가족친화 제도와 조직문화의 지각이 역할행동과 창의적 혁신행동에 미치는 영향

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가족친화제도, 조직후원인식, 역할행동, 창의적 혁신행동
구체적인 연구의 목적은 다음과 같다. 첫째, 가족친화제도나 관행은 해당 기업이나 조직이 필요해서 도입했다하기 보다는 정부의 적극적인 행정조치나 재정지원에 의해 이루어지는 경우가 많다. 그렇기 때문에 이 제도 도입 기업들 역시 제도에 대한 매뉴얼이나 관리방안 등을 성문화하고 있어도 이 제도를 적극적으로 공지하거나 활용하지 않는 경우가 많다. 따라서 가족친화 제도나 관행 등에 대해 구성원 입장에서 자신의 회사의 도입 여부를 인지하고 있는지의 여부를 변수로 제시하고 도입 여부 인지와 실행 정도에 대한 판단이 구성원의 업무태도와 행동에 어떤 영향을 미치는지 파악하고자 한다. 구체적으로 본 연구에서는 Many of things that we were granted are now changing the work practices. The things or practices of 9-to-5 working hours and working in an office may be gradually disappeared. Gratton(2011) suggested in the article "Workplace 2025- What will it look like" the new trends and forces that will shape the future workplace. New technology and open innovation such as IoT and new artificial intelligence stimulate and shape our working style and organizational culture adaptability.
This dissertation is to identify the effects of perceived family-friendly programs and organizational culture on the in-role behavior and creative innovation behavior through the perceived organizational support. Also, the moderator effects of the utility perception of the family-friendly programs and supervisor's surface action which is one of the emotional labor strategies will be identified. Numerous research attempts to verify the relationship between the family-friendly or work-life balance practices and organizational performance. However, despite a sufficient evidence about work-life balance or family-friendly practices and culture, little is known about the relationships among the family-friendly practices, family-friendly organizational culture, and organizational performance or individual attitudes or behaviors.
Family-friendly programs and family -friendly corporate culture was measured as an independent variable. And an object of this study is to determine the relative influence of these variables. This study was set up a model based on a social exchange relationship and signaling theory. This study developed the Family-friendly programs and family -friendly corporate culture as independent variables; perceived organizational support as a meditator; the family-friendly programs' utility perception and surface action as moderator; in-role behavior and creative innovation behavior as outcomes.
The sample to verify the research model have enrolled employees engaged in public enterprises and financial institutions. Based on 414 parts of the total samples, it was measured construct validity for each of the variables using a regression method for the causal relationship between variables. The empirical results reveal that (1)the family-friendly corporate culture and programs as independent variables have a positive impact on the perceived organizational support, in-role behavior, and creative innovation behavior. Perceived organizational support was also influenced positively on the in-role behavior, and creative innovation behavior; furthermore, it is a mediator between the independent variables(Family-friendly programs and family -friendly corporate culture) and dependent variables(in-role behavior, and creative innovation behavior). Therefore, this article confirmed the social exchange theory and it should be conceived in the organization as an important mechanism of perceived organizational support to enhance the in-role behavior and creative innovation behavior from the family friendly programs.
Based on the empirical results it can be presented to the following conclusions and suggested the following implications. The family-friendly system is a step up the stage of institutionalization in Korea society; however, compelling evidence suggests that family-supportive organizational culture was not matured. Many tend to use several family-friendly programs but reports 'nun-chi' yet. Nevertheless, this research findings of which the effects of family-friendly organizational culture on the in-role behavior and creative innovation behavior which suggest that the appropriate design of the family friendly programs can serve as valuable HR practices of the high-performance organization. Also, it was able to confirm the mediating role of the perceived organizational support; therefore, the company which aims to the high performance organization should be appropriately developed the family-friendly programs and cultures.
Alternative Title
The Effect of Perceived Family-Friendly Programs and Organizational Culture on the In-Role Behavior and Creative Innovative Behavior
Alternative Author(s)
Moon Ki, Park
일반대학원 경영학과
Awarded Date
Table Of Contents
Ⅰ. 서론··················································································1
1. 연구 배경·········································································1
2. 연구 목적·········································································7
3. 논문 구성·········································································8

