직장 가정 갈등과 업무 재량권, 직무만족, 경력만족 및 이직의도 간의 구조적 인과관계에 대한 연구 = Examining structural relationships between work-family conflict, family-work conflict, empowerment, job satisfaction, and turnover intention

다국어 초록 (Multilingual Abstract)

The purpose of this study was to examine the structural relationships between work-family conflict, family-work conflict, empowerment, job satisfaction, and turnover intention. Based on thorough literature review, the clear definitions and interpretations about the five proposed constructs were examined. Moreover, based on theoretical and empirical backgrounds, eleven theoretical hypotheses were proposed, thus creating a structural model. The proposed model was tested using the data collected from 310 employees. Data analysis results provided important implications which are as follows: Work-family conflict significantly lowers empowerment, thus inducing employees' turnover intention. In contrast, family-work conflict directly influences turnover intention. During this process, it was revealed that empowerment plays a partial mediating role in the relationships between work-family conflict, job satisfaction, career satisfaction, and turnover intention. Based on the findings, theoretical/practical implications were discussed.

국문 초록 (Abstract)

본 연구의 목적은 직장 가정 간 갈등, 가정 직장 간 갈등, 업무 재량권, 직무만족, 경력만족, 이직의도 간의 구조적 인과관계를 검증하여 경영실무자들에게 시사점을 제공하는 것이다. 문헌분석에 근거하여 제시된 여섯 가지 개념들에 대한 이론적 정의 및 해석이 이루어졌다. 또한 이론적/경험적 연구들을 바탕으로 하여 여섯 가지 개념들 간의 인과관계가 유추되었고, 이는 11개의 연구가설들로 체계화되었다. 11개의 연구가설들을 조직화한 결과 구조모델이 탄생하였고, 이 모델은 310명의 직장인들로부터 수거된 경험적 데이터로 검증되었다. 분석결과, 직장 가정 간 갈등은 조직원의 업무 재량권을 현저히 떨어뜨려 이직의도를 부추기는 요인으로 나타났고, 가정 직장 간 갈등은 이직의도에 직접적인 영향을 주는 선행변수로 밝혀졌다. 이 과정에서 업무 재량권은 부분매개변수(partial mediator)의 역할을 하며 직무만족도와 경력만족도는 모두 이직의도에 부(-)의 영향을 주는 것으로 나타났다. 데이터 분석결과를 바탕으로 하여 이론적/실무적 시사점들이 논의되었다.

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