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학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
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초록· 키워드
오류제보하기
일과 삶의 균형(Work Life Balance: WLB)에 관한 논의와 연구는 유
럽 등 선진국에서 1970년대 여성의 경제활동 증가로 직장과 가정에서의
역할 간 갈등이 사회적 이슈로 등장하면서 정부와 기업, 학계를 중심으
로 활발하게 전개되어 왔다. 초기 국내외에서 이루어진 WLB 연구는 일
과 가정에서의 역할갈등이 직장 여성의 스트레스와 이직 등에 미치는 영
향에 관한 것이었다. 최근 들어서는 개인의 삶의 질, 혁신 등이 경영의
화두로 대두됨에 따라 일과 삶의 균형에 관한 연구범위가 일과 가정의
갈등문제를 넘어서 여가와 자기개발 등으로 확장되었고, 직무만족, 조직
몰입, 혁신행동 등과 같은 직무성과에 미치는 영향관계를 다루는 연구들
이 많이 나오고 있다.
우리나라의 경우 2004년 주 5일 근무제 시행과 이에 따른 여가와 자기
개발의 기회 증가 등으로 일과 삶의 균형의 중요성이 점점 더 부각되고
있다. 특히 기업들은 불확실성이 높아지는 경영환경 하에서 조직구성원들
의 혁신역량 등을 높이는 HRD 전략 차원에서 WLB에 큰 관심과 노력을
기울이고 있다. 이러한 배경 하에 본 연구는 WLB가 혁신행동에 어떻게
영향을 미치는가 하는 메커니즘을 살펴보고 관련 변수들 간의 상관관계
를 실증적으로 분석하고자 하였다.
일과 삶의 균형이 다른 변수에 미치는 영향관계를 구체적으로 파악하
기 위해 독립변수인 일과 삶의 균형을 세분화하여 일-삶 갈등 및 삶-일
갈등 그리고 일/삶 촉진의 3가지 하위변인으로 설정하였다. 또한 심리적
웰빙도 정서적 웰빙과 자아실현적 웰빙의 하위변인으로 구분하여 WLB
와 혁신행동의 관계에서 매개효과 여부를 살펴보았다. 이어서 조직후원
인식이 WLB와 자아실현적 웰빙, 혁신행동의 경로에서 조절효과와 조절
된 매개효과가 있는지를 검증하였다.
분석결과, 첫째, 일-삶 갈등은 혁신행동에 부(-)의 영향을 미치고, 일/
삶 촉진은 혁신행동에 정(+)의 영향을 미쳤으나, 삶-일 갈등은 유의한
영향을 미치지 않았다. 둘째, 일과 삶의 균형 각 하위변인과 혁신행동의
관계에서 자아실현적 웰빙은 유의한 매개효과를 보였지만, 정서적 웰빙
은 유의한 매개효과를 보이지 않았다. 셋째, 조직후원인식은 일-삶 갈등
과 자아실현적 웰빙의 관계, 일/삶 촉진과 자아실현적 웰빙의 관계에서
조절효과를 보였으나, 삶-일 갈등과 자아실현적 웰빙의 관계에서는 조절
효과를 보이지 않았다. 넷째, 일-삶 갈등, 자아실현적 웰빙, 혁신행동의
경로에서 조직후원인식이 조건부 간접효과를 보였다.
이러한 연구결과가 주는 함의는, 우선 일과 삶 간의 관계가 갈등관계
냐 촉진관계냐에 따라서 그리고 어느 방향으로 영향을 주느냐에 따라서
WLB가 혁신행동, 심리적 웰빙 등 다른 변수에 미치는 영향이 다르다는
사실을 확인하였다는 것이다. 그리고 일과 삶의 균형과 혁신행동의 관계
에서 자아실현적 웰빙의 매개효과와 조직후원인식의 조절효과가 결합한
조절된 매개모형을 새롭게 확인하였다는 데 의의가 있다. 마지막으로 이
러한 실증분석 결과를 통해 기업의 경영담당자들은 조직구성원들의 혁신
행동을 이끌어 낼 수 있는 효과적인 HRD 전략을 마련하는 데 필요한
시사점을 얻을 수 있을 것이다.
럽 등 선진국에서 1970년대 여성의 경제활동 증가로 직장과 가정에서의
역할 간 갈등이 사회적 이슈로 등장하면서 정부와 기업, 학계를 중심으
로 활발하게 전개되어 왔다. 초기 국내외에서 이루어진 WLB 연구는 일
과 가정에서의 역할갈등이 직장 여성의 스트레스와 이직 등에 미치는 영
향에 관한 것이었다. 최근 들어서는 개인의 삶의 질, 혁신 등이 경영의
화두로 대두됨에 따라 일과 삶의 균형에 관한 연구범위가 일과 가정의
갈등문제를 넘어서 여가와 자기개발 등으로 확장되었고, 직무만족, 조직
몰입, 혁신행동 등과 같은 직무성과에 미치는 영향관계를 다루는 연구들
이 많이 나오고 있다.
우리나라의 경우 2004년 주 5일 근무제 시행과 이에 따른 여가와 자기
개발의 기회 증가 등으로 일과 삶의 균형의 중요성이 점점 더 부각되고
있다. 특히 기업들은 불확실성이 높아지는 경영환경 하에서 조직구성원들
의 혁신역량 등을 높이는 HRD 전략 차원에서 WLB에 큰 관심과 노력을
기울이고 있다. 이러한 배경 하에 본 연구는 WLB가 혁신행동에 어떻게
영향을 미치는가 하는 메커니즘을 살펴보고 관련 변수들 간의 상관관계
를 실증적으로 분석하고자 하였다.
