가족친화경영이 직무성과에 미치는 영향에 관한 연구 = (A) study on the effect of family-friendly management on job performance

다국어 초록 (Multilingual Abstract)

Abstract

A Study on the Effect of Family-Friendly Management on Job Performance

Various attempts are being made to improve corporate performance due to recent fast-paced business environment. And the importance of systematic personnel management has been emphasized to enhance the performance, maintain and manage competent staffs. To introduce any systems or programs in companies, which need to establish substantial grounds on whether they cause any benefit to the organization and these requirements are applied to decide for the introduction of family-friendly management.
This study was to analyze the impact of family-friendly management on job performance and the moderating effects of supervisor support, work-family balance, work-family conflict between these independent variables and the dependent variables.
The data used in the empirical analysis was collected by survey methods. A survey was conducted for general employees in large and small business located in Gwanju, Jeonnam, Korea, total of 300 questionnaires were distributed from September 17th, 2012 to October 29th and 278 were collected. The 11 questionnaires with insincere answers such as them written in bad faith or missed some questions were removed to enhance the reliability of the measurement and to obtain useful results in the empirical analysis so that 267 questionnaires were used in the final analysis.
A summary of analyzing findings based on the above research purpose and methods is as follows:
First, as a result of verifying the hypothesis on the effect of family-friendly management on job satisfaction, family-friendly management policy(p<.01) and housework/task harmony organizational climate(p<.01), personal care organizational climate(p<.001) showed a significant influence on job satisfaction, task-oriented organizational climate had no effect on job satisfaction.
As a result of verifying the hypothesis on the influence of family-friendly management on organizational commitment, family-friendly management policies(p<.001) and personal care organizational climate(p<.001) displayed a significant impact on organizational commitment, housework/task harmony organizational climate and task-oriented organization climate had no influence on organizational commitment.
As a result of verifying the impact of family-friendly management on turnover intentions of members, housework/task harmony organizational climate(p<.01) and task-oriented organizational climate(p<.05) had a significant impact on turnover intention.
Second, as a result of verifying the moderating effects of supervisor support in the relations between family-friendly management and job satisfaction, the moderating effects of supervisor support appeared in family-friendly management policy and housework/task harmony organizational climate(beta=1.348, p<.001; beta=1.323, p<.001) but it didn't appear in task-oriented organizational climate and personal care organizational climate.
Next, as a result of verifying the moderating effects of supervisor support in the relations between family-friendly management and organizational commitment, it appeared in only family-friendly management policies(beta=2.705, p<.001). With regard to family-friendly management organizational climate, it didn't appear.
And as a result of verifying the moderating effects of supervisor support in the relations between family-friendly management and turnover intentions, it didn't appear.
Third, as a result of verifying the moderating effects of workplace-home balance in the relationship between family-friendly management and job satisfaction, it appeared in family-friendly management policy, housework/task harmony organizational climate and personal care organizational climate(beta=1.038, p<.05; beta=1.593, p<.01; beta=3.816 p<.05).
Next, as a result of verifying the moderating effects of workplace-home balance in the relationship between family-friendly management and organizational commitment, it didn't appear in the between family-friendly management and organizational commitment. On the other hand, looking at the moderating effects of workplace-home balance in the relationship between family-friendly management and turnover intentions, it didn't appear.
Fourth, as a result of verifying the moderating effects of the tension conflict in the relationship between family-friendly management and job satisfaction, it appeared in only housework/task harmony organizational climate but it didn't appear in the other variables.
As a result of verifying the moderating effects of the tension conflict in the relationship between family-friendly management and organizational commitment, it didn't appear and the result of verifying the moderating effects of the tension conflict in the relationship between family-friendly management and turnover intentions didn't show the moderating effects of the tension conflict.
Fifth, as a result of verifying the moderating effects of the time conflict in the relationship between family-friendly management and job satisfaction, it appeared in housework/task harmony organizational climate(beta=-1.068, p<.001) and personal care organizational climate(beta=2.867, p<.01) and it didn't appear in family-friendly policies(beta=.372, n.s) and task-oriented organizational climate(beta=-.402, n.s).
Next, as a result of verifying the moderating effects of the time conflict in the relationship between family-friendly management and organizational commitment, it didn't appear.
As a result of verifying the moderating effects of the time conflict in the relationship between family-friendly management and turnover intentions, only housework/task harmony organizational climate among the sub-variables of family-friendly management had a significant influence on turnover intentions through interactions with the time conflict(beta=.772, p<.05).
Sixth, as a result of verifying the moderating effects of the behavioral conflict in the relationship among family-friendly