ISSN : 1229-0696
This study examines whether work-to-family conflict mediation hypothesis is adequate to explain the process of family friendly management(i.e., family friendly policies & programs and organizational culture) to increase affective organizational commitment and to decrease turnover intention of employees. The findings based on the data from 1,767 Korean workers showed that work-to-family conflict partly mediated the effects of family friendly policies & programs and organizational culture on affective organizational commitment and turnover intention. However, the size of the indirect effect through work-to-family conflict was very small compared to the direct effect of family friendly management, which suggests a need for alternative mechanism to understand the effects of family friendly management. Still, work to family conflict seems to be important in order to understand the process because it showed considerable direct effect on turnover intention. The findings were interpreted within the framework of social exchange theory and symbolic action perspective.
강우란, (2006) 경영의 새 화두: 일과 생활의 균형(WLB), CEO Information
대한상공회의소, (2006) 가족친화경영 현황과 개선과제, 대한상공회의소
이요행 ; 방묘진 ; 오세진, (2005) 가족친화적 조직문화가 조직몰입, 직장만족, 이직의도, 그리고 가정만족에 미치는 영향: 직장-가정 갈등의 매개효과를 중심으로, 한국심리학회지: 산업 및 조직
Allen,T.D, (2001) Family-supportive work environments: The role of organizational perceptions, Journal of Vocational Behavior
Anderson, S. E., (2002) Formal organizational initiatives and informal workplace practices: Links to work-family conflict and job related outcomes, Journal of Management
Arthur, M.M, (2003) Share price reactions to work-family initiatives: An institutional perspective, Academy of Management Journal
Batt, R., (2003) Human resources practices as predictors of work -family outcomes and employee turnover, Industrial Relations
Baltes, B. B., (1999) Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria, Journal of Applied Psychology
Bragger, J. D., (2005) Work-family conflict, work-family culture, and organizational citizenship behavior among teachers, Journal of Business and Psychology
Casper, W. J., (2004) Work-life benefits and job pursuit intentions: The role of anticipated organizational support, Journal of Vocational Behavior
Cheung, G. W., (2008) Testing mediation and suppression effects of latent variables, Organizational Research Methods
Conger,A, (1974) revised definition for suppressor variables: A guide to their identification and interpretation, Educational and Psychological Measurement
Cramer,D, (2003) A cautionary tale of two statistics: Partial correlation and standardized partial regression, Journal of Psychology
Chiu, W. C., (2001) The differential effects of work- and family- oriented women-friendly HRM on OC and OCB: The case for single female employees in Hong Kong, International Journal of Human Resource Management
Frone, M. R., (1992) Prevalence of work-family conflict: are work and family boundaries asymmetrically permeable?, Journal of Organizational Behavior
Frye, N. K., (2004) Family-friendly policies, supervisor support, work-family conflict, family-work conflict, and satisfaction: A test of a conceptual model, Journal of Business and Psychology
Goff, S. J., (1990) Employer supported child care,work/family conflict,and absenteeism:A field study, Personnel Psychology
Grover, S. L., (1995) Who appreciates family-responsive human resource policies:The impact of family-friendly policies on the organizational attachment of parents and non-parents.Personnel, Personnel Psychology
Gutek, B. A., (1991) Rational versus gender role explanations for work-family conflict, Journal of Applied Psychology
Halpern,D.F, (2005) Psychology at the intersection of work and family - Recommendations for employers, working families, and policymakers, American Psychologist
Judiesch, M. K., (1999) Left behind? The impact of leaves of absence on managers’career success, Journal
Kossek E. E., (1992) The effects of on-site child care on employee attitudes and performance, Personnel Psychology
Kossek, E. E., (1998) Work-family conflict, policies, and the job-life satisfaction relationship: A review and directions for organizational behavior-human resources research, Journal of Applied Psychology
Lambert,S.J, (2000) Added benefits: The link between work-life benefits and organizational citizenship behavior, Academy of Management Journal
Lambert, E. G., (2006) The impact of work-family conflict on social work and human service worker job satisfaction and organizational commitment: An exploratory study, Administration in Social Work
Lapierre, L. M., (2006) Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: Implications for work-family conflict and employee well-being, Journal of Occupational Health Psychology
Lee, K., (2001) The three-component model of organizational commitment: An application to South Korea, Applied Psychology: An International Review
Lee, S., (1990) A simple rule for generating equivalent models in structural equation modeling, Multivariate Behavioral Research
Maassen, G. H., (2001) Suppressor variables in path models: Definitions and interpretations, Sociological Methods & Research
Mauno, S., (2005) Does work-family conflict mediate the relationship between work-family culture and self-reported distress? Evidence from five Finnish organizations, Journal of Occupational and Organizational Psychology
Meyer, J. P., (1991) A three-component conceptualization of organizational commitment, Human Resource Management Review
Netemeyer, R. G., (1996) Development and validation of work-family conflict and family-work conflict scales, Journal of Applied Psychology
O'Driscoll, M. P., (1992) Time devoted to job and off-job activities, interrole conflict, and affective experiences, Journal of Applied Psychology
Perry-Smith, J. E., (2000) Work-family human resource bundles and perceived organizational performance, Academy of Management Journal
Pfeffer, J, (1981) Management as symbolic action: the creation and maintenance of organizational paradigms, Research in Organizational Behavior
Poelmans, S., (2004) Human Resource Management Review, Review
Schein,E.H., (2004) Organizational culture and leadership, San Francisco: Jossey-Bass
Smith, J., (2007) Factors affecting employee use of work-life balance initiatives, New Zealand Journal of Psychology
Swanberg, J. E., (2004) Illuminating gendered organization assumptions: An important step in creating a family-friendly organization: a case study, Community Work & Family
Tett, R. P., (1993) Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings, Personnel Psychology
Thomas, L. T., (1995) Impact of family-supportive work variables on work - family conflict and strain: A control perspective, Journal of Applied Psychology
Thompson C. A., (2005) Work-family culture: Key to reducing workforce-workplace mismatch? In Workforce-workplace mismatch? Work, family, health and well-being (pp.117-132), Mahwah, NJ: Erlbaum.
Thompson, C. A., (1999) When work-family benefits are not enough: The influence of work and family culture on benefit utilization, organizational attachment, and work and family conflict, Journal of Vocational Behavior