부경찰공무원의 직무태도 영향요인 탐색에 있으며, 크게 개인적 차원(① 배우자 지원, ② 역할갈등, ③ 일-가정 양립인식)과 조직적 차원(① 조직적 지원-상관의 지원, ② 가족친화적 조직문화를 포함한 조직문화, ③ 조직의 양성평등 인식)으로 구분하여 살펴보았다. 분석결과, 부부경찰관들은 배우자가 일에 대한 존중을 해주는 경우(β=.354, p<.01)와 조직의 양성평등 인식이 높은 경우(β=.234, p<.05)에 감정몰입에 영향을 미치는 것으로 나타났으며, 배우자의 가사분담(β=.363, p<.01)과 상관의 지원((β=.250, p<.05)이 지속적 몰입에 정(+)적 영향을 미치는 것으로 조사되었다. 또한 배우자가 내 일을 존중(β=.351, p<.01)해줄수록, 가족친화적 조직문화(β=.302, p<.01)에 대한 인식이 강할수록 규범적 몰입이 높은 것으로 조사되었다. 경찰조직 내 부부경찰의 비율은 최근 급격히 증가추세이며 향후에도 증가가 예상된다. 따라서 조직 내 인사 배치 상 고려가 필요하고, 이들이 조직의 생산성을 높일 수 있도록 하는 정책의 필요성도 나날이 부각되고 있다. 앞으로도 부부경찰공무원의 직무태도 영향변수와 결과변수에 대한 다양한 논의와 지속적인 검증을 통하여 종합적인 인적관리방안이 모색되어야 할 것이다.

The job relationship of married police officer couples who have already attained a considerable level of involvement in the police organization will affect their spouse’s job attitude, and will eventually influence their colleagues and the organization in any way. For these reasons, it would be very meaningful to analyze what variables affect the job attitude of the married police officer couples and how the related variables affect them academically. The main purpose of this study was to investigate the influencing factors of the job attitude of the married police officers. For this purpose, it applied two levels of approach: individual and organizational. Individual level was categorized by three parts: support by their spouse, role conflict, and perception on work-family balance. Organizational balance consisted of three parts: support by organization or supervisors, organizational culture including family-friendly culture, and organizational perception on gender equality. The result showed that emotional commitment was influenced by spouse s respect for work (β=.354, p<.01) and higher perception of gender equality in organization (β=.234, p<.05). In addition, division of household labor(β=.363, p<.01) and support by supervisor(β=.250, p<.05) had a positive effect on the persistent commitment. Also, the more their spouse respect for their work(β=.351, p<.01) and the stronger they perceived family-friendly organizational culture(β=.302, p<.01), the higher normative commitment they showed. There was no statistically significant difference in the organizational commitment between the groups of married police officer couples and of those who were not. However, there was a significant difference in familyfriendly organizational culture and perception on gender equality. Married police officer couples perceived that the organizational culture of the police was low level of family-friendly organizational culture and that perception on gender equality was relatively lower than others. The proportion of married police officer couples has increased rapidly in recent years and is expected to increase in the future. Therefore, it is necessary to consider the personnel placement in the organization, and there is a need for policies that enable them to increase the productivity of the organization. Unlike the Unites States where research on these issues are actively conducted, research on the same issue in Korea is at an early stage. Therefore, there should be various discussions on the influencing factors of the police officers job attitude and the outcome variables, and a comprehensive human resource management plan should be sought through continuous verification in the future.