Ⅱ. 이론적 배경 ·······································································1
1. 가족친화제도 10
1) 일과 생활의 균형과 가족친화제도의 개념 12
2) 정부의 가족친화 법제화 18
3) 기업의 가족친화경영 25
4) 가족친화제도 관련 이론 26
5) 가족친화제도의 선행변수 및 효과성 29
(1) 가족친화제도의 선행변수 29
(2) 가족친화제도의 효과성 31

2. 가족친화 조직문화 34
1) 가족친화 조직문화의 개념 34
2) 가족친화 조직문화의 선행변수 39
3) 가족친화 조직문화의 결과변수 41

3. 조직후원인식 43
1) 조직후원인식의 개념 43
2) 조직후원인식의 선행변수 44
3) 조직후원인식의 결과변수 45

4. 역할행동과 창의적 혁신행동 47
1) 역할행동과 창의적 혁신행동의 개념 47
(1) 역할행동의 개념 47
(2) 창의적 혁신행동의 개념 48
2) 역할행동의 선행변수와 결과변수 50
3) 창의적 혁신행동의 선행변수와 결과변수 52

5. 가족친화제도의 유용성 및 상사의 표면행동 귀인 54
1) 가족친화제도의 유용성 54
2) 상사의 표면행동 귀인 56

Ⅲ. 연구 모델의 설계 및 가설 설정········································59
1. 연구모형의 설계 59
2. 가설의 설정 61
1) 가족친화 제도 인지 및 조직문화와 조직후원인식의 관계 61
2) 조직후원인식과 역할행동 및 창의적 혁신행동의 관계 63
3) 상사표면행동 귀인과 가족친화 제도 유용성의 조절효과 65
4) 조직후원인식의 매개효과 68

Ⅳ. 연구 방법·······································································69
1. 자료의 분석 개요 및 표본의 특성 69
1) 자료의 분석 개요 69
2) 표본의 특성 70

2. 변수의 조작적 정의 72
1) 가족친화 제도 인지와 유용성 72
2) 가족친화 조직문화 74
3) 조직후원인식 77
4) 역할행동과 창의적 혁신행동 78
5) 상사 표면행동 귀인 79
3. 설문지의 구성 81
4. 자료 분석 방법 82

Ⅴ. 실증 분석·······································································83
1. 타당성 및 신뢰성 분석 83
1) 타당성 분석 83
2) 신뢰성 분석 86
2. 상관관계 분석 88
3. 가설 검증 91
1) 가족친화 제도 인지가 조직후원인식에 미치는 영향 검증 91
2) 가족친화 조직문화가 조직후원인식에 미치는 영향 검증 92
3) 조직후원인식이 역할행동에 미치는 영향 검증 93
4) 조직후원인식이 창의적 혁신행동에 미치는 영향 검증 94
5) 가족친화 제도 인지와 조직후원인식에 대한 상사표면행동 귀인의 조절효과 검증 95
6) 가족친화 제도 인지와 조직후원인식 관계에 대한가족친화 제도 유용성의 조절효과 검증 96
7) 가족친화 조직문화와 조직후원인식 관계에 대한 상사표면행동 귀인의 조절효과 검증 98
8) 가족친화 조직문화와 조직후원인식에 대한 가족친화제도 유용성의 조절효과 검증 99
9) 가족친화 제도 인지와 역할행동 관계에 대한 조직후원인식의 매개효과 검증 101
10) 가족친화 조직문화와 역할행동 관계에 대한 조직후원인식의 매개효과 검증 102
11) 가족친화 제도 인지와 창의적 혁신행동 관계에 대한 조직후원인식의 매개효과 검증 103
12) 가족친화 조직문화와 창의적 혁신행동 관계에 대한 조직후원인식의 매개효과 검증

Ⅵ. 결론··············································································106
1. 연구 결과의 요약 106
2. 논의 및 시사점 107
3. 연구의 한계점 및 향후 연구 제언 111
박문기. (2016). 가족친화 제도와 조직문화의 지각이 역할행동과 창의적 혁신행동에 미치는 영향.
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