일-가정 갈등이 직무몰입과 이직의도에 미치는 영향: 가족 동기의 조절 효과

This study aims to confirm the effect of individual work-family conflict on job involvement and turnover intention, and further explore the role of family motivation as a variable that moderates this relationship. Family motivation can be distinguished from extrinsic motivation and intrinsic motivation in that the source of motivation is the value of supporting the family, not financial rewards or work itself(Menges et al., 2017). In this study, a questionnaire survey was conducted over two days targeting employees working in Korean IT companies, and a total of 330 questionnaires were collected, and data analysis was conducted on 318 employees. As a result, work-family conflict did not significantly predict job involvement and was found to have a positive effect on turnover intention. Family motivation was shown to strengthen the negative relationship between work-family conflict and job involvement, and to strengthen the positive relationship between work-family conflict and turnover intention. This study confirmed that the work-family conflict had a different effect on attitudes toward jobs and organizations depending on the level of family motivation, indicating that family motivation needs to be treated as a major variable to understand individuals.