open access
메뉴
open access
메뉴
ISSN : 1229-0696
This study investigates how work-family interaction and organizational support emphasizing family-friendly policies affect organizational commitment and turnover intention of both men and women managers, using the Wave 2 data of the Korean Women Manager Panel (KWMP) study (KWDI, 2007), Traditionally work-family interaction has been focused solely on negative aspect of the interaction, i.e., work-family conflict, and how they disrupt each other; however, recently studies on work-family interaction begin to notice the possibility that work and family domain can facilitate each other. Based on this line of research, this study distinguished the work-family interaction into positive and negative interaction, and investigated its respective influence on organizational commitment and turnover intention. In addition, this study attempted to see how organizational support emphasizing family-friendly policies affects mangers' organizational commitment and turnover intention. First, the study revealed that work-family interaction has discrete influence on organizational commitment and turnover intention: Work-family facilitation, but not work-family conflict, had a significant effect on organizational commitment. On the other hand, work-to-family conflict increased and work-to-family facilitation decreased turnover intention. Second, the effect that family-friendly policies had on organizational commitment was dependent on their perceived ease of use as well as their availability. Finally, gender comparisons revealed that supervisor's support was effective in increasing organizational commitment and decreasing turnover intention especially in male employees. This result suggests that organizational support emphasizing family-friendly policies is beneficial not only to women but also to men. In sum, this study emphasizes that work-family interaction and family-friendly organizational support have predictive value for understanding organizational commitment and turnover intention of men as well as women.
강혜련, 최서연. (2001). 기혼여성 직장-가정 갈등의 예측변수와 결과변수에 관한 연구. 한국심리학회지: 여성, 6(1), 23-42.
구자숙, 한준. (2008). 모성보호 및 여성복리후생 제도의 활용에 대한 연구: 제도와 현실의 어긋남(decoupling)을 중심으로. 제 49차 여성정책포럼 발표논문집, 79-90.
김주엽. (2006). 일과 가정의 균형에 관한 문헌적 검토. 인적자원개발연구, 8(1), 83-117.
김효선, 구자숙, 박찬희. (2007). 일과 삶의 조화와 업무성과 향상의 시너지효과를 위하여: 상호협조적 실천연구(CIAR)의 방법론적 중요성. 경영교육연구, 10(2), 1-20.
김효선, 차운아. (2008). 여성관리자의 개인적 상황과 직장상황이 일-가족 전이에 미치는 영향. 제 49차 여성정책포럼 발표논문집, 1-20.
대한상공회의소 (2004). 국내기업의 여성인력 고용확대방안.
대한상공회의소 (2005). 여성인력에 대한 기업인식 실태조사 보도자료.
박보람, 김효선, 구자숙, 박찬희. (2007). 부서의 업무과정특성과 가족친화분위기가 듀얼아젠다에 미치는 영향. 인사조직연구, 15(2), 71-101.
안세연, 김효선. (인쇄중). 기혼 여성 관리자의 이직의도에 관한 통합적 고찰: 가족상황, 직무상황, 조직상황을 중심으로. 여성연구, 77.
유계숙. (2007). 가족친화 기업정책의 시행 및 이용 여부와 근로자의 직업만족도, 이직의도, 직무성과. 가족과 문화, 19(2), 35-59.
유규창, 김향아 (2006). 모성보호제도 도입의 결정요인과 기업 성과에 미치는 영향에 관한 연구. 노동정책연구, 6(3), 97-129.
이규만, 김용흔. (2007). 기혼교사들의 직장-가정 갈등의 결정요인에 관한 연구. 교육행정학연구, 25, 219-241
이선희, 김문식, 박수경. (2008). 가족친화적 경영이 조직몰입과 이직의도에 미치는 영향에 대한 직장-가정 갈등의 매개효과 가설 검증. 한국심리학회지: 산업 및 조직, 21(3), 383-410.
이요행, 방묘진, 오세진. (2005). 가족친화적 조직문화가 조직몰입, 직장만족, 이직의도, 그리고 가정만족에 미치는 영향: 직장-가정 갈등의 매개효과를 중심으로. 한국심리학회지: 산업 및 조직, 18(3), 639-657.
이지영, 김명언 (2008). 조직에서의 긍정 심리학의 적용: 긍정 조직학의 현주소와 지향점, 한국심리학회지: 산업 및 조직, 21(4): 677-703.
임효창, 김오현, 이봉세. (2005). 기혼 직장인의 직장-가정갈등이 직무태도에 미치는 영향: 경력계획과 성별의 조절효과를 중심으로. 대한경영학회지, 18, 421-442.
최수찬, 백지애, (2006). 비동거가족 근로자의 직장-가정 갈등이 스트레스와 직무만족에 미치는 영향에 관한 연구: 남성근로자를 중심으로. 가족과 문화, 18, 157-182.
한국여성정책연구원. (2009). 여성인력패널조사: 여성관리자패널조사 (연구보고 No. 2009-01). 서울: 여성가족부.
Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58, 414-435.
Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formal organizational initiatives and informal workplace practices; Links to work-family conflict and job related outcomes. Journal of Management, 28, 87-810.
Bailyn, L. (1993a). Breaking the mold: Women, men and time in the new corporate world. New York: Free Press.
Bailyn, L. (1993b). SMR Forum: Patterned chaos in human resource management. MIT Sloan Management Review, 34(2), 77-83.
Bailyn, L. (2006), Breaking the Mold: Redesigning Work for Productive and Satisfying Lives. Ithaca, NY: Cornell University Press.
Behson, S. J. (2005). The relative contribution of formal and informal organizational work family support. Journal of Vocational Behavior, 66, 487-500.
