본 연구에서는 Cinamon과 Rich(2002a)가 수정․개발한 일-가족 갈등 척도(WFC)를 한국의 기혼 직장 여성들을 대상으로 타당화 하였다. 일-가족 갈등 척도는 일과 가족 영역에서의 다중역할을 더 잘 이해하기 위해서 일에서 가족(work to family)으로 그리고 가족에서 일(family to work)로의 두 방향을 모두 고려한 검사이다. 한국 여성으로서 만 16세 이하의 자녀를 적어도 한 명 이상 둔 전국에 거주하는 기혼 직장인 305명을 대상으로 타당화 분석이 이루어졌다. 확인적 요인분석을 실시한 결과 일-가족 갈등의 양방향성을 고려한 2요인 모형이 검증되었다. 일-가족 갈등 척도 14문항은 문항-전체 간 상관이 높고 신뢰도 분석을 한 결과 신뢰도가 높게 나왔다. 또한 척도의 변별타당도를 검증하기 위해 일-가족 갈등과 일-가족 향상과의 상관분석을 실시한 결과 두 변인 간 낮은 상관을 보여 일-가족 향상과 변별되는 개념으로 확인되었다. 또한 공준타당도를 위한 일-가족 갈등과 일 만족도의 상관분석에서 유의한 상관이 나타나 공준타당도가 확인되었고, 일-가족 갈등이 우울을 예측하는지를 보기 위하여 상관분석을 실시한 결과 유의하게 상관이 나타나 일-가족 갈등 척도의 예측타당도를 입증하는 것으로 확인되었다. 마지막으로 이 연구의 제한점과 앞으로의 연구방향이 논의되었다.
The purpose of this study is to verify the validity of the Work-Family Conflict scale(WFC) which was modified and developed by Cinamon and Rich(2002a). The WFC scale considers both directions, such as work to family and family to work in order to better understand women’s multiple roles in work and family. A sample survey targeted 305 married female workers who live and have more than one child under the age of 16. Confirmatory factor analysis confirmed the 2-factor model considering of bidirectional work-family conflict. The K-WFC had high statistical figures of interitem correlation analysis and reliability. Discriminant validity test between work-family conflict and work-family enrichment revealed significantly negative correlation, so discriminant validity was supported. Concurrent validity test between WFC and the Work Satisfaction identified postulate validity, which means that the more work- family conflict increases, the more work satisfaction decreases. And predictive validity test between WFC and depression identified postulate validity. In conclusion, limitations of this study and future research directions were discussed.
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