Journal of Digital Convergence (디지털융복합연구)

The Society of Digital Policy and Management (한국디지털정책학회)
권호 표지
DOI QR코드

DOI QR Code

The Effect of Work-Life Balance on Organizational Commitment and Organizational Citizenship Behavior: The Mediating Role of Psychological Safety

일과 생활의 균형(WLB)이 조직몰입 및 조직시민행동에 미치는 영향: 심리적 안정감의 매개효과

  • Choi, Su-Heyong (Department of Business Administration, Pusan National University) ;
  • Lee, Jung-Mi (Department of Business Administration, Pusan National University)
  • Received : 2019.11.07
  • Accepted : 2020.03.20
  • Published : 2020.03.28
Download PDF
⟨ Previous Next ⟩

Abstract

The purpose of this study to investigate is as follows. First, this study examines the effects of WLB on organizational commitment and organizational citizenship behavior among domestic small and medium-sized company members. Second, this study examines the mediating effects of psychological safety on the WLB, and organizational commitment. Also, we will examine the mediating effects of psychological safety on the WLB, and organizational citizenship behavior. Third, the causal relationship between the dependent variables is verified. To test the hypothesis of this study, we analyze the statistics program using SPSS 25.0 and Macro Process. The results of this study through empirical research are as follows. First, WLB has a positive effect on organizational commitment and organizational citizenship behavior. Second, psychological safety was found to play a mediating role in the relationship between work-life balance and organizational commitment. Third, psychological safety was found to play a mediating role in the relationship between work-life balance and organizational citizenship behavior. Fourth, organizational commitment has a positive effect on organizational citizenship behavior.

국내 중소기업에 근무하는 종업원을 대상으로 한 본 연구는 다음과 같은 연구 목적을 구체적으로 탐구하고자 한다. 첫째, WLB가 조직몰입 및 조직시민행동에 미치는 영향을 규명하고자 한다. 둘째, WLB가 조직몰입 및 조직시민 행동에 영향을 미치는 데 있어서, 심리적 안정감의 매개효과를 검증하고자 한다. 이를 통해 심리적 안정감이 변수들과 어떤 관계를 형성하는지 밝히는 효과를 기대한다. 셋째, 조직몰입이 조직시민행동에 미치는 영향을 규명하고자 한다. 이상과 같은 연구 목적을 수행하기 위해 본 논문은 구체적인 연구 모형을 도출하고 이를 실증하였으며, 심리적 안정감의 매개효과에 대하여 더 포괄적이고 깊이 있는 이해를 도모하고자 하였다. 가설을 검증하기 위해 통계 프로그램 SPSS 25.0과 Macro Process를 사용하여 분석하였다. 실증 연구를 통한 본 연구의 연구결과는 다음과 같다. 첫째, WLB는 조직몰입 및 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 심리적 안정감은 WLB와 조직몰입 간의 관계에서 매개역할을 하는 것으로 나타났다. 셋째, 심리적 안정감은 WLB와 조직시민행동 간의 관계에서 매개역할을 하는 것으로 나타났다. 넷째, 조직몰입은 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 본 연구를 통해 WLB와 심리적 안정감의 연구에 기여할 수 있기를 기대한다. 결론 부분에서 본 연구의 시사점에 대해 논의하였으며, 또한 본 연구의 한계점과 향후 연구 방향을 제시하였다.

