직무특성과 근무환경 및 조직문화가 직무만족을 매개로 생활만족에 미치는 영향에 관한 연구

Abstract

In Korean society, the rapidly aging population and low birth rates are increasing the demand for women to participate in economic activities. Thus, it is necessary to pay attention to efficient policies for the utilization of woman resources and to continue related research. In particular, women workers in Korea have a great deal of mental and physical burden because they are expected to play a role in the workplace and play a role in household work and child rearing at home. This study recognizes the limitation of previous literature regarding job characteristic, work environment, organizational culture, job satisfaction, life satisfaction and develops the research model and hypothetical relationships focusing on woman office workers. The purpose of this study is to examine structural relationship among job characteristic, work environment, organizational culture, job satisfaction and life satisfaction. Also, it is examine to the moderating effect of employment type and marital status on the relationship between job characteristic, work environment, organizational culture and job satisfaction. The suggested hypothetical relationships were tested with primary data from a sample 339 woman office workers. The data collection was from March 15 to March 29, 2019. The collected data were analyzed by using the SPSS 25.0 and AMOS 25.0 to test hypotheses. The major findings of the empirical research are as follows; First, autonomy, a component of the job characteristic, has positive influence job satisfaction. Second, human environment and compensation system, which are components of the work environment, have positive influence job satisfaction. Third, consensus culture and rational culture which are components of the organizational culture have positive influence job satisfaction. Fourth, job satisfaction have positive influence life satisfaction. Fifth, functional diversity have differential influence on job satisfaction by employment type. When these results are combined, it is confirmed that woman office workers’ autonomy, human environment, compensation system, consensus culture, and rational culture factors influence life satisfaction via job satisfaction. Sixth, functional diversity, autonomy, human environment and compensation system have differential influence on job satisfaction by marital status. In conclusion, autonomy, human environment, compensation system, consensus culture, and rational culture is expected to improve job satisfaction for woman office workers. The results of this study show that factors that satisfy woman office workers who are increasingly complex and demanding various abilities are also changing from the past. Therefore, the government and companies should be able to establish appropriate policies after checking what woman office workers expect to do for job satisfaction and life satisfaction.