가족친화제도와 일-가정 양립 지원 조직문화가 구성원의 조직몰입에 미치는 영향

This study examines the effects of work-family policies on organizational commitment of employees, and tries to identify the key factors that explain the differences in the effects of family-friendly management. For this, this study has conducted a semi-structured in-depth interviews with 34 employees of 9 different companies. The results show that work-family policies increase employees’ job satisfaction and organizational commitment while reducing turnover intentions. By doing the analysis, this study finds that the comprehensiveness of the policy matters but only when employees perceive that benefit usage is supported by supervisors. The results underscore the important role that perception of organizational culture plays in determining employees reaction to family friendly policies. This study also finds three main factors that make cross-firm differences in the levels and the effects of family-friendly management. First, for the effectiveness of policy increase, supportive leadership must be in place to foster family-friendly work environment. Second, the systematic performance appraisal system must be introduced in order to ensure and monitor the usage of benefits. Lastly, women representation in managerial positions and the role of labor union are also important to increase the effectiveness of work-family policies. These findings has practical implications for management.