기혼 근로자의 배우자 및 상사의 지원이 경력몰입에 미치는 영향: 일-가정갈등의 매개효과 = Impact of Support from Spouses and Supervisors on Career Commitment and Work-Life Conflict among Married Workers

다국어 초록 (Multilingual Abstract)

Growing importance for work-life balance has led more studies to focus on finding out the variables or parameters for the work-family conflicts and career commitment. Yet few studies have examined the mediating effect of work-family conflicts on its antecedents. The purpose of this study was to examine the impact of the level of support from spouses and supervisors on the career commitment and work-family conflicts. 344 married office workers in large companies were selected to participate in the survey. The findings of the study are as follows:First, the study found out that support from spouse and supervisors has impact on the workers' career commitment and work-family conflict(time-based and tension-based conflict). Second, as a result of analyzing the relationship of support from spouses and supervisors to the two types of work-family conflicts, spouse support was found to exercise a significant influence on both of time-based conflicts and tension-based conflicts that were two kinds of work-family conflicts. Third, as a result of analyzing the mediating effect of the two types of work-family conflicts on the relationship of spouse support and supervisor support to career commitment, there was a significant influential path from supervisor support to time-based and tension-based conflicts to career commitment.

국문 초록 (Abstract)

급변하는 사회에서 개인의 성공적인 경력개발을 위해서는 일과 가정의 균형을 이루는 것이 중요하다. 일과 가정의 균형은 직장과 가정에서의 다양한 긴장상황과 갈등을 잘 조절할 수 있어야 하고, 직장과 가정 구성원들의 지원이 이를 뒷받침해야 한다. 이러한 가정을 바탕으로 본 연구는 사무직에 종사하는 기혼 근로자 344명을 대상으로 직장과 가정에서의 지원이 이들의 경력몰입에 어떠한 영향을 미치는지 살펴보았고, 일과 가정의 갈등이 이들 관계에서 매개역할을 하는지 분석하였다. 배우자 및 상사의 지원, 일-가정갈등(시간근거갈등, 긴장근거갈등)과 경력몰입간의 영향관계를 분석하기 위해 다중회귀분석을 실시하였고, 일-가정갈등의 매개효과를 검증하기 위해서는 Baron과 Kenny(1986)의 3단계 매개효과 검증방법을 실시하였다. 조사결과, 상사의 지원이 개인의 경력몰입에 영향을 미치는데 있어 시간근거갈등이 매개역할을 하는 것으로 나타났다. 특히 상사의 지원이 배우자의 지원보다 영향력이 높은 것으로 나타남에 따라 조직 구성원들이 경력에 몰입하고 이를 바탕으로 조직의 효과성을 향상시키기 위해서는 상사의 지원을 공식적으로 제공해 줄 수 있는 인적자원개발 프로그램을 개발하고, 더불어 조직 구성원들 간의 친화적인 조직분위기를 조성할 수 있도록 해야 한다.

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