직무 자원으로서의 근무시간 자율성: 근로자의 직무만족과 이직의도에 미치는 효과 = Work time autonomy as a job resource: The effect on job satisfaction and turnover intention

국문 초록 (Abstract)

최근 우리나라 조직들에서 시차출퇴근제와 선택근무제에 대한 관심이 증가하고 있다. 이러한 제도들은 종업원에게 근로시간을 선택하거나 조정할 수 있는 근무시간 자율성을 제공한다. 본 연구는 “직무요구-자원 이론”(job demands-resources theory; Bakker & Demerouti, 2007)을 바탕으로 근무시간 자율성이 직무 자원으로서의 긍정적 효과를 가지는 지 경험적으로 확인하였다. 한국 노동패널조사(Korean Labor and Income Panel Study, KLIPS)에서 추출한 5,287명의 한국 직장인 대표표본에 대한 구조방정식 분석 결과, 근무시간 자율성은 구성원의 직무만족을 증가시키고, 이직의도를 감소시켰다. 또한 근무시간 자율성이 높을수록 업무량이 직무만족에 미치는 부정적인 영향은 완화되었다. 이러한 결과는 근무시간 자율성이 직무 자원으로 기능한다는 학문적 함의뿐만 아니라, 근무시간 자율성 관련 제도 도입에 관심 있는 조직들에게 중요한 실천적 함의를 제공한다.

다국어 초록 (Multilingual Abstract)

Recently, flexible work schedules have gained increasing interest in Korean organizations. Flextime work schedules allow employees a level of autonomy to determine their own work schedules. Based on “job demands-resources model” (Bakker & Demerouti, 2007), the current study hypothesized and demonstrated that work-schedule autonomy has a moderating effect as well as a main effect on job attitudes. Structural equation modeling analysis of data from 5,287 Korean employees from the Korean Labor Panel Survey showed that work-schedule autonomy has a positive impact on job satisfaction and turnover intention, and also mitigates the adverse effects of heavy workloads on job satisfaction. The results provide empirical supports for conceptualizing work-schedule autonomy as a job resource and significant practical implications to organizations that are interested in introducing flexible work schedules.

목차 (Table of Contents)

• Ⅰ. 서론 Ⅱ. 이론적 배경 및 가설 Ⅲ. 연구 방법 Ⅳ. 결과 Ⅴ. 논의 참고문헌

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