외식기업 직원의 직장-가정 문화, 직장-가정 갈등, 그리고 철회행동과의 관계연구

A study on the relationship between work-family culture, work-family conflict, and withdrawal behavior: the moderating effect of work-family segmentation preference

In this study to investigate the effect of work-family culture on work-family conflict and withdrawal behavior, and the moderating effect of work-family segmentation preference. We surveyed the questionnaire by self-reported survey among employees and data was collected through mobile Google survey from 600 employees, Republic of Korea from Feb 17 to Mar 8, 2020, And final data of 551 samples was analyzed, using SPSS 21.0 and Amos 24.0. As a result of the structural model, H1-3: work-family culture(managerial support) on work-family conflict as supported H1-6: family-work culture(organizational time demands) on family-work conflict as supported. And, H2-1: work-family conflict on withdrawal behavior as supported, H2-2: family-work conflict on withdrawal behavior as supported. And, the moderating effect of H3-3: work-family segmentation preference(organizational time demands) on work-family conflict as supported and H3-6: work-family segmentation preference(organizational time demands) on family-work conflict as supported. This study has the following implications. First, In previous studies, demographic factors were used as a control variable in the work-family conflict, but work-family separation preference used by this study play an important role in future studies. Second, work-family conflict was found to have a greater effect on withdrawal behavior than family-work conflict.