일・가정 양립 직장문화와 남성의 전통적 성역할에 의한 직장-가정 간의 양방향적 전이: 기관유형에 따른 조절효과The Bi-directional Workplace-Family Spillover Influenced by Work-Family Balance Oriented Culture in Workplaces and Gender Traditionalism: Moderating Effects of Organizational Types
- Other Titles
- The Bi-directional Workplace-Family Spillover Influenced by Work-Family Balance Oriented Culture in Workplaces and Gender Traditionalism: Moderating Effects of Organizational Types
- Authors
- 김재희; 이희선; 박성혜
- Issue Date
- 2018
- Publisher
- 한국아동가족복지학회
- Keywords
- 일・가정 양립 조직문화; 전통적 성역할; 일・가정 양방향 전이; 직장충성도; work-family balanced work culture; gender traditionalism; work-family bidirectional spillover; job loyalty
- Citation
- 한국가족복지학, v.23, no.2, pp.193 - 213
- Journal Title
- 한국가족복지학
- Volume
- 23
- Number
- 2
- Start Page
- 193
- End Page
- 213
- URI
- https://scholarworks.bwise.kr/gachon/handle/2020.sw.gachon/4901
- DOI
- 10.13049/kfwa.2018.23.2.3
- ISSN
- 1229-4713
- Abstract
- The objective of the present study was to examine the predictive factors that promote job loyalty focusing on the bidirectional work-family spillover. The effects of the work-family balance oriented culture in workplace and men's gender traditionalism in terms of their job loyalty mediated by job satisfaction and marital satisfaction were examined. Additionally, potential moderating effects of organizational type in these mediating paths were examined. A sample of 630 married males working in public and private organizations participated in the study. Data were analyzed using SEM and multi-group analysis in Mplus 7.4. Findings indicated that a work-family balanced workplace culture predicted job satisfaction, which in turn led to marital satisfaction and job loyalty, reflecting the bidirectional effects between work and family. In addition, men's traditional gender role attitudes predicted marital satisfaction, which subsequently led to job loyalty. It was also found that there were significant difference between public and private organizations; men's gender traditionalism wasn't indirectly associated with job loyalty through their marital satisfaction in public organization, but only in private organization. There was no significant spillover effect from family to work in public organizations. These findings can inform efforts to persuade and encourage organizations to facilitate corporate cultures and policies that promote work-family balance.
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Collections - 사회과학대학 > 유아교육학과 > 1. Journal Articles
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