The Effect of Work-Family Culture on Bidirectional Work-Family Enrichment : Focused on Mediating Effect of Work-Engagement

Zhang Li Jun,장효용,Li Wen Ning 원광대학교 한중관계연구원 2019 韓中關係硏究 Vol.5 No.2

본 연구의 목적은 일-가정문화가 쌍방향 일-가정 충실에 미치는 영향을 연구하고, 일-가정문화와 쌍방향 일-가정 충실 간의 일-몰입의 매개효과를 검증한다. 본 연구는 중국 일반 직원에 대한 설문조사를 통해 유효한 설문지 380부를 수집한다. 주로 SPSS23.0과 AMOS23.0 소프트웨어를 사용하여 데이터를 검증적 인자 분석과 탐색적 인자 분석을 수행하였다. 기존의 일-가정 관계에 관한 연구는 일-가정 충돌과 같은 부 정적인 방향으로 집중되었다. 본 연구는 일-가정 충실에 대한 연구 대상으로서 긍정적 인 결과에 대한 연구를 풍부하게 하여, 기존의 연구의 부족을 보완하였다. 선행연구는 주로 일에 대한 가정의 충실 방향에 집중되어 있는데 가정에 대한 일의 충실 방향을 등한하였다. 본 연구는 일-가정 문화와 쌍방향 일-가정 충실을 연구 대상으로 하여 선 행연구 부족한 점을 보완하였다. 연구를 통해 일-가정 문화가 쌍방향 일-가정 충실에 모두 현저한 영향을 미친다는 것을 발견했다; 일-몰입은 일-가정 문화와 쌍방향 일-가 정 충실사이에서 중개 역할을 한다. 대다수 중국 기업에 대해 긍정적인 견지에서 일-가 정문화로써 근로자의 일-가정 충실의 메커니즘과 직원의 개인별 차이를 기초로 직원의 일-가정 충실을 위해 효과적인 촉진 대책을 제공하였다. This study aims to explore the influence of work-family culture on the bidirectional work-family enrichment, so as to verify the mediating role of work-engagement between work-family culture and bidirectional work-family enrichment. In this study, 380 valid questionnaires were collected through questionnaire survey on ordinary Chinese employees. Statistical software SPSS 23.0 and AMOS 23.0 were used to conduct confirmatory factor analysis and exploratory factor analysis. Previous studies on work-family relationship mainly focus on negative aspects such as work-family conflict. This study takes work-family enrichment as the research object, which enriches the research on positive results and makes up the deficiency of previous studies. In the past, the research mainly focused on the direction of work-to-family enrichment and ignored the direction of family-to-work enrichment. This study takes work-family culture and bidirectional work-family enrichment as research objects, which makes up for the deficiency of previous studies. The results show that work-family culture has a significant effect on the bidirectional work-family enrichment; Work-engagement mediates between work-family culture and bidirectional work-family enrichment. For most Chinese companies, from a positive perspective and on basis of the mechanism of work-family culture applied to employee’s work-family enrichment and the individual differences of the employees, it provides effective promotion measures for achieving the employee’s work-family enrichment.

일-가정 충실화와 개인, 직무, 조직 특성의 관계

류충렬(Liu, Choong-Rea),차종석(Cha. Jong-Seok) 한국인사조직학회 2017 한국인사ㆍ조직학회 발표논문집 Vol.2017 No.2

