직장-가정갈등은 기혼여성들의 원활한 직장생활을 제한하는 것으로 알려져 왔다. 본 연구의 목적은 기혼여성근로자를 대상으로 직장-가정갈등의 두 유형인 직장에 의한 가정방해(work interference with family: WIF)와 가정에 의한 직장방해(family interference with work: FIW) 중 FIW에 초점을 맞춤으로써 가정에서의 역할부담이 직장에서의 역할 수행에 어떠한 영향을 미치는가를 규명하고자 하였다. 이를 위해 FIW가 기혼여성근로자의 직무 관련 태도와 행동에 어떠한 영향을 미치는가를 각각 살펴보았다. 또한 FIW와 직무탈진 간의 관계에 있어 상사지원과 긍정심리자본의 조절효과를 살펴봄으로써 조직 입장에서 FIW를 완화시키기 위한 방안을 수립하는데 시사점을 제공하고자 하였다. 본 연구는 국내 기혼여성근로자와 해당 근로자의 팀장을 대상으로, 팀원과 팀장을 쌍으로 설문조사를 실시해 최종적으로 193부를 분석에 활용하였다. 분석 결과 첫째, FIW는 기혼여성근로자의 직무탈진에 영향을 미쳤다. 둘째, FIW는 직무탈진을 매개로 구성원의 역할내 행동(in-role behavior)과 역할외 행동(extra-role behavior)에 영향을 미치는 것으로 나타났다. 특히 직무탈진은 기혼여성근로자의 FIW와 역할내 행동 간의 관계를 부분매개하고, 역할외 행동 간의 관계를 완전매개하는 것으로 드러났다. 셋째, FIW와 직무탈진 간의 관계에 있어서 상사지원과 긍정심리자본이 조절효과를 보이는 것으로 나타났다. 마지막으로 연구결과를 토대로 본 연구의 시사점과 제한점에 대해 논의하고, 추후 연구방향 등을 제시하였다.
This study has following objectives. (1) examining the effects of role pressure at home on work performance for married working women by focusing on FIW(family interference with work). (2) investigating relationship between FIW and employee’s behavior(in-role behavior and extra role behavior) that affects organizational effectiveness. (3) exploring the moderating effects of supervisor support and positive psychological capital on the relation between FIW and job burnout. This research was undertaken using data from 193 married women employees and 67 relevant team managers who have the rights to allocate team tasks and to evaluate employee’s performance. The results can be summarized as follows. (1) FIW has effect on job burnout of married womon employees. (2) job burnout related with FIW has effect on both in-role behavior and extra-role behavior. Especially, job burnout has fully mediating role between FIW and extra-role behavior, compared to partially mediating role between FIW and in-role behavior for married woman employees. (3) moderating effect was shown from supervisor support and positive psychological capital in relationship between FIW and job burnout. This research provides implications on how to understand the married woman employees’ FIW and resolve it. Finally, the implications and limitations of this research and the directions for future study were discussed.
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