일가정 양립제도와 여성근로자의 지각이 출산에 미치는 영향에 관한 연구 = Work-family balance and childbirth: Supporting institutions of company and influence of female workers' work-family balance perception

다국어 초록 (Multilingual Abstract)

As part of policy efforts to resolve a serious problem of low birth rate which becomes an object of public concern in Korea,systems for supporting two areas a work and a family are introduced and operated by companies. This research aims to make an empirical analysis on whether or not these institutions contribute to overcome the social phenomenon low birth rate from a viewpoint of business management. That is to say, this research analyzed the effects of work-family balance institutions on the outcome "childbirth" (i.e. the influence of individual institution and the influence of the sum of institutions) which has not been taken up by business management although it is the final aim of the work-family balance institutions.
In addition, this research analyzed not only the influence of female workers' work-family balance perception on childbirth but also influence factors of work-family balance perception. To do this, we adopted as a scope the data of 1,101 married female workers by using questionnaires of human resources manager and these workers among the 2008's data of "KWMP (Korean Women Panel)" done by Korean Women's Development Institute.
The results of analysis are as follows. The work-family balance perceived by the individual exerted a positive influence on childbirth whereas work-family balance supporting institutions introduced by companies did not influence childbirth greatly (the shorter-time working system for infant care had a significant influence on childbirth although the rate of its introduction was small, but the influence of the sum of those institutions did not show a significant influence on childbirth). These work-family balance institutions have a surely positive influence on the individual's perception of work-family balance, and the importance of social contexts (e.g. the CEO's philosophy, the atmosphere of organization support, the superior's support, transparency in personnel management, etc.) were stressed in addition to the influences of institutions on childbirth.
Based on the above results of analysis, this research proposed implications not only of improvement in the government's policy effectiveness for work-family balance but also of the establishment of the role of companies. In conclusion, this research suggested the following three points. First, it discussed the roles of the government such as supplementation of the law for overcoming the realistic difficulty of using the institution in the company. Second, it discussed the necessity of the change of the company's realization about work-family balance. Finally, it discussed the role of companies regarding the creation of supporting environment.

국문 초록 (Abstract)

심각한 저출산 문제가 사회 문제로 대두되고 있는 현실에서 이를 해결하기위한 정책적 노력의 일환으로 여성의 일과 가정 영역의 양립을 지원하기위한 제도들이 기업에 도입되어 운용이 되고 있다. 본 연구의 목적은 과연이 제도들이 저출산이라는 사회적 현상을 극복하는데 기여하는지를 경영학적관점에서 실증분석 하는 것이다. 즉, 본 연구에서는 일가정 양립 지원 제도의궁극적인 목적임에도 그동안 경영학에서 다루지 못했던 결과 변수인 ‘출산’에미치는 일가정 양립 지원 제도들의 효과(개별 제도와 제도의 합의 영향력)를 분석하였다. 또한 여성 근로자들의 일가정 양립 지각이 출산에 미치는영향과 일가정 양립 지각의 영향요인에 대한 분석을 실시하였다. 이를 위해한국여성정책연구원이 실시한 [여성인력패널조사: 여성관리자 패널조사(KWMP: Korean Women Manager Panel)]의 2008년도 자료 중 인사담당자와 근로자본인 설문지를 이용하여 기혼 여성 1,101명의 자료를 바탕으로분석을 실시하였다.
분석 결과는 다음과 같다. 기업의 일가정 양립 지원 제도 도입 여부는출산에 크게 영향을 주지 못한 반면(개별 제도 중 육아기근로시간단축제가도입율이 미미함에도 출산에 유의미한 영향을 미쳤으며, 제도의 합의 효과는출산율에 유의한 결과를 보이지 못했다) 개인이 지각하는 일가정 양립은출산에 긍정적 영향을 미치는 것으로 나타났다. 또한 개인이 일가정 양립을지각하는데 있어 일가정 양립 지원제도가 긍정적인 영향을 주고 있음에는분명하나, 제도의 영향 외에 최고경영자의 철학, 조직지원분위기, 상사의지원, 인사관리의 투명성과 같은 사회적 맥락의 중요함이 강조되었다.
또한 분석 결과를 토대로 일가정 양립을 위한 정부의 정책적 실효성 제고및 기업에서의 역할 정립을 위한 시사점을 제시하였다. 기업 내 제도 활용의현실적 어려움을 극복하기 위한 법규정 보완과 같은 정부의 역할과, 일가정양립에 대한 기업 인식의 변화 필요성과 개인이 일가정 양립을 지각할 수있는 지원적 환경 조성과 관련한 기업의 역할에 대한 논의를 결론에서 제시하였다.