최근 기업의 경영환경과 일자리 지형의 변화에 따라 종업원의 일-가정 균형을 위한 기업의 가정 친화적인 경영에 대한 관심이 높아지고 있다. 이와 같은 일-가정 균형은 일-가정 갈등의 해소보다는 일-가정 충실화를 통해 달성하는 것이 좀 더 바람직하다는 주장이 제기되고 있다. 이와 같은 주장에 부응하여 본 연구에서는 일-가정 충실화(work-to-family enrichment)에 영향을 미치는 선행 요인들을 개인, 직무, 조직 특성 요인으로 구분하고, 이 선행 요인들과 일-가정 충실화의 관계, 일-가정 충실화가 개인의 삶의 만족과 이직의도에 미치는 영향, 그리고 이 선행요인들과 삶의 만족 및 이직의도의 관계에 있어서 일-가정 충실화의 매개효과를 실증적으로 검증하였다. 일-가정 충실화에 영향을 주는 요인들로는 개인 특성 요인으로 긍정정서, 직무특성 요인으로 자율성, 다양성과 피드백, 그리고 조직특성 요인으로 가정 친화적 분위기와 상사의 지원을 고려하였다. 이를 위해서 정보통신 분야 13개 기업의 종업원 563명을 대상으로 설문조사를 실시하였다. 실증분석 결과, 첫째, 직무 특성 요인의 피드백과 조직 특성 요인의 가정 친화적 분위기를 제외하고 긍정 정서, 자율성, 다양성, 상사의 지원이 일-가정 충실화에 모두 유의하게 정의 영향을 주는 것으로 나타났다. 둘째, 일-가정 충실화는 결과 요인인 삶의 만족과 이직 의도에 유의하게 정의 영향을 주고 있음을 발견하였다. 셋째, 일-가정 충실화는 자율성, 다양성과 삶의 만족 간의 관계를 완전 매개하고, 상사의 지원, 긍정 정서와 삶의 만족 간의 관계를 부분적으로 매개하는 것으로 나타났다. 넷째, 일-가정 충실화는 긍정 정서, 다양성과 이직 의도 간의 관계를 완전 매개하고, 자율성, 상사의 지원과 이직 의도 간의 관계는 부분적으로 매개하는 것으로 나타났다. 마지막으로, 일-가정 충실화는 피드백, 가정 친화적 분위기와 삶의 만족 및 이직 의도 간의 관계에서는 매개 효과가 없음이 나타났다. 본 연구의 결과는 종업원의 긍정 정서, 자율성, 다양성, 상사의 지원이 일-가정 충실화를 높이는데 중요하며, 일 -가정 충실화를 통해 삶의 만족도가 향상되며, 이직 의도가 낮아질 수 있음을 의미한다. 따라서 기업에서는 이들 요인을 고려하여 일-가정 충실화 수준을 향상시킬 수 있는 직무 재설계, 관리자 및 종업원의 교육 프로그램의 개발 필요성이 있음을 말해준다. 이러한 논의를 포함한 본 연구의 시사점과 향후 연구방향을 제시하였다. With rapid changes in corporate business environments and job conditions in recent years, more organizations are taking an interest in family-friendly human resource management that achieves work-family balance for their employees. In this trend, researchers argue that work-family balance is better achieved by work-family enrichment than through managing the work-family conflict. In response to this argument, the current study investigates the significance of work-to-family enrichment, categorizing antecedents of work-to-family enrichment into personal, job, and organizational characteristics, then moving on to empirically verify the relationship between these antecedents and work-to-family enrichment, the influence of work-to-family enrichment on personal life satisfaction and turnover intentions, and the mediating effect of work-to-family enrichment in the relationship between the antecedents and life satisfaction and turnover intention. The current study considers positive affect as a personal characteristics influencing work-to-family enrichment, autonomy, diversity, and feedback as job characteristics, and family-friendly climate and supervisor support as organizational characteristics. In order to execute the analysis, data were collected by surveying five hundred sixty-three employees working for thirteen companies in the information and telecommunications industry. The empirical analysis reveals several insights, first of which is that positive affect, autonomy, diversity, and supervisor support are factors positively influencing work-to-family enrichment with statistical significance. Second, work-to-family enrichment positively influences life satisfaction and turnover intention with statistical significance. Third, work-to-family enrichment fully mediates the relationship among autonomy, diversity, and life satisfaction, and partially mediates relationship among supervisor support, positive affect, and life satisfaction. Fourth, work-to-family enrichment fully mediates the relationship among positive affect, diversity, and turnover intention, and partially mediates the relationship among autonomy, supervisor support, and turnover intention. Lastly, work-to-family enrichment is found to have no mediating effect on the relationship among feedback, family-friendly climate, life satisfaction, and turnover intention. The results of the current study indicate that positive affect, autonomy, diversity, and supervisor support experienced by employees play important roles in enhancing work-to-family enrichment, and that improving life satisfaction through work-to-family enrichment can reduce turnover intention of employees. The current study, in its conclusion, suggests that organizations need to consider these factors to develop job redesign schemes and education programs for managers and employees that can improve the level of work-to-family enrichment in the work. In addition to such discussions, the current study provides further implications and future research directions regarding this topic.

