경찰공무원의 직장-가정 갈등 영향요인에 관한 연구 = A Study on The Determinants of Work-Family Conflict in Married Police Officers

다국어 초록 (Multilingual Abstract)

Being regarded work and family balance as important recently, work-family conflict has been added into the field of research on conflict. Work-Family Conflict(WFC) is a form of inter-role conflict that occurs when one role interrupts the other one. That is, work-family conflict occurs when someone cannot do the household matters because of the job or vice versa.
The fundamental reasons for increasing social concern in work and family balance are the problem resulted from work-family conflict is highly serious and its range is wide. As it is considered in the literature review, work-family conflict influences negative effects not only on the individual dimension but also on the organizational dimension. Thus, fulfilling the roles expected from both of areas fails to achieve. This means the influence of work-family conflict has interrelationship. As an individual feels difficult in balancing the work and family life at the same time, psychological conflict and stress are increased in the individual dimension, dissatisfaction with the organization and intention of turnover are increased and the will to work is getting decreased, therefore, the productivity of the organization declines. And when it comes to family affairs, it may lead to the domestic violence, divorce and separation.
Police officers experience difficulties in playing the role at the workplace and home because of its occupational specialty: highly dangerous, unpredictable workplace environment, overloaded workloads and irregular work patterns and so forth. Nevertheless, research on work-family conflict among police officers is rarely seen.
This study aims at identifying the degree of difficulty and conflict in fulfilling the role at the work and home and the determinants which cause the work-family conflict. Furthermore, based on the research result, this study tries to seek possible solutions to reduce the work-family conflict at the individual and organizational dimensions. Realizing the limitation that previous research on conflict among police officers were restricted to conflict or stress caused by work or personal relations in the organization and considering family as the root of conflict that only work were considered as the root of conflict in the past characterize this study.
Through literature review, determinants which causes work-family conflict among police officers were selected and divided into workplace-related, personal , and family-related factors. Determinants corresponds to workplace are overtime work, work overload, interpersonal relationship stress, desire for promotion, and police subculture. Perfectionism tendency and gender role attitudes correspond to personal factor. Lastly, determinants corresponds to family-related factors are marital conflict, problems of nurturing children, the maximum accrual per year, and family debts. And Work-Family Conflict(WFC) were classified into Work Interference with Family(WIF) and Family Interference with Work(FIW).
The results are as follows. Firstly, it is shown that there is a difference in the work-family conflict as demographic characteristic differs. Among the characteristics, gender showed a difference in work-family conflict. Female officers showed higher conflict than male ones. This result is in accord with earlier ones. Considering the age, police officers ranged in 30s showed relatively higher work-family conflict than officers in 40s and 50s. This reflects changed perception and attitude of young police officers which regarded extra work as natural in the past.
Taking work unit into consideration, department of criminal investigation was the highest. It is because the overloaded work restricts sparing time for individual or family and the qualitative characteristic of work produces strain and stress which are not easily reduced, and transferred to the family. Therefore, there is quite a possibility that transferred strain or stress causes conflict in family. Work pattern also showed difference in the degree of work-family conflict. Non-shift workers showed higher conflict than shift workers. In case of non-shift workers, they are exclusively responsible for their work. Thus, if their work is not being completed on time, it is likelihood that burden from work is transferred to family.
The results showed that overtime work, work overload, interpersonal relationship stress and the degree of accepting subculture had a positive influence on WIF among the workplace-related factors. Also, overtime work, work overload, interpersonal relationship stress had a significant influence on FIW.
Among the personal factors, perfectionism tendency and gender role attitudes were statistically significant in both of work interference with family and family interference with work. However, perfectionism tendency had a positive influence on work interference with family and a negative influence on family interference with work.
Lastly, problems of nurturing children and the days of used leave influenced on work interference with family, and marital conflict and problems of nurturing children influenced on family interference with work among family related factors.
Based on this result, this study suggests the solutions to manage and to reduce the work-family conflict in the individual and organizational dimensions.
In organization, restructuring through rational allocation of work is needed. Practical and realistic reward system for the unavoidable extra work is needed to establish and proper distribution of work is also needed. This will prevent neglecting family affairs because of work overload and reduce the difficulties in balancing the work and family life. Also, it is needed to prepare an open atmosphere to share outside interests with their partners and boss to reduce the interpersonal relationship stress at work. In addition, family-friendly work culture is needed to created and various policy to support this culture needs to be introduced actively.
In personal, it is very important that police officers themselves need to learn skills to cope with unavoidable conflict. And it is also needed to engage actively in supporting partners occupationally and psychologically. Furthermore, having progressive and equal gender role perception and attitude will reduce work-family conflict.
Even though this study noticed that police officers were not subjected in the previous research on work-family conflict, and identified the determinants in causing conflict, if result from the work-family conflict among police officers was also considered, it would have more discussions about it. In addition, it is expected that this study would contribute as examination of preceding determinants causing work-family conflict in further research focusing on influence of work-family conflict on occupational attitude or organizational productivity.

목차 (Table of Contents)

• 제 1 장 서론 1
• 제 1 절 연구의 목적 1
• 제 2 절 연구의 범위 및 방법 6
• 1. 연구의 범위 6
• 2. 연구의 방법 8
• 제 2 장 연구의 이론적 배경 10
• 제 1 절 직장-가정의 갈등 10
• 1. 직장-가정 갈등의 개념 10
• 2. 직장-가정 갈등에 대한 제 이론 15
• 3. 직장-가정 갈등의 유형 18
• 제 2 절 경찰조직의 특수성과 갈등 23
• 1. 경찰조직 및 업무의 특수성 23
• 2. 경찰공무원의 역할과 갈등 35
• 제 3 절 직장-가정 갈등의 유발요인 41
• 1. 직장관련 요인 41
• 2. 개인관련 요인 47
• 3. 가정관련 요인 51
• 제 4 절 선행연구의 검토 56
• 1. 직장-가정 갈등의 원인에 관한 연구 56
• 2. 직장-가정 갈등의 결과에 관한 연구 59
• 제 3 장 연구의 설계 및 분석 62
• 제 1 절 연구분석의 틀 및 가설의 설정 62
• 1. 분석의 틀 62
• 2. 가설의 설정 65
• 3. 주요변수의 조작화 67
• 제 2 절 분석방법 72
• 1. 설문지 구성 72
• 2. 표본설계 및 자료수집 방법 74
• 3. 분석방법 77
• 제 4 장 연구결과의 분석 및 논의 79
• 제 1 절 연구결과의 분석 79
• 1. 조사대상자의 일반적 특성 79
• 2. 측정도구의 신뢰도와 타당도 검증 83
• 3. 인구사회학적 특성에 따른 직장-가정 갈등 차이 92
• 4. 직장-가정 갈등 영향요인에 대한 분석 116
• 제 2 절 분석결과의 논의 및 정책적 제언 142
• 1. 분석결과의 논의 142
• 2. 정책적 제언 160
• 제 5 장 결론 172
• 참고문헌 178
• ABSTRACT 195
• 설문지 200