다수준 분석을 통한 일과 삶의 균형에 관한 연구 : 세대별 일의 가치와 제도 및 지원분위기의 효과 = (A) study on the work-life balance through multilevel analysis : the effects of generational work value and supporting institutions & climate

다국어 초록 (Multilingual Abstract)

Work life balance is an important strategic method for companies to attract competent individuals and also an important factor for individuals to consider in selecting and changing jobs. However, the existing studies on work life balance have been conducted to reduce the conflict coming from the role of work and life, and they were mixed with the terms such as perception of individual work life balance and system, culture, and climate of organization.
This study attempted to define the relationship between work and life from the perspective of balance and clarify the term, work life balance.
First, the relationship between work and life is understood from the perspective of “balance” that the relationship could be actively structured and defined according to the objective and value pursued through the work by individual.
Also, the balance between individual’s work and life is understood as WLB perception, the perception that the roles demanded by both work and life are well implemented and WLB supporting institution is understood as the institution that supports the balance between workers’ life and work. The climate formulated in relation to the work life balance within an organization outside of institutional support was classified as WLB supporting climate. Also, the study attempted to investigate the relationship between WLB supporting institution, the influential factor at organizational level that affects individual WLB perception and WLB supporting climate from multi-level perspective.
Moreover, the leverage of work value as a preceding factor that affects the perception of balance between individual work and life was examined. The work life balance is an important factor for individuals to select and change jobs. In particular, the younger generations value life composure and work life balance more than their income and social status, and they no longer sacrifice their priority in family and life for work. In other words, by assuming the difference between the older and younger generations on the work value that can be defined as ‘the result and objective an individual expects from the work,’ this study confirmed the current domestic generational work value through interview and pre-analysis along with the literature review regarding the work value of Y-generation, X-generation, and Baby boom-generation.
Based on the literature review and pre-analysis, a survey targeting 817 individuals working in 45 domestic companies was conducted to verify the study model. The empirical analysis showed the difference between the work value of each generation that affects the perception of work life balance. The meaningful value that affects the perception of work life balance for each generation shown by the result was as following: intrinsic value and autonomy and leisure value for Y-generation; extrinsic value and intrinsic value for X-generation; and inherent value for Baby boom-generation. Also, work life balance played an intermediary role between X-generation and Y-generation within the relationship between work value, turnover intention, and career satisfaction. In terms of organizational level, the supporting institution did not offer any significance. Among supporting climate, the support on career concern showed meaningful influence on individuals’ work life balance.
This study regards the work value, which was not treated with importance in the existing studies on the relationship between work and life, as a preceding variable, and offers an integrated perspective on organizational-level support through multi-level analysis. However, more careful interpretation should be given to the fact there the supporting institution did not show any influence. Unlike other institutions, the supporting institution of work life balance is still not perceived as one that is taken for granted within the organization. And the background of its introduction is in often cases to secure the legitimacy such as the institutional pressure coming from the government and not the strategic purpose of companies. Hence, it could be explained as decoupling phenomenon where an institution does not function despite the existence of official institution within companies. Moreover, the tacit custom and insecurity on career that are pervasive in domestic companies can be an obstacle for an institution to disseminate and settle as an atmosphere. Therefore, this phenomenon is the problem the domestic companies should overcome in the future within organizational-level support and also an important study topic that should be given a significant importance.

국문 초록 (Abstract)