일-가정/가정-일 갈등 및 충실의 상대적인 효과와 정서적 메커니즘으로서의 번영감

김학수(Hack-Soo Kim),박상언(Sang-Eon Park) 한국인사조직학회 2018 인사조직연구 Vol.26 No.1

지금까지 일-가정 갈등 및 충실의 효과에 대한 경험연구가 지속적으로 축적되고 있다. 그 결과, 일-가정 갈등의 부정적인 효과와 함께, 일-가정 충실의 긍정적인 효과가 비교적 일관되게 검증되어 왔다. 그렇지만 그간의 선행연구들에서 일-가정 갈등 및 충실의 양방향성을 함께 고려한 연구들은 수적으로도 그리 많지 않지만, 실증연구 결과 면에서도 다소 혼재된 양상을 보여주고 있다. 즉 일 영역과 가정 영역 가운데 어떤 원천에서 발생한 갈등 및 충실이 직무성과에 더 많은 영향을 주는 지에 대해서는, 이론적 예측에 있어서도 일치영역(matching domain) 관점과 교차영역(cross domain) 관점이 서로 경합해 왔을 뿐만 아니라, 실증연구 결과 면에서도 일관된 양상을 찾아보기 어려운 실정이었다. 본연구는 상대적으로 논의가 미흡하다고 볼 수 있는 우리나라 기혼 남성 조직구성원을 대상으로 그들이 공유하고 있는 유교적인 가치 기반에 착안하여 일 영역보다는 가정 영역에서 비롯된 갈등 및 충실이 조직구성원의 직무관련 정서와 실제 직무성과에 상대적으로 더 큰 영향력을 미칠 것이라 예상하였다. 본 연구에서는 공공서비스 조직인 국립공원관리공단에 근무하고 있는 기혼 남성 221명을 대상으로 수집한 자료를 토대로 이러한 가설을 실증해 보았다. 그 결과, 가정에서 비롯된 갈등이 일에서 비롯된 갈등보다 직무관련 긍정적 정서경험인 번영감과 직무성과에 상대적으로 더 큰 부정적인 영향을 미치는 반면, 가정에서 비롯된 충실은 일에서 비롯된 충실보다 번영감과 직무성과에더 큰 긍정적인 영향을 미침을 확인할 수 있었다. 또한 가정을 원천으로 하는 갈등 및충실과 직무성과 간의 관계에서 번영감이 수행하는 매개효과가 관찰되었다. 일-가정 상호관계(interface) 논의에서 이러한 실증연구 결과가 함의하는 시사점과 향후 연구 과제에 대해 토론하였다. Over the past decades, many studies have examined the relationship between work-to-family/family-to-work conflict and the potential negative consequences of such conflict. Recently, work-to-family/family-to-work enrichment has emerged as a new construct of interest. Compared to the effects of bidirectional work-family conflict, however, not much is known about the relationship of bidirectional work-family enrichment to such critical outcomes as job performance. In addition, there has been a debate between “matching-domain” and “cross-domain” hypotheses on the relative effects of bidirectional work-family conflict and enrichment. But empirical studies on these competing perspectives have not yet produced consistent results, and the case of married male workers has rarely been discussed. Based on the affective event theory and the Confucian shared value of Korean married male workers on family issues, this study assumed that a “cross-domain” hypothesis would explain more variances in Korean sample than a “matching-domain” hypothesis. In other words, this study predicted that family-to-work conflict/enrichment would have more impact on the job-related affect and job performance than on work-to-family conflict/enrichment. To investigate these research questions empirically, data were collected from 221 male, married employees who worked in a public service organization at two separate points in time, with a lag of three weeks. The results of analysis showed that family-to-work conflict/enrichment had more impact on the outcomes than work-to-family conflict/enrichment, as predicted. That is, family-to-work conflict was negatively related to employees’ thriving at work as a job-related affect and their job performance. By contrast, family-to-work enrichment was positively related to these outcomes. And as expected in the hypothesis, the mediating role of thriving at work was observed in the relationships between the family-to-work conflict/enrichment and job performance. The managerial implications of these findings and future research directions were then discussed.

