가족친화제도 디커플링 인식과 영향요인: 출산육아 및 근로시간제도를 중심으로

This study focuses on the decoupling aspect of not employing the expanding ideals of family-friendly policies in the workplace. The study reviews through empirical investigation the decoupling patterns of and impact factors on childbirth/childcare and work-hour policies, which constitute the core of family-friendly practices. At first, the conceptual analytical model is structured based on an extensive literature review. Next, the feasibility of the analytical model is empirically verified by surveying 860 employees of family-friendly-certified corporations (agencies). The results of the analysis, after running t-tests, ANOVA, and regression models, describe a number of meaningful arguments. Firstly, the decoupling conditions of work-hour policies had a higher score than the decoupling conditions of childbirth/childcare policies. Additionally, the decoupling conditions of family-friendly policy categories showed differential results based on different organizational characteristics. Secondly, the influencing factors showed different results against the decoupling conditions of family-friendly policy categories. The higher the market culture, the lower the hierarchy culture; the private sector more than the public sector; the older the organization, the higher the perceptions of childbirth/childcare decoupling conditions. Also, more supportive supervisor and colleagues, along with permanent employment rather than temporary employment, showed lower perception of childbirth/childcare decoupling conditions. On the other hand, decoupling conditions in work-hour policies were perceived as higher in a lower adhocracy culture, a higher market culture, the private sector more than the public sector, smaller organization size, and older organization age. However, more supportive supervisor and colleagues, along with higher member age, showed lower perception of work-hour decoupling conditions. The implications derived from the results are discussed in further detail.