earticle

영어

Increased women workers and environmental changes drew academic and practical interest about work-family issues. Consequently, large number of studies has been exploring the right way to change physical work conditions to reduce the negative effects caused by work-family conflict. Naturally, improving physical work condition is fundamental and best way to resolve the problem related with work-family issues but cannot be taken easily by firms because it requires a great deal of time and resources. If all the firms are forced to follow the present solution that the existing studies recommended, they will confront different kinds of problems that are mostly related to labor cost increase. By the consequence, most firm will never implement the recommendation volunteerly because of financial restriction in short-term period. In other words, the solutions that were developed from the view point of proving physical work condition cannot be accepted before the firms change their financial plan and rearranging the human resource. So, we should look for different approaches to work-family issues in short term period in which management cannot arrange physical work condition. However, little attention is paid to the temporal methods to improve employees’ attitude and performance with the given work condition related with work-family issues. To fulfill our purpose, we compare the several approaches of work-family issues such as work-family conflict, work-family enrichment, work-family balance, and satisfaction with work-family balance. After deep contemplation, we decided to adopt satisfaction with work-family balance for several reasons. According to Valcour(2007), satisfaction with work-family balance has more advantages over other concepts. While work-family conflict approach and work-family enrichment approach should consider the direction of influence (e.g., ‘from work to family’ or vice versa), work-family balance approach and satisfaction with work-family balance do not consider the direction. Work-family balance is well known in practical side but its construct is not yet developed well from academic perspective. Most of all, the others except satisfaction with work-family balance do not consider psychological side and do not support our research purpose. In this vein, adopting the concept of SWFB(satisfaction with work-family balance) that empathizes psychological aspect of work-family issues we investigated the effects of PCGO(perceived career growth opportunity) and PsyCap(psychological capital) on SWFB even when role-overload is controlled. In addition, we also investigated mediating effects of PsyCap between PCGO and SWFB. For empirical test, we collected 353 data from married Korean employees and conducted structural equation model analysis. The results showed that the path from PCGO to PsyCap and the path from PsyCap to SWFB were supported in positive sign but the direct path from PCGO to SWFB was supported in negative sign. With these result, we discussed the possibility for managing work-family issue temporarily without changing physical work condition.

한국어

여성들의 경제활동 참여 증가 등 경영환경의 변화로 인해 일-가정 이슈에 대한 실무 및 학계의 관심이 증가하였고, 그 결과, 많은 연구들이 일-가정갈등의 부정적인 영향 감소를 위한 물리적 근무여건 개선 방안을 연구해 오고 있다. 물리적 근무여건 개선이 일-가정 이슈 관련 문제 해결을 위한 근본적인 방안이지만, 많은 시간과 자원의 소모로 인해 단기적으로 기업들이 받아들이기가 쉽지 않다. 그럼에도 불구하고, 주어진 근무여건 안에서 종업원 태도와 성과를 증진하는 단기적 측면의 해결방안에 대해서 거의 관심을 보이고 있지 않다이에, 본 연구는 일-가정이슈에서 심리적 측면을 강조하는 일-가정균형만족의 개념을 도입하여, 역할과부하가 통제된 상태에서 경력성장기회와 심리자본이 일-가정균형만족에 미치는 영향을 살펴보았고, 경력성장기회와 일-가정균형만족 간 관계에서 심리자본의 매개효과도 살펴보았다. 353명의 기혼 직장인을 대상으로 설문을 분석한 결과 경력성장기회의 부(-)의 영향과 심리적 자본의 정(+)의 영향을 확인할 수 있었고, 심리적 자본의 정(+)의 매개효과를 통해 경력성장기회로 인한 부정적인 요인을 줄일 수 있음을 확인하였다. 이상의 결과를 바탕으로 물리적 근무여건 변화 없이 잠정적으로 일-가정 이슈를 관리하는 방안에 대해서 논의하였다.