가정친화제도의 효과성과 직장

박상언(Sang Eon Park),최민오(Min O Choi) 한국경영학회 2013 經營學硏究 Vol.42 No.2

Because of the changing demographics in the workforce such as the rise of female workers and dual earner employees, nowadays more individuals face the challenge of managing work and family responsibilities. And for this reason, the issue of balancing work and family lives becomes receiving more attentions from both academic fields and business domains. In the face of these changing realities, many organizations have now begun to offer family-friendly human resource(HR) policies such as flexible work arrangements, supports for child care, and other benefits that support worker`s personal well-being and career development. Up to date, there have been many researches that investigated the relationships between family-friendly HR policies and their effects on organizational effectiveness. To our knowledge, however, the intervening mechanisms in the relation between family-friendly policies and their consequential effects have not been fully explored. So, in the present study, we focused on the role of work-family interface, especially the role of work-family conflict and work-family enrichment that workers experience in the context of work and family lives. Last and most important, we proposed that work-family conflict and work-family enrichment may be two intervening mechanisms which mediate the effects of family-friendly policies to the psychological effectiveness of organizational members such as their job-related attitude and non-task behavior. Based on these theoretical and logical expectations, we intend to investigate empirically the effectiveness of family-friendly policies. Especially this study examines the relationship between employees` perceptions of the usefulness of family-friendly policies and their effects on the job attitudes and organizational citizenship behavior. In particular, this study also explores whether work-family conflict and work-family enrichment will mediate the relationship. The data are collected by surveying 293 respondents who are working in a manufacturing firm and a series of hierarchical regression analyses are used for the test of hypotheses. Findings are as follows. First, employees` perceptions of the usefulness of family-friendly policies were positively related not only to their job satisfaction and affective organizational commitment, but also to their organizational citizenship behavior as expectedly. In addition, we found that two directions of work-family enrichment (i.e., work-to-family and family-to-work enrichment) partly mediated the effects of family-friendly policies on affective organizational commitment and organizational citizenship behavior. In particular, work-to-family enrichment had more larger mediating effects on the job attitude variables such as job satisfaction and organizational commitment, whereas family-to-work enrichment had more mediating effects on the non-task behavior such as organizational citizenship behavior. Although two directions of work-family conflict (i.e., work-to-family and family-to-work conflict) did not mediate the relationships, instead they had direct negative impacts on the job attitudes such as job satisfaction and organizational commitment. We think that our research provides both theoretical and practical contributions to the literatures of family-friendly policies and work-family studies. Above all, we proposed and empirically verified that work-family enrichment may be one of the possible intervening mechanism in the relationship between family-friendly HR policies and their effects on the job attitudes and non-task behaviors of employee. In addition, this study answered the call to explore the positive side of work-family interface, which, at present, is underrepresented compared with work-family conflict. According to the present study, the perceived availability and usefulness of familyfriendly HR policies increase the work-family enrichment of organizational members, which in turn, relates not only to their higher job satisfaction