일과 삶의 균형이 다른 변수에 미치는 영향관계를 구체적으로 파악하
기 위해 독립변수인 일과 삶의 균형을 세분화하여 일-삶 갈등 및 삶-일
갈등 그리고 일/삶 촉진의 3가지 하위변인으로 설정하였다. 또한 심리적
웰빙도 정서적 웰빙과 자아실현적 웰빙의 하위변인으로 구분하여 WLB
와 혁신행동의 관계에서 매개효과 여부를 살펴보았다. 이어서 조직후원
인식이 WLB와 자아실현적 웰빙, 혁신행동의 경로에서 조절효과와 조절
된 매개효과가 있는지를 검증하였다.
분석결과, 첫째, 일-삶 갈등은 혁신행동에 부(-)의 영향을 미치고, 일/
삶 촉진은 혁신행동에 정(+)의 영향을 미쳤으나, 삶-일 갈등은 유의한
영향을 미치지 않았다. 둘째, 일과 삶의 균형 각 하위변인과 혁신행동의
관계에서 자아실현적 웰빙은 유의한 매개효과를 보였지만, 정서적 웰빙
은 유의한 매개효과를 보이지 않았다. 셋째, 조직후원인식은 일-삶 갈등
과 자아실현적 웰빙의 관계, 일/삶 촉진과 자아실현적 웰빙의 관계에서
조절효과를 보였으나, 삶-일 갈등과 자아실현적 웰빙의 관계에서는 조절
효과를 보이지 않았다. 넷째, 일-삶 갈등, 자아실현적 웰빙, 혁신행동의
경로에서 조직후원인식이 조건부 간접효과를 보였다.
이러한 연구결과가 주는 함의는, 우선 일과 삶 간의 관계가 갈등관계
냐 촉진관계냐에 따라서 그리고 어느 방향으로 영향을 주느냐에 따라서
WLB가 혁신행동, 심리적 웰빙 등 다른 변수에 미치는 영향이 다르다는
사실을 확인하였다는 것이다. 그리고 일과 삶의 균형과 혁신행동의 관계
에서 자아실현적 웰빙의 매개효과와 조직후원인식의 조절효과가 결합한
조절된 매개모형을 새롭게 확인하였다는 데 의의가 있다. 마지막으로 이
러한 실증분석 결과를 통해 기업의 경영담당자들은 조직구성원들의 혁신
행동을 이끌어 낼 수 있는 효과적인 HRD 전략을 마련하는 데 필요한
시사점을 얻을 수 있을 것이다.
목차
Ⅰ. 서론················································································································· 11. 연구배경 및 목적························································································· 12. 연구방법 및 범위························································································· 4Ⅱ. 이론적 배경·································································································· 61. 일과 삶의 균형····························································································· 6가. 일과 삶의 균형의 개념········································································· 6나. 일과 삶의 균형의 구성요소 ······························································· 10다. 일과 삶의 균형의 연구동향 ······························································· 122. 심리적 웰빙································································································ 18가. 심리적 웰빙의 개념 ············································································· 18나. 심리적 웰빙의 구성요소····································································· 19다. 심리적 웰빙의 연구동향····································································· 233. 혁신행동 ······································································································ 28가. 혁신행동의 개념··················································································· 28나. 혁신행동의 구성요소 ··········································································· 29다. 혁신행동의 연구동향 ··········································································· 304. 조직후원인식······························································································ 33가. 조직후원인식의 개념 ··········································································· 33나. 조직후원인식의 구성요소··································································· 34다. 조직후원인식의 연구동향··································································· 365. 변수들 간의 선행연구 ··············································································· 40가. 일과 삶의 균형과 혁신행동의 관계················································· 40나. 일과 삶의 균형과 심리적 웰빙의 관계··········································· 41다. 심리적 웰빙과 혁신행동의 관계 ······················································· 42라. 일과 삶의 균형, 혁신행동, 심리적 웰빙의 관계 ··························· 42마. 일과 삶의 균형, 자아실현적 웰빙, 조직후원인식의 관계··········· 43Ⅲ. 연구설계······································································································ 441. 연구모형 및 가설······················································································· 44가. 연구모형································································································· 44나. 연구가설 설정 ······················································································· 452. 변수의 조작적 정의 및 설문구성 ··························································· 49가. 변수의 조작적 정의 ············································································· 49나. 설문구성 ································································································· 513. 조사대상 및 분석방법··············································································· 52Ⅳ. 실증분석······································································································ 531. 인구통계학적 특성···················································································· 532. 측정도구의 타당도 및 신뢰도································································· 563. 기술통계 및 상관분석 ··············································································· 604. 가설의 검정································································································ 62가. 일과 삶의 균형이 혁신행동에 미치는 영향 ··································· 62나. 일과 삶의 균형과 혁신행동의 관계에서 자아실현적 웰빙의매개효과 ································································································ 63다. 일과 삶의 균형과 혁신행동의 관계에서 정서적 웰빙의 매개효과 ········································································································· 70라. 일과 삶의 균형과 자아실현적 웰빙의 관계에서 조직후원인식의조절효과 ································································································· 76마. 일과 삶의 균형과 자아실현적 웰빙, 혁신행동의 경로에서조직후원인식의 조절된 매개효과 ····················································· 835. 가설검정 요약 ··················································································· 88Ⅴ. 결론··············································································································· 911. 연구결과의 종합 및 시사점 ····································································· 912. 연구의 한계 및 향후 연구방향 ······························································· 97참고문헌··········································································································· 99부록(설문지) ·································································································· 118Abstract ·········································································································· 124
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