공공조직에서 여성의 일-가정 갈등(WFC) 결정요인 분석 = Analysis of Determinants of Women's WFC in Public Organizations

다국어 초록 (Multilingual Abstract)

There has been a great increasing interest in work-family conflict (WFC). This paper empirically studies WFC by analyzing the survey data from a sample of women in public organizations. For the sake of elaborating the research framework, this research divides WFC into four sub-concepts: Work Interference with Family (WIF), Family Interference with Work (FIW), Work Enhancement of Family (WEF), and Family Enhancement of Work (FEW ).
This study flows from four theoretical hypothesis: the spillover effect, discriminant function of independent variable, the asymmetry hypothesis, and the existence of enhancement factors not just interference factors.
This paper validates those hypotheses and then suggests the following policy implications: Wholistic or integrative welfare management considering the particular determinants matching to each WFC dimension, work-centered alternatives, and views balanced between interference and enhancement.

국문 초록 (Abstract)

여성들의 사회적 진출이 확대되고 저출산문제가 심각해지면서 일-가정갈등(WFC)에 대한 사회정책적 관심과 함께 그와 관련된 학술적 연구도 활발히 진행되고 있다. 본 연구의 목적은 여성공무원들을 대상으로 일-가정갈등(WFC)의 결정요인을 실증분석을 통해 규명하고, 일-가정갈등을 완화하기 위한 정책적 함의를 도출하는데 있다.
이를 위해 본 연구에서는 WFC의 구성개념을 WIF(일의 가정 방해), FIW(가정의 일 방해), WEF(일의 가정 도움), FEW(가정의 일 도움) 등 네 가지로 구체화하였다. 그리고 일-가정갈등에서 중요한 이론적 가설들인 파급효과(spillover effect) 가설, 차별적 기능론(discriminant function), 비대칭성 가설(asymmetry hypothesis), 도움효과(enhancement effect) 등을 검증하였다.
연구결과, 이와 같은 WFC 관련 가설들의 타당성을 확인할 수 있었다. 본 연구에서는 이러한 결과에 근거하여 일과 직장을 동시에 고려한 균형있는 후생복지관리, WFC의 각 차원별 결정요인을 반영한 대안 마련, 직장 중심적 처방과 대응, 방해요인과 도움요인간의 균형의 필요성 등을 정책적 대안으로 제시하였다.

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