A Study of the Effect of Work-Family Culture on Employee Work-Family Enrichment

Zhang, Lijun(장려군),Chung, Soo-Jin(정수진) 한국경영교육학회 2018 경영교육연구 Vol.33 No.2

[연구목적] 본 연구는 중국의 일반적인 직원들을 대상으로 하여 진행하였다. 연구의 목적은 일-가정 문화가 일-가정 이익에 미치는 영향에 대하여 검증하고, 일-가정 문화가 일-가정 이익에 영향을 미치는 과정에 일몰입의 매개역할과 자기효능감의 조절역할에 대해 검증하는 것이다. [연구방법] 본 연구는 선행연구를 토대로 하여 여섯 개 가설을 제기하였다. 이를 위해 일반적인 직원을 대상으로 설문조사를 실시하였다. 통계분석 프로그램 SPSS 23.0과 AMOS 23.0을 통해 수집된 자료로 가설을 검증하였다. [연구결과] 첫째, 일-가정 문화가 일-가정 이익에 유의적인 영향을 미치는 것으로 확인 되었다. 둘째, 일-가정 문화가 일-가정 이익에 영향을 미치는 과정에서 일몰입의 유의적인 매개효과가 확인되었다. 셋째, 일-가정 문화가 일-가정 이익에 영향을 미치는 과정에서 자기효능감의 조절효과가 확인되었다. [연구의 시사점] 선행연구에서 일-가정 문화와 종업원의 일-가정 관계에 대해 주요하게 일-가정 갈등이라는 부정적인 개념에 치중한 점을 보완하였고 긍정적인 결과에 대한 연구를 충족시켰다. 중국 국내의 기업들에 있어서 긍정적인 시점으로부터 출발하여 종업원의 일-가정 문화가 일-가정 증익에 대한 효과기제와 종업원 개인의 차이를 토대로 하여 일-가정 증익의 실현에 효과적인 방법을 제공한다. [Purpose] This research takes ordinary Chinese employee as the research object. The purpose of the study is to explore the impact of work-family culture on work-family enrichment, and thereby verify the mediating effect of work-engagement and the moderating effect of self-efficacy. [Methodology] Based on the related research, this study proposes six hypotheses. A total of 380 valid questionnaires were collected from the general employee in China by means of a questionnaire. Data were analyzed by using SPSS 23.0 and AMOS 23.0 software. [Findings] Firstly, work-family culture has a significant and direct impact on the employee’s work-family enrichment. Secondly, work-engagement plays a mediating effect in process of influencing by the work-family culture on the work-family enrichment. Thirdly, self-efficacy plays a moderating role in process of influencing by the work-family culture on the work-family enrichment. [Implications] In contrast to past research on work-family culture and employee work-family relations, which mainly focused on the negative aspects of work-family conflicts, the study attempts to enrich the research on positive results.

기혼간호사의 사회적 지지와 일-가정 갈등, 일-가정 향상과의 관계

이인영 ( Inyoung Lee ),고유경 ( Yukyung Ko ) 한국병원경영학회 2021 병원경영학회지 Vol.26 No.1

Purpose: This study is to identify the relationship among married nurses’ social support, work-family conflict and work-family enrichment and to examine the influence of social support on work-family conflict and work-family enrichment. Methods: Data were collected from married nurses working at three hospitals with more than 100 beds in J Province and analyzed by descriptive statistics, t-test, ANOVA, Mann-Whitney U test, Kruskal-Wallis H test, Pearson’s correlation analysis and hierarchical regression analysis using SPSS 21 program. Findings: In the correlation analysis only social support and work-family enrichment showed positive correlation. As a result of hierarchical multiple regression analysis, social support still acted as a significant influence factor on work-family conflict and work-family enrichment even in the state of considering the effect of control variables. Conclusion: In order to lower work-family conflict and to enhance work-family enrichment of married nurses, it is necessary to introduce and implement welfare policies for work-family reconciliation at the workplace level and at home level it is necessary to provide concrete measures so that married nurses can find the value of life as workers while house working and nurturing.