참고문헌 (Reference)

• 1 김상욱, "한국종합사회조사 2005" 성균관대학교출판부 2006
• 2 여성부, "한국여성의 삶과 일에 대한 국민체감 의식조사" 2002
• 3 김승권, "최근 한국사회의 출산율 변화원인과 향후 전망" 한국인구학회 27 (27): 1-34, 2004
• 4 조우철, "지식기반시대의 여성정책-여성의 사회참여확대를 중심으로" 41-63, 2001
• 5 유홍림, "지방자치단체 여성공무원의 일･가정 양립지원을 위한 가족친화적･근로복지친화적 서비스 개발의 정책적 제안" 한국인사행정학회 8 (8): 243-277, 2009
• 6 장혜경, "저출산의 현황과 원인 및 대책 그리고 전망" 2004
• 7 대한민국정부, "저출산고령사회 기본계획" 2006
• 8 정성호, "저출산 요인의 인과모형" 49 (49): 69-91, 2010
• 9 김혜원, "저출산 ‧ 고령화 시대의 일가정 양립 정책" (7) : 5-22, 2010
• 10 저출산고령사회위원회, "일과 가정의 양립을 위한 가족친화 경영확산 방안" 2007
• 11 원숙연, "일-가정양립지원정책을 둘러싼 수사(修辭)와 현실:출산휴가 및 육아휴직을 중심으로 한 탐색적 사례연구" 한국정책학회 14 (14): 157-188, 2005
• 12 장혜경, "일 ‧ 가족 양립 정책의 활성화 방안 연구" 경제·인문 사회연구회 2007
• 13 유규창, "인적자원관리의 전략적 접근에 관한 연구" 27 : 585-610, 1998
• 14 통계청, "인구동태통계조사" 2009
• 15 김종훈, "우리는 천국으로 출근한다" 21세기북스 2010
• 16 임국환, "우리나라 출산율 저하의 원인과 그 대책" 31 (31): 103-114, 2005
• 17 한국여성개발원, "여성통계연보" 2003
• 18 한국여성개발원, "여성통계연보" 2002
• 19 여성부, "여성백서" 2003
• 20 여성부, "여성백서" 2002
• 21 행정자치부, "여성과 공직" 2004
• 22 문은영, "서울시 중소기업 저출산 대응 가족친화제도 지원 방안 연구" 서울시여성가족재단 2009
• 23 공선희, "서울시 기혼남녀의 일-가족 양립과 저출산" 서울시여성가족재단 2009
• 24 정영애, "생산중심적 조직 내의 성별관계: 공식부문 경력여성을 중심으로" 이화여자대학교 1997
• 25 유규창, "모성보호제도 도입의 결정요인과 기업성과에 미치는 영향에 관한 연구" 한국노동연구원 6 (6): 97-129, 2006
• 26 노동부, "남녀평등의식조사" 2008
• 27 민현주, "기업특성과 가족친화제도 활용 용이성: 여성관리자의 육아휴직 및 본인병가제도 활용을 중심으로" 한국노동연구원 10 (10): 119-145, 2010
• 28 김경희, "국가와 여성정책, in 한국의 여성정책" 미래인력연구원 17-42, 2002
• 29 장은미, "개인성과 위주의 보상제도가 직무 수행 노력에 미치는 영향에 관한 연구 : 인적자원 관리 번들(HR Bundle)의 조절 효과를 중심으로" 한국인사·조직학회 11 (11): 133-158, 2003
• 30 김태홍, "가족친화적인 고용정책의 현황과 활성화 방안" 한국 여성개발원 2001
• 31 정기선, "가족친화적 정책이 종업원들의 조직 몰입에 미치는 효과" 한국가족학회 17 (17): 59-84, 2005
• 32 김혜원, "가족친화적 고용정책의 기업 수용성 연구" 경제‧인문사회 연구회 2007
• 33 Cappelli, P., "market-driven approach to retaining talent" 78 (78): 103-111, 2000
• 34 Bowen, G., "Workplace programs and policies that address work-family and gender equity issues in the United States, In Organizational change and gender equity: International Perspectives on fathers and mothers at the workplace" 2000
• 35 Rose, K., "Work-life effectiveness: Programs, polices and practices" Fortune Special section 2000
• 36 Kossek, E. E., "Work-family role synthesis: Individual and organizational determinants" 10 : 102-129, 1999
• 37 Estes, S. B., "Work-family policies and gender inequality at work: A Sloan Work and Family Encyclopedia entry"
• 38 Wayne, J. H., "Work-family facilitation: A theoretical explanation and model of primary antecedents and consequences" 17 : 63-76, 2007
• 39 Hammer, L. B., "Work-family conflict in dual-earner couples: Within-individual and crossover effects of work and family" 50 (50): 185-203, 1997
• 40 Thompson, C. A., "Work-family conflict and the bottom line: Reassessing corporate policies and initiatives, In Woman-Power: Managing in times of demographic turbulence" 1992
• 41 Holeman, D., "Work design variation and outcome in call centers: Strategic choice and institutional explanations" 62 : 510-532, 2009
• 42 Friedman, S., "Work and life: the end of zero-sum game" 119-127, 1999
• 43 Russell, G., "Work and Family: Current Thinking, Research and Practice" 2000
• 44 Grover, S., "Who appreciates family-responsive human resource policies: The impact of family-friendly policies on the organizational attachment of parent and nonparents" 48 : 271-288, 1995
• 45 Thompson, C. A., "When work-family benefits are not enough: The influence of work-family culture on benefit utilization, organizational attachment, and work0family conflict" 54 : 392-415, 1999
• 46 Tausing, M., "Unbinding time: Alternate work-schedules and work-life balance" 22 (22): 101-119, 2001
• 47 Takeuchi, R., "Through the looking glass of a social system: Cross-level effects of high-performance work systems on employees' attitudes" 62 : 1-29, 2009
