가족친화제도 활용과 여성관리자의 조직몰입

다국어 초록 (Multilingual Abstract)

The main purpose of this study is to clarify the psychological effectiveness of family-friendly practices from users' perspectives, i.e., female managers' perception and commitment. We focus on female managers' perception of usability of practices, rather than actual existence of practices, and examine whether perceived usability influence organizational commitment of female managers. We also investigate organizational situations that can influence the effects of family-friendly practices, that is, perceived fairness of human resource management practices as well as perceived discrimination that female managers might experience in an organization. Using data from 1145 female managers from 247 organizations across industries in Korea (Korea Women Manager Panel, 2010), we first examined the effects of usability perception of female managers on their commitment and then tested the moderating influences of perceived fairness in human resource management practices and perceived discrimination. Results revealed that supporting our hypothesis, perceived usability of practices was positively associated with organizational commitment; however, actual existence of practices was not related to commitment of female managers. Findings further indicated that the level of fairness perception of female managers positively moderated the link between usability perception and commitment, that is, the positive relationship was strengthened under high level of fairness perception but was weakened under low level of fairness perception. Also supporting the hypothesis, perceived discrimination of female managers negatively moderated the link between usability perception of family-friendly practices and organizational commitment of female managers. Theoretical and practical implications as well as limitations of the study were discussed.

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