맞벌이 남성과 여성의 배우자 지지 및 일-가정 양립 촉진적 자기와 심리적 안녕감의 관계: 일-가정 향상의 매개효과

김지민,유성경 한국여성심리학회 2022 한국심리학회지 여성 Vol.27 No.2

The purpose of this study was to identify the mediating effect of work-family enrichment when spousal support and work-family reconciliatory self affect psychological well-being. For this purpose, a survey was conducted with a sample of 328 married dual-income adults aged 30 to 40. The findings from the study are summarized as follows: First, spousal support and work-family reconciliatory self contributed to increasing psychological well-being through family-to-work enrichment(FWE). Second, two paths in gender difference were identified: 1. spousal support to work-to-family enrichment(WFE). 2. work-family reconciliatory self to work-to-family enrichment(WFE). Third, spousal support and work-family reconciliatory self of both male and female groups increased psychological well-being through family-to-work enrichment(FWE). However, there was no mediating effect on the path of spousal support and work-family reconciliatory self to psychological well-being through work-to-family enrichment(WFE) in both male and female groups. Based on these findings, implications for counseling and study limitations were discussed.

호텔 직원의 지각된 통제가 일-가족 갈등, 일-가족 촉진, 일-가족 균형에 미치는 영향; 일-가족 촉진의 매개효과 검증을 중심으로

최현정,박종철 한국호텔관광학회 2015 호텔관광연구 Vol.17 No.1

The purpose of the present study is to investigate the effects of perceived control on work-family conflict, work-family enrichment and work-family balance. This study also examines work-family enrichment as a mediating variable in the perceived control and work-family variables(work-family conflict, work-family balance) relationships among Korean hotel married employees. In order to achieve the study goals, frequency analysis, confirmatory factor analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(18.0) and AMOS(18.0). Sobel Test is additionally conducted to confirm the significance of mediating effect. The results showed that perceived control has a significantly positive effect on work-family enrichment but it has no any effects on work-family conflict and work-family balance. Work-family enrichment was determined as a mediating variable in the relationship of perceived control and work-family concept such as work-family conflict and work-family balance.

