자원보존 관점의 조직배태성이 구성원의 듀얼아젠다에 미치는 영향 = The Effects of Organizational Embeddedness on Employee Dual Agenda: A COR Theoretical Perspective

국문 초록 (Abstract)

일(직장)과 삶(가정)의 두 영역에 대한 가치관은 구성원의 성장배경 그리고 이들이 처한 시대적 상황과 밀접한 관계를 갖는다. 특히 오늘날 직장인들의 가치관은 ‘궁극적 가치’ 로서의 일과 삶의 조화 그리고 이를 실현할 ‘도구적 가치’로서의 경력성공(혹은 경력몰입) 이라는 이중적 목표 즉 ‘듀얼아젠다’를 지향하고 있다. 구성원들의 이러한 균형욕구가 충족되기 어려운 것은 두 영역 모두 자원의 소진과 밀접한 연관성을 갖기 때문이다.
즉 개인이 보유한 자원과 에너지는 한정되어 있으므로 자신의 경력에 몰입하면서 동시에 가정생활의 균형을 추구하기 위해서는 직장에서 소진되는 자원이 지속적으로 보충되어야할 것이다. 이에 본 연구는 구성원들의 듀얼아젠다 성취를 자원이론의 관점에서 접근해 보고자하며 구체적으로 직장영역에서 근로자에게 자원을 보충해주는 기제로서 조직 배태성 개념을 다루고자 한다. 조직에 잘 배태된 구성원은 자원의 고갈을 막고 지원적인 업무환경을 유지할 수 있기 때문에 그들의 업무를 보다 효율적으로 수행할 수 있고 이로 인해 갖게 되는 여력은 직장-가정 갈등을 완화시켜줄 수 있기 때문이다. 구체적으로 구성원의 조직배태성 수준이 직장-가정 갈등과 부(-)의 관계를 갖는지 그리고 이들 관계에서 경력몰입이 조절효과를 발휘하는지에 대해 가설을 설정하였다. 아울러 본연구에서는 조직배태성의 구성개념과 측정에 대해 제기된 학자들 간 접근방식의 차이를 깊게 논의하였고 측정방법으로 조직배태성 개념의 3가지 차원(적합성, 관계연결성, 및이직 시 손실)에 동등한 가중치를 부여하는 합성적 척도와 함께 대안적 방법으로 조직 배태성의 차원을 별도로 구분하지 않는 포괄적 척도를 사용하였다. 국내 모그룹 5개 계열사 근무자 263명을 대상으로 자료를 수집하였으며 회귀분석을 통해 가설을 검증 하였다. 분석 결과, 구성원의 조직배태성 수준은 직장-가정 갈등 지각과 부(-)의 관계를 갖는다는 가설이 지지되었고 조직배태성의 이러한 완화작용은 경력몰입이 높은 구성원에게더 크게 나타나는 것으로 밝혀졌다. 다만 추가적으로 포괄적 척도를 사용한 결과에서는 경력몰입의 조절효과 검증은 지지되지 못하였다. 마지막으로 이러한 연구결과가 학술적 측면과 실무적 차원에서 주는 시사점과 아울러 본 연구가 지니는 한계점과 향후 연구방향에 대해 논의하였다.

다국어 초록 (Multilingual Abstract)

Work and family are the two dominant domains for employee lives. Radical changes in the role and nature of families and the workforce have resulted in an increase in time spent by employees on family. However, employees are also dedicated to their careers as they must ensure their survival and success in the current tight job market. These two goals, resulting in a dual agenda, are difficult to simultaneously achieve since there are limits on the resources available to employees. According to the conservation of resource (COR) theory, in order to sustain the level of available resources, employees must acquire, invest and retain resources, and organizational embeddness enables them to do just that. As employees become increasingly embedded in an organization, they have a higher degree of fit with their organization, develop more connections with their peers, and have a higher degree of outcome involvement. Consequently, highly embedded employees may perform their job more efficiently and focus on compensatory resources when confronted with resource deficiencies such as work-family conflicts. In this study, we hypothesized that organizational embeddness would be associated with lower work-family conflict. We further proposed that career commitment serves to moderate the relationship such that the buffering effect will be stronger for employees with a higher level of career commitment. In addition, to measure organizational embeddness, we studied two values, the composite measure and the global measure. We then tested the hypotheses using an equally weighted composite measure and additionally used a global gestalt measure in an efforts to make comparisons. Data were collected from several companies affiliated with a large corporation in South Korea and hypotheses were tested using multiple regression analysis (total N = 263). We found that organizational embeddness has a negative effect on work-family conflict and that this effect is even stronger for employees with higher levels of career commitment.
Testing the moderating effect using a global measure, however, is not supported.
The implications of our study and directions for future research are also discussed in this study.

목차 (Table of Contents)

• Ⅰ. 서론
• Ⅱ. 이론적 배경 및 연구가설
• Ⅲ. 연구방법
• Ⅳ. 분석 결과
• Ⅴ. 논의

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