Keywords

References

  1. Y.J. Kim, S. Y. Ahn, H. A. Kim & H. J. Park. (2014). A Study on the Development of Guidelines for the Improvement of Working Methods and Culture. The Ministry of Employment and Labor, the Foundation for Balanced Daily Life.
  2. J. Johari, F. Yean Tan & Z. I. Tjik Zulkarnain. (2018). Autonomy, workload, work-life balance and job performance among teachers. International Journal of Educational Management, 32(1), 107-120. https://doi.org/10.1108/IJEM-10-2016-0226
  3. W. A. Kahn. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management Journal, 33(4), 692-724. https://doi.org/10.2307/256287
  4. J. H. Greenhaus & G. N. Powell. (2006). When work and family are allies: A theory of work-family enrichment. Academy of management review, 31(1), 72-92. https://doi.org/10.5465/AMR.2006.19379625
  5. U. Byrne. (2005). Work-life balance: Why are we talking about it at all?. Business Information Review, 22(1), 53-59. https://doi.org/10.1177/0266382105052268
  6. A. K. Abendroth & L. Dulk. (2011). "Support for the work-life balance in Europe: the impact of state, workplace and family support on work-life balance satisfaction", Journal Work, Employment and Society, 25(2), 234-256. https://doi.org/10.1177/0950017011398892
  7. M. Taussig & R. Fenwick. (2001), Unbinding time : Alternate work schedules and work-life balance, Journal of Family and Economic Issues, 2(2) : 101-119.
  8. E. H. Schein & W. G. Bennis. (1965). Personal and organizational change through group methods: The laboratory approach. New York, NY: Wiley.
  9. A. Edmondson. (1999). Psychological safety and learning behavior in work teams. Administrative science quarterly, 44(2), 350-383. https://doi.org/10.2307/2666999
  10. M. L. Frazier, S. Fainshmidt, R. L. Klinger, A. Pezeshkan & V. Vracheva. (2017). Psychological safety: A meta‐analytic review and extension. Personnel Psychology, 70(1), 113-165. https://doi.org/10.1111/peps.12183
  11. G. M. Spreitzer. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of management Journal, 38(5), 1442-1465. https://doi.org/10.2307/256865
  12. A. Carmeli & J. H. Gittell. (2009). High‐quality relationships, psychological safety, and learning from failures in work organizations. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(6), 709-729. https://doi.org/10.1002/job.565
  13. J. P. Meyer & N. J. Allen. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89. https://doi.org/10.1016/1053-4822(91)90011-Z
  14. W. B. Schaufeli & A. B. Bakker. (2004), "Job demands, job resources, and their relationship with burnout and engagement", Journal of Organizational Behavior, 25(3), pp. 293-315. https://doi.org/10.1002/job.248
  15. W. B. Schaufeli, M. Salanova, V. Gonzalez-Roma & A. B. Bakker. (2002), "The measurement of engagement and burnout", Journal of Happiness Studies, 3(1), 71-92 https://doi.org/10.1023/A:1015630930326
  16. M. C. Caniëls, J. H. Semeijn, & I. H. Renders. (2018). Mind the mindset! The interaction of proactive personality, transformational leadership and growth mindset for engagement at work. Career Development International, 23(1), 48-66. https://doi.org/10.1108/CDI-11-2016-0194
  17. A. Cooper-Hakim & C. Viswesvaran. (2005). The construct of work commitment: Testing an integrative framework. Psychological bulletin, 131(2), 241-259. https://doi.org/10.1037/0033-2909.131.2.241
  18. M. Schnake. (1991). Organizational citizenship: A review, proposed model, and research agenda. Human relations, 44(7), 735-759. https://doi.org/10.1177/001872679104400706
  19. J. M. George & A. P. Brief. (1992). Feeling good-doing good: a conceptual analysis of the mood at work-organizational spontaneity relationship. Psychological bulletin, 112(2), 310-329. https://doi.org/10.1037/0033-2909.112.2.310
  20. P. M. Podsakof, S. B. Mackenzie, J. B. Paine & D. G. Bachrach. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 516-563
  21. R. A. Shareef & T. Atan. (2019). The influence of ethical leadership on academic employees' organizational citizenship behavior and turnover intention: Mediating role of intrinsic motivation. Management Decision, 57(3), 583-605. https://doi.org/10.1108/MD-08-2017-0721
  22. H. K. Kim. (2014). Work-life balance and employees' performance: The mediating role of affective commitment. Global Business and Management Research, 6(1), 37-51.
  23. H. S. Kim & Y. A. Cha. (2009). The effect of work-family interaction and family-friendly organizational support on organizational commitment and turnover intention. Korean Journal of Industrial and Organizational Psychology, 22(4), 515-540. https://doi.org/10.24230/KSIOP.22.4.200911.515
  24. C. W. Kim, C. Y. Park, Y. M. Sohn & H. Jang. (2005). The conceptual understanding on 'Work-Life Balance' and its effectiveness, Journal of Leisure Studies, 2(3), 29-48.
  25. S. J. Lambert. (2000). Added benefits: The link between work-life benefits and organizational citizenship behavior. Academy of management Journal, 43(5), 801-815. https://doi.org/10.2307/1556411
  26. M. D. Cannon & A. C. Edmondson. (2001). Confronting failure: Antecedents and consequences of shared beliefs about failure in organizational work groups. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 22(2), 161-177. https://doi.org/10.1002/job.85
  27. F. O. Walumbwa & J. Schaubroeck. (2009). Leader personality traits and employee voice behavior: mediating roles of ethical leadership and work group psychological safety. Journal of applied psychology, 94(5), 1275-1286. https://doi.org/10.1037/a0015848
  28. J. R. Detert & E. R. Burris. (2007). Leadership behavior and employee voice: Is the door really open?. Academy of management journal, 50(4), 869-884. https://doi.org/10.5465/AMJ.2007.26279183
  29. M. S. Lee & Y. S. Kang. (2000). Mediators Effect of Self-Esteem and Organizational Commitment between the Transformational Leadership and the Organizational Citizenship Behavior. Korean Academy of Organization and Management, 24(1), 33-57.
  30. S. S. Park & S. T. Park. (1999). An Empirical Study on the Influence of Organizational Commitment on Organizational Citizen Behavior. Daegu Industrial Information College. 13(1), 303-326.
  31. M. S. Chung & S. H. Nam, (2008). A Study on the Impact of Organizational Identity on Organizational Citizenship Behavior in Social Welfare Organizations: Using Job Satisfaction and Organizational Commitment as Mediating Variables. Korean Association Of Nonprofit Organization Research. 6(3), 39-61.
  32. T. S. Bateman & D. W. Organ. (1983). Job satisfaction and the good soldier: The relationship between affect and employee "citizenship". Academy of management Journal, 26(4), 587-595. https://doi.org/10.2307/255908
  33. W. M. Hur. (2013). How Researchers Estimate Indirect Effect using Bootstrapping : The Case of Simple, Multiple, and Double Mediation. Korean Business Review, 6(3), 43-59.
  34. S. K. Lee, D. J. Lee, S. R. Lee & J. K. Jung. (2009). A Study on the Influence of R&D Organizational Culture to Organizational Commitment and Organizational Citizenship Behavior In Small and Medium Enterprises. Journal of Digital Convergence, 7(4), 101-116.
  35. S. K. Lee, E. G. Kang & S. D. Goo. (2017). A Study on the Effect of Empowering Leadership to Organizational Citizenship Behavior - Mediating Effect of Self-Leadership. Journal of Digital Convergence, 15(11), 209-220. https://doi.org/10.14400/JDC.2017.15.11.209