• 48 Cropanzano, R., "Three roads to organizational justice, in Research in personnel and human resources management" JAI Press 1-113, 2001
• 49 Kelly, E., "Theorizing corporate family policies: How advocates built the business case for 'family-friendly' programs" 7 : 169-202, 1999
• 50 Wright, P., "Theoretical perspectives for strategic human resource management" 18 : 295-320, 1992
• 51 Wu, P. C., "The role of procedural justice and power distance in the relationship between high performance work systems and employee attitudes: A multilevel perspective" 35 : 1228-1247, 2009
• 52 Gonyea, J., "The restructuring of work and family in the United States: A new challenge for American corporations, In The work-family challenge: Rethinking employment" 1992
• 53 Bardoel, E. A., "The provision of formal and informal work-family practices: The relative importance of institutional and resource dependent explanations versus managerial explanation" 18 : 7-19, 2003
• 54 Warren, J., "The impact of workplace support on work-family role strain" 44 : 163-169, 1995
• 55 Huselid, M. A., "The impact of human resource management practices on turnover, productivity, and corporate financial performance" 38 (38): 635-672, 1995
• 56 Dalton, D. R., "The impact of flexible scheduling on employee attendance and turnover" 35 : 370-387, 1990
• 57 Rodgers, C. S., "The flexible workplace: What have we learned" 31 (31): 183-199, 1992
• 58 Starrels, M. E., "The evolution of workplace family policy research" 13 : 259-278, 1992
• 59 Rowley, D., "The effects of belief systems on the job-related satisfaction of managers and subordinates" 22 : 212-231, 1992
• 60 Chiu, W. C., "The differential effects of work and family oriented women-friendly HRM on OC and OCB: The case for single female employees in Hong Kong" 12 (12): 1347-1364, 2001
• 61 Lewis, S., "The Work-Family Research Agenda in Changing Contexts" 4 (4): 382-293, 1999
• 62 Parker, C. P., "Support for affirmative action, justice perceptions, and work attitudes: An analysis of gender and racial/ethnic group differences" 82 : 376-389, 1997
• 63 Schuler, R., "Strategic human resource management: Linking the people with the strategic needs of the business" 21 : 18-32, 1992
• 64 Wright, P. M., "Strategic HRM and Organizational Behavior: Integrating multiple levels of analysis" cornell University 2007
• 65 Hegewisch, A., "Statutory routes to workplace flexibility in cross-national perspective" Institute for Women's Policy Research 2008
• 66 Ray, E., "Social support, home/work stress, and burnout: Who can help" 30 : 357-373, 1994
• 67 Dignam, J., "Social support in the workplace: Tests of six theoretical models" 16 : 701-724, 1988
• 68 Repetti, R. L., "Short-term effects of occupational stressors on daily mood and health complaints" 12 : 125-131, 1993
• 69 Rau, B. L., "Role conflict and flexible work arrangement: The effect on applicant attraction" 55 (55): 111-136, 2002
• 70 Lewis, S., "Rethinking employment: A partnership approach In The work and family challenge: Rethinking employment" 1996
• 71 Nord, W. R., "Real-world Reaction to Work-Life Balancing Program: Lessons for Effective Implementation" 30 (30): 223-238, 2002
• 72 Perlow, L. A., "Putting the work back into work/family" 20 : 227-239, 1995
• 73 Guest, D. E., "Perspective on the study of work-life balance" 2002
• 74 Kirchmeyer, C., "Perceptions of nonwork-to-work spillover: Challenging the common view of conflict-ridden domain relationships" 13 : 231-249, 1992
• 75 Felstead, A., "Opportunities to Work at Home in the Context of Work-Life Balance" 12 (12): 54-55, 2002
• 76 Marks, S. R., "Multiple roles and the self: A theory of role balance" 58 : 417-432, 1996
