일-가정 상호작용과 참살이(well-being)와의관계: 긍정의 역할

The work-family balance has become increasingly important as an area for serious academic study. Governments and institutions are wrestling with how best to adapt to a growing female labor force and the prevalence of dual income families, along with the related life value changes brought about by these socio economic shifts. Spurred on by these trends, research on work-family balance, defined as low levels of work-family conflict in combination with high levels of work-family facilitation, tends to focus on addressing quality of life issues as they affect employee performance. The purpose of this study is to identify how to improve employees’ quality of life and performance through minimizing conflict and maximizing facilitation, by considering work-family conflict and work-family facilitation in detail. After two decades of work–family literature dominated by the conflict perspective, there is increasing impetus for exploring the positive interaction between work and family roles. Recent research in the emerging fields of positive psychology and Positive Organizational Behavior (POB)reflects the increasing recognition of the positive aspects of individuals in organizations. Fredrickson’s (2001) broaden-and build theory states that experiences of positive emotions broaden people’s momentary thought-action repertoires, which in turn serves to build their enduring personal resources,ranging from physical and intellectual resources to social and psychological resources. In an effort to redress the balance of organizational research toward a POB perspective, this study explored the positive antecedents and outcomes of the work-family interface. This study further used the discriminant function in evaluating the relationship of variables, because for each direction of conflict and facilitation, antecedents exist in the originating domain of the conflict whereas the outcomes exist in the receiving domain (Frone et al., 1997; Wayne et al., 2004). This study proposes the following hypotheses, marking antecedents and outcomes as work family conflict (WFC), family work conflict (FWC), work family facilitation (WFF), and family work facilitation (FWF):H1: Positive Affectivity is negatively related to WFC and FWC and positively related to WFF and FWF. H2: Social Support (Organizational Support) is negatively related to WFC and positively related to WFF. H3: Social Support (Family Support) is negatively related to FWC and positively related to FWF. H4: FWC is negatively related to Job Satisfaction and FWF is positively related to Job Satisfaction. H5: WFC is negatively related to Family Satisfaction and WFF is positively related to Family Satisfaction. H6: WFC and FWC are negatively related to Life Satisfaction and WFF and FWF are positively related to Life Satisfaction. Using hierarchical regression analysis on survey data on the relationship between the work-life interface and its antecedents and outcomes collected from ____ white collar workers from eight banking and manufacturing companies, the study results generally supported our theoretical predictions. First, positive affectivity was related to less work-family conflict (WFC, FWC) and greater work-family facilitation (WFF, FWF). Positive affectivity significantly predicted the degree of conflict and facilitation experienced. Thus, employees’ levels of conflict and facilitation are not only a function of work and family circumstances, but also reflect individuals’ contributions. Second, organizational support at work was related to less WFC and greater WFF. Family support outside of work was related to greater FWF, whereas family support outside of work was not related FWC contrary to expectations. It seems that family support still does not help resolve FWC in Korean workers’ experience. However the results demonstrated that organization or family-led social support is helpful in reducing work-family conflict and enriching work-family facilitation, by and large. Third conflict and facilitation between work and family had a significant effect on employees’wellbeing in general (i.e., job satisfaction, family satisfaction, life satisfaction). FWC was negatively related to job satisfaction and FWF was positively related to job satisfaction. WFC was negatively related to family satisfaction and WFF was positively related to family satisfaction. WFC and FWC were negatively related to life satisfaction and WFF was positively related to life satisfaction. Only FWF failed to have a statistically significant impact on life satisfaction. Although FWC had a significant direct effect on life satisfaction, FWF had no such an effect on life satisfaction. Conflict and facilitation were shown to be orthogonal rather than opposite constructs, however. These findings suggest that it is important for organizations to develop means to reduce conflict and also to enhance facilitation. Kirchmeyer (1992) warned that “researchers who set out to investigate only the negative outcomes are likely to find them, rather than the positive ones”. Findings of this study support her assertion and illustrate the importance of studying work-family facilitation. By considering both conflict and facilitation in organizational research, this study may better capture a more complete picture of the work-family interface. Discovering the role of positive affectivity and social support as well as the role of facilitation in the work-family interface does not reduce the responsibility of organizations or public policy to help employees balance their work and family lives. Organizational interventions and structural changes are still very important. Corporate organizations should build family-friendly policies and conflict-diminishing cultures while promoting facilitation if they are to consider the powerful influence of work to family in the work-family interface.