Boyar, S. L., Maertz, C. P., Pearson, A., & Keough, S. M. (2003). Work-family conflict: A model of linkages between work and family domain variables and turnover intentions. Journal of Managerial Issues, 15(2), 175-190.
Burke, J. R. (1988). Some antecedents and consequences of work-family conflict. Journal of Social Behavior and Personality, 3(4), 287-302.
Casper W. J., & Buffardi, L. C. (2004). Work-life benefits and job pursuit intentions: The role of anticipated organizational support. Journal of Vocational Behavior, 65, 391-410.
Catalyst. (2004). The bottom line: Connecting corporate performance and gender diversity, Catalyst, 4-7.
Duxbury, L., Higgins, C., & Lee, C. (1994). Work-family conflict: A comparison by gender, family type, and perceived control. Journal of Family Issues, 15, 449-466.
Eaton, S. (2003). If you can use them: Flexibility policies, organizational commitment, and perceived performance. Industrial Relations: A Journal of Economy and Society. The University of California. 42(2), 145-167.
Finkel, S., Olswang, S. G., & She, N. (1994). Childbirth, tenure, and promotion for women faculty. Review of Higher Education, 17(3), 259-270.
Frone, M. R., Russell, M., & Cooper, M. L. (1992). Prevalence of work-family conflict: are work and family boundaries asymmetrically permeable? Journal of Organizational Behavior, 13(7), 723-729.
Gilbert, L. (1993). Two Careers/One Family. Newbury Park, CA: Sage.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10, 76-88.
Greenhaus, J. H., Collins, K. M., Singh, R., & Parasuraman, S. (1997). Work and family influence on departure from public accounting. Journal of Vocational Behavior, 50, 249-270.
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31, 72-92.
Grover, S. L., & Crooker, K. J. (1995). Who appreciates family-responsive human resource policies: The impact of family-friendly policies on the organizational attachment of parents and non-parents. Personnel Psychology, 48, 271-288.
Grzywacz, J. G., & Marks, N. F. (2000). Reconceptualizing the work-family interface: An ecological perspective on the correlates of positive and negative spillover between work and family. Journal of Occupational Health Psychology, 5, 111-126.
Halpern, D. F. (2005). Psychology at the intersection of work and family: Recommendations for employers, working families, and policy makers. American Psychologist, 42, 397-409.
Honeycutt, T. L., & Rosen, B. (1997). Family friendly human resource policies, salary levels of organizational attraction. Journal of Vocational Behavior, 50, 271-290.
Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational Stress: Studies in Role Conflict and Ambiguity. NY: John Wiley and Sons.
Konrad, A. M., & Mangel, R. (2000). The impact of work-life programs on firm productivity. Strategic Management Journal, 32, 1225-1237.
Lambert, S. (2000). Added benefits: The link between work-life benefits and organizational citizenship behavior. Academy of Management Journal, 43, 801-815.
Lapierre, L. M., & Allen, T. D. (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, 11(2), 169-181.
Lobel, S. A. (1999). Impacts of diversity and work-life initiatives in organizations. In G. N. Powell (Ed.), Handbook of gender and work (pp. 453-476). Newbury Park, CA: Sage.
Mesmer-Magnus, J. R., & Viswesvaran, C. (2005). Convergence between measures of work-to-family and family-to-work conflict: A meta-analytic examination. Journal of Vocational Behavior, 67: 215-232.
Moen, P., Roehling, P. V., Sweet, S., Townsend, B., Lee, S., Harris-Abbott, D., O'Brien, L., & Campbell, K. (2003). Methodological Notes on The Cornell Couples and Careers Study. In It's about time: couples and careers by Moen, P. (Eds). New York: Cornell University Press.
Osterman, P. (1995). Work-family programs and the employee relationship. Administrative Science Quarterly, 40(4), 681-701.
Perlow, L. A. (1997). Finding time: How corporations, individuals, and families can benefit from new work practice. Ithaca, NY: Cornell University Press.
Perry-Smith, J. E., & Blum, T. C. (2000). Work-family human resource bundles and perceived organizational performance. Academy of Management Journal, 54, 1107-1117.
Piotrkowski, C. S., Rapoport, R. N., & Rapoport, R. (1987). Work and Family. In M. B. Sussman, S. k. Steinmetz, & G. W. Peterson (Eds.), Handbook of Marriage and the Family (pp. 251-283). Plenum Publishing Corporation.
Repetti, R. L. (1989). Effects of daily workload on subsequent behavior during marital interaction: The roles of social withdrawal and spouse support. Journal of Personality and Social Psychology, 57(4), 651-659.
Ruderman, M. N., Ohlott, P. J., Panzer, K., & King, S. N. (2002). Benefits of multiple roles for managerial women. Academy of Management Journal, 45(2), 369-386.
Smith, J., & Gardner, D. (2007). Factors affecting employee use of work-life balance initiatives. New Zealand Journal of Psychology, 36(1), 3-12.
Taylor, B. L., Delcampo,, R. G., & Blancero, D. M. (2009). Work-family conflict/facilitation and the role of workplace supports for U.S. Hispanic professionals. Journal of Organizational Behavior, 30, 643-664.
Thompson, C. A., Beauvais, L. L., & Lyness, K. S. (1999). When work-family benefits are not enough; The influence of work-family culture on benefit utilization, organizational attachment, and work-family conflict. Journal of Vocational Behavior, 54, 392-415.
Wayne, J. H., Randel, A. E., & Stevens, J. (2006). The role of identity and work family support in work-family enrichment and its work-related consequences. Journal of Vocational Behavior, 69, 445-461.