사회복지사의 가족친화문화인식이 직무만족과 조직몰입에 미치는 영향 -일-가정갈등과 일-가정확충의 매개효과를 중심으로-

문영주 ( Young Joo Moon ) 한국인적자원관리학회 2014 인적자원관리연구 Vol.21 No.3

일과 가정의 상호관계 관련 그동안의 연구들은 주로 일과 가정 강 부정적 관계에 주로 초점을 맞추었으며 이는 전통적으로 일-가정 갈등으로 개념화되었다. 그러나 최근들어 일과 가정 간 긍정적 상호작용인 일가정확충에 관한 연구자들의 관심이 증가하고 있다. 이에 본 연구는 일-가정 갈등 뿐 아니라 일-가정확충에도 주목하여, 가족친화문화인식이 사회복지사의 직무만족과 조직몰입에 미치는 영향이 어떠한지, 그리고 일-가정갈등과 일-가정확충이 매개효과를 갖는지 살펴보는 연구이다. 이를 통해 사회복지사의 긍정적 직무태도 형성을 위한 인적자원관리 측면의 시사점을 도출하고자 이루어졌다. 연구목적을 달성하기 위해 2011년 9월 15일부터 9월 30일까지 A광역시에 소재한 민간 사회복지시설ㆍ기관에 근무하는 사회복지사를 대상으로 우편설문조사를 실시하였다. 총 1,621부의 설문지가 배포되었고, 이 중 952부가 회수되었으며, 회수된 설문지 중 889부를 중심으로 최종 분석을 실시하였다. 분석결과, 사회복지사의 가족친화 문화인식은 직무만족과 조직몰입에 직접적 영향을 미치지 않는 것으로 나타났다. 그리고 일-가정갈등과 일-가정확충은 사회복지사의 가족친화문화인식과 직무태도(직무만족, 조직몰입)를 완전매개하는 것으로 나타났다. 이상의 연구결과를 바탕으로, 일-가정갈등과 일-가정확충과 관련한 사회복지시설ㆍ기관 운영 및 후속 연구를 위한 제언을 하였다. In the past, research on the work-family interface has focused on the negative connections between work and family life. Traditionally, work-family interface has been conceptualized in terms of work-family conflict. Recently, researchers have suggested that there may also be a positive interaction between work and family roles referred as work-family enrichment. The purpose of this study was to investigate the effects of perceived family supportive organizational culture on job satisfaction and organizational commitment among social workers. The study specifically aimed to test the mediating effects of work-family conflict and work-family enrichment. For that purpose, a mail survey was conducted with social workers in private social welfare facilities or institutions in A cityfrom September 15 to 30, 2011. Of 1,621 questionnaires distributed, 952 were returned and 889 were included in the final analysis. The results indicated that the perceived family supportive organizationalculture among social workers had no direct effects on job satisfaction and organizational commitment. Also, work-family conflict and work-family enrichment mediated the relationship between perceived family supportive organizational culture and job attitudes such as job satisfaction and organizational commitment among social workers. Implication for agency practice and further research, particularly in the area of work-family conflict and work-family enrichment, are discussed.

중국 근로자의 일-가족 상호관계에 영향을 미치는 요인에 관한 다수준 분석

최우,한인수 한국동북아학회 2013 한국동북아논총 Vol.18 No.3

본 연구는 중국 근로자들을 대상으로 그들의 일-가족 상호관계(일-가족 갈등, 일-가족 충실화)에 영향을 미치는 영향요인을 다수준 분석기법을 통해 구명하고자 하였다. 개인특성 변수( 외향성, 신경성), 직무특성 변수(직무과부하, 직무자율성), 조직특성 중 가족 친화적 조직문화가 일-가족 상호관계에 미치는 영향이 실증적으로 검증되었다. 또 그 과정에서 직장 내 사회적 후원의 조절효과도 검증하고자 하였다. 실증 연구 결과 외향성은 일-가족 충실화에 신경성은 일-가족 갈등에 정적 관계를 가졌다. 직무수준에서는 직무자율성은 일-가족 충실화에 직무 과부화는 일-가족 갈등과 관련이 있었다. 조직수준에서 가족친화적인 조직문화는 일-가족 충실화와는 정의 관계를, 일-가족 갈등과는 부의 관계를 보였다. 직장내 사회적 후원의 조절효과는 신경성과 일-가족 갈등, 직무자율성과 가족 친화적 조직문화와 일-가족 충실화 간의 관계에서 발견되었다. 끝으로 연구의 실천적 시사점으로 유연근무제나 육아휴직제와 같은 가족 친화적 경영실무기법이 추천되었다. The study aim at investigating the determinants of work-family interface of Chinese workers using multi-level analysis . The relationships between personality factors( extroversion and neuroticism), job factors( job autonomy and work overload), organizational factor( work-family culture) and work family interface(work family conflict and work family enrichment) were empirically tested based on the questionnaire survey administered to the Chinese workers. A moderating effects of work social support between work family interface and its antecedents was additionally investigated. The results revealed that extroversion was positively related to work family enrichment and neuroticism was positively related to work family conflict. At the job level, job autonomy is positively related to the work family enrichment, work overload is positively related to work family conflict. In terms of organizational variable, work-family culture is positively related work-family enrichment and negatively related to work-family conflict in the individual level. The moderating effects of work social support are found in the relationships between neuroticism and work family conflict and between job autonomy, work-family culture and work family enrichment. Finally, some practical implications was suggested based on the research results. Various family-friendly management practices like flexitime and child care leave, etc were recommended.