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ISSN : 1229-0696
본 연구의 목적은 일-가정 갈등의 구성개념을 ‘시간에 의한 일-가정 갈등’과 ‘긴장에 의한 일-가정 갈등’으로 구분하여, 직무관련 변인들이 두 가지 개념의 일-가정 갈등에 미치는 영향을 알아보고 이러한 일-가정 갈등이 조직몰입과 직무열의에 어떤 영향을 미치는지를 밝히는 데 있었다. 부가적으로, 일-가정 갈등과 직무열의 간의 관계에서 경력계획의 조절효과를 검증하였다. 본 연구를 위해 국내 다양한 조직에서 근무하고 있는 기혼남녀 318명에게 설문조사를 실시하여 자료를 수집하였다. 먼저, 일-가정 갈등의 두 구성개념이 서로 변별되는지 확인하기 위해 318명의 자료를 무선적으로 반으로 나누어 탐색적 요인분석과 확인적 요인분석을 실시한 결과, 일-가정 갈등의 두 구성개념은 서로 변별되는 것으로 나타났다. 이를 바탕으로 직무관련 변인들과 두 가지 일-가정 갈등 간의 관계를 검증한 결과, 양적 직무과부하와 같은 양적(물리적) 특성을 지닌 직무관련 변인들은 ‘긴장에 의한 일-가정 갈등’보다 ‘시간에 의한 일-가정 갈등’에 정적으로 더 큰 영향을 미쳤다. 반면에 직장 내 대인갈등과 같은 질적(심리적) 특성을 지닌 직무관련 변인들은 ‘시간에 의한 일-가정 갈등’보다 ‘긴장에 의한 일-가정 갈등’에 정적으로 더 큰 영향을 미쳤다. 또한 일-가정 갈등의 두 구성개념 중 ‘긴장에 의한 일-가정 갈등’이 조직몰입과 직무열의에 부적으로 유의한 영향을 미치는 것으로 나타났으며, 경력계획은 일-가정 갈등과 직무열의 간의 관계를 조절하는 것으로 나타났다. 마지막으로 본 연구의 시사점, 제한점 및 미래연구 과제에 대해 논의하였다.
The purpose of this study was to examine whether work-family conflict(WFC) is distinguished into time-based WFC and strain-based WFC, and to investigate the effects of job-related variables on work-family conflict and the influences of work-family conflict on organizational commitment and job engagement. In addition, it was tested whether career planning moderates the relationship between WFC and job engagement. Data were collected from 318 married employees who are working in various organizations. The data from 159 employees were used in exploratory factor analysis and another data from 159 employees were used in confirmatory factor analysis to test discrimination between time-based WFC and strain-based WFC. The result showed that time-based WFC and strain-based WFC were discriminated from each other. And the data form total 318 employees were used to examine the relationships between job-related variables and WFC, and WFC and outcome variables(organizational commitment and job engagement). The results indicated that while quantitative job-related variables were more strongly related with time-based WFC than strain-based WFC, qualitative job-related variables were more strongly related with strain-based WFC than time-based WFC. Only strain-based WFC negatively influenced on organizational commitment and job engagement. And career planning moderated the relationship between two forms of WFC and job engagement. Finally, the implications and limitations of this study and the directions for future research were discussed.
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