일-생활 균형(WLB)을 위한 지원제도와 지원분위기가 직무만족과 생활만족에 미치는 영향 : 상사 지원과 배우자 지원의 조절효과 검증 = (The) effect of support practices and climates for work life balance on employee job and life satisfaction : based on the moderate effect of supervisor and spouse support

다국어 초록 (Multilingual Abstract)

ABSTRACT

The Effect of Support practices and climates for Work Life Balance on Employee Job and Life Satisfaction
-Based on the moderate effect of supervisor and spouse support-


Seol Seung Hawn
Department of Business Administration
The Graduate School
Chonbuk National University

Work-life balance is the term used to describe those practices at workplace that acknowledge and aim to support the needs of employee in achieving a balance between the demands of their life and work lives.
The concept of work-life balance has emerged from the acknowlegement that an individual's work-life and personal family life may exert conflicting demands on each other.
Executives in today's business world are increasingly conscious that the competitive advantage of companies relay upon the retention of their key employees. According to the literature, work life balance(WLB) initiatives are today considered to be an important antecedent of job and life satisfaction.
The primary purpose of this study was to identify support practices and climates that allow members in hospital organization to maintain balance in work and life. The secondary purpose of the study was to identify that support practices and climates affect on employee job satisfaction, the moderate effect of supervisor support in between support practices/ climates and employee job satisfaction, and the moderate effect of spouse support in between job satisfaction and life satisfaction.
Chapter 2 presents a review of the extant literature on work/life balance benefits that helps to inform the current analysis, A conceptual framework is presented in Chapter 3. Chapter 4 presents the methodology and analysis. Chapter 5 presents the main finding as concludes.
This study explores these relationships in academic hospital organizations, where a number of academic hospital have suggested that research is necessary. This paper presents an empirical research study with a sample of 299 members in the sixth academic hospitals. The findings show that the existence of a support climates rather than support practices for WLB offered by the company is the main determinant of job satisfaction.
This study makes several important contributions.
First, it provides an empirical test of whether support practices and climates for work/life balance have their intended effects on employee job satisfaction. It is clear from this analysis that the hospital organizations that make support climates for work/life balance should probably do so. Second, spouse support is main factor affecting on their life satisfaction rather than the moderate factor of between job satisfaction and life satisfaction.
Based on the findings, the paper argues that organizational support culture for WLB, expressed through the existence of positive and supportive organizational values for WLB, plays a major role in enhancing organizational outcomes such as job satisfaction in hospital organizations. the implications for practitioners and academics are also discussed.









Keywords : work-life balance(WLB); job satisfaction; life satisfaction; support practices; support climates; supervisor support ; spouse support; work-life conflict.

Student ID Number : 200255112

목차 (Table of Contents)

• 제 1장 서 론 1
• 제 1절 연구의 배경과 목적 1
• 1.1.연구의 배경 및 필요성 1
• 1.2.연구의 목적 2
• 제 2절 연구 범위와 논문의 구성 4
• 2.1.연구 범위와 방법 4
• 2.2.논문의 구성 4
• 제 2장 이론적 배경 6
• 제 1절 일-생활 균형의 의의 6
• 1.1.일-생활 균형의 정의 및 필요성 6
• 1.2.일-생활 균형의 구분 9
• 1.3.일-생활 균형과 일-생활 갈등 11
• 제 2절 일-생활과 일 이외의 생활과의 관계 14
• 2.1.일영역과 가족영역의 변화 14
• 2.2.일-생활과 일 이외의 생활과의 관계검토 19
• 2.3.일-생활 균형의 영향요인과 결과요인 24
• 제 3절 직무와 생활만족 그리고 배우자 지원 41
• 3.1.직무만족과 생활만족 41
• 3.2.직무만족과 생활만족간의 관계 44
• 3.3.배우자 지원,그리고 직무만족과 생활만족 47
• 제 3장 연구 가설과 변수의 측정 48
• 제 1절 연구가설과 연구모형 48
• 1.1.연구가설 48
• 1.2.연구모형 51
• 제 2절 변수의 정의와 측정 52
• 2.1.일-생활 균형을 위한 지원제도 52
• 2.2.일-생활 균형을 위한 조직분위기 53
• 2.3.직무만족 53
• 2.4.생활만족 54
• 2.5.상사 지원 54
• 2.6.배우자 지원 54
• 2.7.기타 인구통계 변수 55
• 제 4장 실증분석 56
• 제 1절 설문의 구성과 표본의 대상 56
• 1.1.설문의 구성 56
• 1.2.표본의 대상 57
• 제 2절 측정도구의 신뢰도 및 타당도 검증 59
• 2.1.변수의 신뢰도 검증 59
• 2.2.변수의 타당도 검증 61
• 2.3.구성변수의 상관관계 63
• 제 3절 가설검증 64
• 3.1.지원제도와 지원분위기가 직무만족에 미치는 영향 64
• 3.2.지원제도/지원분위기와 직무만족간의 관계에서 상사지원효과 65
• 3.3.직무만족이 생활만족에 미치는 영향 68
• 3.4.직무만족과 생활만족간의 관계에서 배우자 지원효과 68
• 3.5.가설검증결과 요약 70
• 제 5장 결론 71
• 제 1절 연구 결과 및 시사점 71
• 1.1.연구 결과 요약 71
• 1.2.연구의 시사점 73
• 제 2절 연구의 한계 및 향후 연구 방향 74
• 2.1.연구의 한계 74
• 2.2.향후 연구 방향 76
• 참고문헌 77
• [국내 문헌] 77
• [외국 문헌] 81
• 설문지 93