부서의 업무과정특성과 가족친화분위기가 듀얼아젠다에 미치는 영향

• 영문명: The Effects of Work Process Routines and Family Friendly Atmosphere on Dual Agenda
• 발행기관: 한국인사조직학회
• 저자명: 박보람(Boram Park) 김효선(Hyosun Kim) 구자숙(Jasook Koo) 박찬희(Chanhi Park)
• 간행물 정보: 『인사조직연구』인사·조직연구 제15권 제2호, 71~101쪽, 전체 31쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2007.07.30

국문 초록

  여성 인력의 사회 진출과 맞벌이 부부의 증가 등의 사회변화로 인해 조직구성원들의 일과 가족의 조화는 조직에게도 매우 중요한 과제가 되었다. 본 논문에서는 조직 구성원들이 ‘일과 가족의 조화’를 잘 이룰 수 있는 것과 ‘조직 효과성 향상’을 동시에 달성할 수 있음을 밝혀낸 듀얼아젠다(Dual Agenda)의 이론적 틀에 입각하여, 두 가지 변인에 동시에 영향을 미치는 부서의 업무과정의 특성과 부서의 가족친화분위기의 효과에 대해 연구하였다. 본 연구는 부서의 업무과정 특성을 알아보기 위하여 지방자치단체의 한 부서를 중심으로 현장관찰을 실시하였으며, 가설의 검증을 위해서는 지방자치단체 40개부서의 289명을 대상으로 설문지를 실시하여 공변량 구조분석을 사용해 분석하였다. 연구 결과, 부서의 방해적인 업무과 정특성은 부서의 가족친화분위기와 부(-)의 관계를 나타냈으며, 부서의 효과성(성과ㆍ몰입ㆍ만족)과도 부(-)의 관계가 유의하게 나타났다. 그러나 부서의 방해적인 업무과정 특성은 종업원의 직장-가정 간 갈등과 직접적으로는 유의미한 관계를 보이지 않았다. 또한, 부서의 가족친화적인 분위기의 경우 직장-가정 간 갈등에 유의미한 관계를 보이지 않았고, 부서의 효과성과는 오히려 부(-)의 관계를 갖는 것으로 나타났다. 다시 말해서, 부서의 분위기가 가족 친화적이지 않을수록 부서의 성과지각과 부서몰입, 그리고 부서만족이 높아지는 경향이 발견되었다. 부서의 방해적인 업무과정 특성은 직접적으로는 부서의 효과성을 떨어뜨리는 효과가 있으나 부서의 분위기가 가족 친화적이지 않은 것이 오히려 부서의 효과성을 높인다는 모순된 결과를 보이고 있다. 이러한 결과가 앞으로의 듀얼아젠다 연구에 주는 시사점을 제시하였다.

영문 초록

  As female labor market grows and dual income families increase, work-family balance is becoming a very important issue for corporate organizations. Dual agenda perspective proposes that the concern for work-family balance can enhance workplace effectiveness as it exposes ineffective work practices and aims to correct them. From this dual agenda perspective, we examined the effects that work process routines and family friendly atmosphere within a department have on an employees’ perception of work-family conflict and on departmental effectiveness. To measure the departmental effectiveness, we used three sub-constructs of team effectiveness: perceived performance of the department, departmental commitment, and satisfaction about the department.
  Our hypotheses are as follows. Negative work process routines would increase the work-family conflict felt by employees (Hypothesis 1) and lower the departmental effectiveness (Hypothesis 2). Family-friendly atmosphere in the department will decrease employee’s work-family conflict (Hypothesis 3), while heighten the departmental effectiveness (Hypothesis 4). We also suggested that these relationships may differ by gender and the level of career aspiration.
  In order to understand the link between work-family conflict and organizational effectiveness, we conducted participant observation at a PR department in a local government organization for 6 weeks from October to November, 2005. Through time logs, shadowing and interviews, we identified the characteristics of work process routine that has implication for both employee’s work-family conflict and departmental effectiveness. At the end of our participant observation, we delivered the questionnaire with four major constructs of our study (work process routine, family-friendly atmosphere, work-family conflict, and departmental effectiveness) to every employee of the organization. Among the 700 employees who received the questionnaire, 297 returned it, showing 42% of response rate. The final sample is composed of 289 respondents. The demographic characteristics of this sample are as follows: 65% were male employees, 81% were married, 53% belong to dual income family, 48% belonged to the 7th rank within the organization, and 74% is in the age group of between 30 and 50.
  Data were analyzed with the structural equation modeling using AMOS 4.0. In our model, we set the work process routine and family-friendly atmosphere as exogenous variables and work-family conflict and departmental effectiveness as endogenous variables. Since there was a correlation of .49 between work process routine and family friendly atmosphere, we incorporated the correlation between the two exogenous variables into our model.
  Our results show that positive work process routines did not have significant effect on reducing employees’ work-family conflict, rejecting Hypothesis 1. However, positive work process routines did increase all three dimensions of the perceived effectiveness of the department, supporting Hypothesis 2. In other words, employees working in the department with positive routines seem to perceive their departmental performance to be relatively high. They are also more committed to and satisfied with their department. As for the family-friendly atmosphere, it neither reduced the work family conflicts of employees nor increased the departmental effectiveness, rejecting both Hypothesis 3 and 4. On the contrary, we found that family-friendly atmosphere actually lowered the perceived departmental effectiveness. We also examined whether gender and employee’s career aspiration moderate the relationship among four major constructs. The result showed that neither gender nor individual career aspiration showed any significant moderating effect. To summarize, our findings showed that department characteristics, such as work process routines and family friendly atmosphere, had li

목차

〈초록〉
Ⅰ. 서론
Ⅱ. 선행연구 및 가설
Ⅲ. 연구 방법
Ⅳ. 연구결과
Ⅴ. 결론 및 향후 연구과제
참고문헌
〈부록 1〉 연구에 사용된 측정문항들
ABSTRACT

키워드

직장-가족 갈등 부서 효과성 업무과정특성 가족친화경영 듀얼아젠다 Work-Family Conflict Departmental Effectiveness Work Process Routines Family Friendly Atmosphere Dual Agenda