일과 삶의 균형은 기업에게 있어서는 유능한 인재를 유인하고 유지하기 위한 중요한 전략적 수단이자 개인에게는 직장의 선택과 이직에 있어 중요한 고려요소이기도 하다. 그러나 기존의 일과 삶의 균형은 일과 삶 역할에서 오는 “갈등(conflict)"을 줄이기 위한 연구로 진행이 되었으며, 개인의 일과 삶의 균형 지각과 조직수준에서의 제도 및 문화・분위기 등의 용어와도 혼용되어 연구가 진행되어 왔다.
본 연구는 일과 삶의 관계를 균형관점에서 그리고 일과 삶의 균형의 용어에 있어 보다 명확한 구분을 시도하였다. 우선, 개인이 일을 통해 추구하고자 하는 목표나 가중치에 따라 일과 삶의 관계를 능동적으로 구조화 및 정의할 수 있다는 “균형(balance)"관점에서 일과 삶의 관계를 파악하였다. 또한 개인수준에서의 일과 삶의 균형을 일과 삶 두 역할에서 요구되는 바를 잘 수행하고 있다는 지각인 WLB 지각으로, 그리고 종업원들의 일과 삶의 균형을 지원해 주기 위한 제도를 WLB 지원제도로 파악하였으며, 제도적인 지원 이외의 조직에서의 일과 삶의 균형과 관련하여 형성되어 있는 분위기를 WLB 지원분위기로 구분하였다. 그리고 개인수준에서의 WLB 지각에 영향을 미치는 조직수준 영향요인인 WLB 지원제도와 WLB 지원분위기와의 관계를 다수준 관점에서 규명을 시도하였다.
또한 개인수준에서 일과 삶의 균형 지각에 영향을 미치는 선행요인으로 일의가치의 영향력을 분석하였다. 개인에게는 일과 삶의 균형이 직장의 선택과 이직에 있어 중요한 고려요소이기도 하다. 특히 젊은 세대들은 삶에서의 여유와 일과 삶의 균형을 소득과 사회적 지위보다 더욱 중요하게 생각하며 이제 더 이상 일을 위해 자신의 가정이나 삶에 대한 우선순위를 포기하지 않는다. 즉 '일을 통해 개인이 얻고자 기대하는 결과와 목적'으로 정의 할 수 있는 일의 가치가 기성세대와 젊은 세대 간에는 차이가 있을 것으로 가정하여, Y 세대, X 세대, 베이비붐 세대의 일의 가치를 문헌고찰과 함께 인터뷰 그리고 예비 분석을 통해 현재 국내의 세대별 일의 가치를 확인하였다.
이러한 문헌 고찰과 예비 분석을 토대로, 본 연구의 연구 모형 검증을 위해 국내 45개의 기업 817명의 개인에게 실시한 설문 자료를 토대로 분석을 실시하였다. 실증 분석 결과, 일과 삶의 균형 지각에 영향을 미치는 세대별 일의 가치는 각각 다름이 확인되었다. Y 세대는 내재적 가치와 자율 및 레져 가치, X 세대는 외재적 가치와 내재적 가치 그리고 베이비붐 세대는 내재적 가치와 일과 삶의 균형 지각에 영향을 미치는 유의한 가치로 확인되었다. 또한 일의 가치와 이직의도 및 경력만족과의 관계에서 일과 삶의 균형은 X 세대와 Y 세대에서 매개역할을 하는 것으로 나타났다. 조직수준에서는 지원제도의 효과가 모두 유의미한 영향을 미치지 못하는 것으로 나타났다. 지원분위기 중 경력우려에 대한 지원은 개인의 일과 삶의 균형에 유의미한 영향을 미치는 것을 확인하였다.
본 연구는 기존의 일과 삶과의 관계에 대한 연구에서 주요하게 다루지 않았던 일의 가치를 선행변수로 보고, 이와 함께 조직수준의 지원을 다수준 분석을 통해 통합된 관점을 제시하였다. 그러나 지원제도의 영향력이 나타나지 않은 점에 대해서는 보다 신중한 해석이 필요하다고 생각한다. 다른 제도와 달리 일과 삶의 균형 지원제도는 아직도 조직에서 당연시 되는 제도로 인식되지 못하고, 제도가 도입된 배경 역시 기업의 전략적 목적이라기 보다는 정부의 제도적 압력과 같은 정당성 확보 차원에서 도입된 경우가 많아 공식적인 제도가 기업 내에 존재함에도 불구하고 제도가 실행이 되지 않는 디커플링(decoupling) 현상으로 설명할 수 있을 것이다. 또한 우리나가 기업 내 존재하는 암묵적 관행 및 경력에 대한 불안감과 같은 분위기는 제도가 확산되어 분위기로 정착되지 못하는 걸림돌 역할을 할 수 있을 것이다. 따라서 이러한 부분은 조직수준의 지원에서의 향후 우리나라 기업들이 극복해야 할 여러 문제점이자 향후 이 분야에서 주요하게 고민해야 할 연구 주제라 생각한다.

목차 (Table of Contents)

• 국문요지 vii
• 제 1 장 서론 1
• 제 1 절 연구의 배경 1
• 제 2 절 연구의 목적 및 연구 과제 5
• 제 3 절 논문의 구성 6
• 제 2 장 이론적 배경 7
• 제 1 절 개인수준의 일과 삶의 균형 7
• 1. WLB 지각 7
• 2. WLB 지각과 일의 가치 15
• 제 2 절 조직수준의 일과 삶의 균형 19
• 1. WLB 지원제도 19
• 2. WLB 지원제도의 한계 27
• 3. WLB 지원분위기 31
• 제 3 절 WLB 지각의 성과 35
• 1. 선행연구 35
• 2. 이직의도 36
• 3. 경력만족 38
• 제 3 장 연구가설과 연구모형 40
• 제 1 절 세대별 일의 가치와 WLB 지각 40
• 1. 세대 40
• 2. 세대별 일의 가치에 대한 FGI 42
• 3. 예비분석 54
• 4. 가설도출 61
• 제 2 절 조직지원과 WLB 지각 65
• 1. WLB 지원제도와 WLB 지각 65
• 2. WLB 지원분위기와 WLB 지각 66
• 제 3 절 연구모형 73
• 제 4 장 연구방법 76
• 제 1 절 연구의 설계 76
• 1. 자료수집 및 분석대상 76
• 2. 연구대상의 특성 78
• 3. 조직의 특성 80
• 제 2 절 변수의 조작적 정의와 설문의 구성 81
• 1. 변수의 조작적 정의 및 측정도구 81
• 2. 설문의 구성 85
• 제 3 절 분석방법 88
• 제 5 장 연구결과 90
• 제 1 절 측정도구의 타당도 및 신뢰도 분석 결과 90
• 1. 타당도 분석 90
• 2. 신뢰도 분석 93
• 제 2 절 측정도구의 다수준 타당도 검증 결과 94
• 제 3 절 상관관계 분석 결과 96
• 제 4 절 가설의 검증 99
• 1. 세대별 일의 가치와 WLB 지각과의 관계에 대한 가설검증 99
• 2. WLB 지각과 이직의도 및 경력만족과의 관계에 대한 가설
• 검증 102
• 3. WLB 지각의 매개효과에 대한 가설 검증 103
• 4. WLB 지각과 조직지원과의 관계에 대한 가설 검증 111
• 5. WLB 지원분위기의 매개효과에 대한 가설 검증 113
• 제 6 장 결론 및 논의 115
• 제 1 절 연구 결과의 요약 115
• 1. 세대별 일의 가치와 WLB 지각과의 관계 116
• 2. 조직의 지원과 WLB 지각과의 관계 118
• 제 2 절 연구의 의의 121
• 1. 이론적 의의 121
• 2. 실무적 의의 122
• 제 3 절 연구의 한계 및 향후 연구 방향 124
• 참고문헌 126
• 설문지 160
• Abstract 168

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