가족친화제도와 가족친화적 조직문화가 조직시민행동 및 이직의도에 미치는 영향: 한국과 중국의 비교를 중심으로

Abstract

This study attempts to examine the effects of family-friendly programs and family-friendly organizational culture on organizational citizenship behavior and turnover intention, based on the results of existing studies indicating that family-friendly programs and family-friendly organizational culture could have negative effects on work-family conflict, and work-family conflict could have positive effects on turnover intention. This study also attempts to examine what’s the difference of those effects between Korea and China. The data for empirical study is collected from the survey in both Korea and China. 145 female workers in Korea and 196 female workers in China were asked to respond to the questionnaires measuring the variables mentioned above. In order to find out the relationship among the variables, multiple regression analysis was used by 18.0 SPSS program. The results of this study can be summarized as follows. First, the independent variables such as financial support, flexible work schedules and family friendly atmosphere negatively(-) affected the work-family conflict in Korea, but none of family-friendly programs affected the work-family conflict in China. Second, work-family conflict has no effects on organizational citizenship behavior, but support of boss and colleagues positively(+) affected organizational citizenship behavior in both Korea and China. And, in Korea flexible work schedules positively(+) affected organizational citizenship behavior. Third, work-family conflict positively(+) affected turnover intention in Korea but has no effects in China. Finally, the result showed that the work-family conflict has no mediating effect between independent variables and outcome variables in China, but has a full mediating effect between flexible work schedules and turnover intention in Korea. Based on the above results, this study suggested the government and company to provide more effective family-friendly programs, especially the flexible work schedules. In addition, more boss and colleagues’ supports also been suggested. This study comes to conclusion that the effects of family-friendly programs on work-family conflict were different across two countries, and the effects of family-friendly organizational culture, work-family conflict on turnover intention were also different in Korea and China. Second, family-friendly organizational culture could reduce work-family conflict, and support of boss and colleagues could improve organizational citizenship behavior. In both Korea and China flexible work schedules could reduce turnover intention.

Keyword: family-friendly programs, family-friendly organizational culture, organizational citizenship behavior, turnover intention, work-family conflict, mediating effect, flexible work schedules, family friendly atmosphere