• 77 Baird, L., "Managing two fits of strategic human resource management" 13 (13): 116-128, 1988
• 78 Gordon, S., "Ladies in Limbo: The fate of women's bureaux" Commonwealth Secretatiat 1984
• 79 Viswesvaran, C., "Job satisfaction as a function of top management support for ethical behavior: A study of Indian manager" 17 : 365-371, 1998
• 80 Masterson, S. S., "Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships" 43 (43): 738-748, 2000
• 81 Thomas, L. T., "Impact of family-supportive work variables on work-family conflict and strain: A control perspective" 80 : 6-15, 1995
• 82 Lobel, S. A., "Human resource strategies to support diversity in work and personal lifestyles: Beyond the family friendly organizations, In Managing diversity: Human resource strategies for transforming the workplace" 1996
• 83 Sumer, H. C., "How do people with different attachment styles balance work and family? A personality perspective on work-family linkage" 86 : 653-663, 2001
• 84 Sun, L. Y., "High performance human resource management practices, citizenship behaviour, and organizational performance: A relational perspective" 50 : 558-577, 2007
• 85 Emlen, A. C., "Hard to fine and difficult to manage: The effects of child on the workplace" Regional Research Institute for Human Service, Portland State University 1984
• 86 Moser, C., "Gender planning and development" Routledge 1993
• 87 Hill, E. J., "Finding an extra day a week: The positive influence of perceived job flexibility on work and family life balance" 50 : 49-58, 2001
• 88 Allen, T. D., "Family-supportive work environments: The role of organizational perceptions" 58 (58): 413-435, 2001
• 89 Bond, S., "Family-friendly Working? Putting Policy into Practice" York Publishing Service for the Joseph Rowntree Foundation 2002
• 90 Ngo, H. Y., "Family friendly work practices, organizational climate, and firm performance: A study of multinational corporations in Hong Kong" 30 : 665-680, 2009
• 91 Lewis, S., "Evaluating the impact of family-friendly employer policies: A case study In The work family challenge: Rethinking employment" J. Lewis 1996
• 92 Blair-Loy, M., "Employees' use of work-family policies and the workplace social context" 80 : 813-845, 2002
• 93 Yeandle, S., "Employed careers and family-friendly employment policies" Joseph Rowntree Foundation Policy Press 2002
• 94 Bowen, G., "Effects of leader support in the work unit on the relationship between work spillover and family adaptation" 19 (19): 25-52, 1998
• 95 Miles, R. E., "Designing strategic human resource systems" 13 : 36-52, 1984
• 96 Tepper, B. J., "Consequences of abusive supervision" 43 : 178-190, 2000
• 97 Finkel, S. K., "Childbirth, tenure, and promotion for women faculty" 17 : 259-270, 1994
• 98 Scharlach, A., "Caregiving and employment: Results of an employee survey" 29 : 382-387, 1989
• 99 Ruderman, M. N, "Benefits of multiple roles for managerial women" 45 (45): 369-386, 2002
• 100 Lambert, S. J., "Added benefits: The link between work-life benefits and organizational citizenship behavior" 43 : 801-815, 2000
• 101 De Cieri, H., "Achievements and Challenges for Work/Life Balance Strategies in Australian Organizations" 16 (16): 90-103, 2005
• 102 Polemans, S., "A multi-level model for studying the context and impact of work-family policies and culture in organizations" 13 : 409-431, 2004
• 103 Liao, H., "A multi-level investigation of factors influencing employee service performance and customer outcomes" 47 : 41-58, 2004
• 104 Byrne, K., "A meta-analutic review of work-family conflict and its antecedents" 67 : 169-198, 2005
• 105 이희성, "- 저출산 해결을 위한 법정책 - ‘일하는 엄마’를 위한 근로관계법적 시각에서의 접근" 한국법정책학회 10 (10): 35-62, 2010