본 연구는 일-가정 및 가정-일 전이 간의 개념을 더 명확히 밝히고 유자녀 여성의 경력열망에미치는 요인을 실증적으로 규명하고자 하였다. 동시에, 가족의 지지와 기업 내의 일-가정양립 제도가 어떠한 영향을 미치는지 추가적으로 분석하였다. 이를 위해 한국여성정책연구원의 6차년도(2016) 여성관리자패널 중 유자녀 정규직 여성 근속자 369명의 데이터를 활용하였다. 분석 결과, 긍정적 가정-일 전이 인식과 부정적 일-가정 전이 인식은 여성근로자 경력열망을 증가시키는 것으로 나타난 반면, 부정적 가정-일 전이 인식은 여성근로자 경력열망을 감소시키는 것으로 나타났다. 또한, 가족의 지지는 일-가정 전이 인식과 경력열망 간 관계에 부분적으로 정(+)의 조절효과를, 일- 가정 양립제도의 경우 부정적 일-가정 전이 인식에만 정(+)의 조절효과를 가지는 것을 확인하였다.
According to women’s lack of entry into senior positions, this study focuses on ‘Career Aspiration’, which is one of the essential factors for female workers to become high-level positions in the organization. In particular, female workers with children are known to have weaker career aspirations. In this study, we focused on the work-family spillover which explains the work-family interaction to find the key factors of low aspiration. Also, the effect of family support and the work-family balance policies was included to widen the research of key factors as well. For analysis, data of 369 full-time female employees with children among the 6th year(2016) Korean Women Manager Panel from the Korean Women’s Development Institute were used, and the results are as follows. First, the recognition of positive family-work spillover and negative work-family spillover increased female workers’ career aspirations, and negative family-work spillover recognition decreased female workers’ career aspiration. Second, family support partially had a positive moderating effect on the relationship between work-family spillover recognition and career aspiration. In the case of a work-family balance policies, a positive moderating effect occured only on the negative work-family transfer recognition. In conclusion, this study clarifies the concepts between work-family and family-work spillover more clearly, and empirically identifies factors affecting women’s career aspirations.