일·가정 양립 직장문화와 남성의 전통적 성역할에 의한 직장-가정 간의 양방향적 전이

• 영문명: The Bi-directional Workplace-Family Spillover Influenced by Work-Family Balance Oriented Culture in Workplaces and Gender Traditionalism: Moderating Effects of Organizational Types
• 발행기관: 한국아동가족복지학회
• 저자명: 김재희(Jae-Hee Kim) 이희선(Hee-Sun Lee) 박성혜(Sung-Hae Park)
• 간행물 정보: 『한국가족복지학』Vol.23 No.2, 193~213쪽, 전체 21쪽
• 주제분류: 사회과학 > 사회복지학
• 파일형태: PDF
• 발행일자: 2018.06.30

국문 초록

The objective of the present study was to examine the predictive factors that promote job loyalty focusing on the bidirectional work-family spillover. The effects of the work-family balance oriented culture in workplace and men's gender traditionalism in terms of their job loyalty mediated by job satisfaction and marital satisfaction were examined. Additionally, potential moderating effects of organizational type in these mediating paths were examined. A sample of 630 married males working in public and private organizations participated in the study. Data were analyzed using SEM and multi-group analysis in Mplus 7.4. Findings indicated that a work-family balanced workplace culture predicted job satisfaction, which in turn led to marital satisfaction and job loyalty, reflecting the bidirectional effects between work and family. In addition, men's traditional gender role attitudes predicted marital satisfaction, which subsequently led to job loyalty. It was also found that there were significant difference between public and private organizations; men's gender traditionalism wasn't indirectly associated with job loyalty through their marital satisfaction in public organization, but only in private organization. There was no significant spillover effect from family to work in public organizations. These findings can inform efforts to persuade and encourage organizations to facilitate corporate cultures and policies that promote work-family balance.

목차

Ⅰ. 서 론

Ⅱ. 이론적 배경

Ⅲ. 연구방법

Ⅳ. 연구결과

Ⅴ. 논의 및 결론

References

키워드

일·가정 양립 조직문화 전통적 성역할 일·가정 양방향 전이 직장충성도 work-family balanced work culture gender traditionalism work-family bidirectional spillover job loyalty