모·부성보호제도의 강도가 일·생활균형과 조직몰입·직무만족에 미치는 영향: 제도 내재화의 매개효과와 조직내 소통의 조절효과

Abstract

This study tried to confirm the hypothesis that the strength of maternal/paternal protection systems, such as parental leave, has an effect on work-life balance and organizational commitment & job satisfaction. To this end, this study empirically demonstrated the effect of the strength of the maternal and paternal protection system on work-life balance and organizational commitment & job satisfaction, as well as the mediating effect of internalization and the moderating effect of communication within the organization. A survey was conducted on workers, and a total of 412 copies were analyzed. To verify the main effect, multiple regression analysis was conducted, the mediating effect was verified through bootstrapping, and the moderating effect was verified through hierarchical regression analysis. As a result, the strength of the maternal/paternal protection system had a positive(+) impact on work-life balance, and organizational commitment/job satisfaction. In addition, it was confirmed that the strength of the maternal/paternal protection system had a positive(+) impact on internali zation. Internalization had a positive(+) impact on work-life balance, organizational commitment/ job satisfaction. There was no mediating effect of internalization in the relationship between the strength of the maternal/paternal protection system and work-life balance, but there was a mediating effect of internalization in the relationship between the strength of the maternal/ paternal protection system and organizational commitment & job satisfaction. The moderating effect of communication within the organization was found to be insignificant in the relationship between the strength of the maternal/paternal protection system and work-life balance. The moderating effect of communication within the organization had a significant negative(-) impact in the relationship between the strength of the maternal/paternal protection system and organizational commitment & job satisfaction. It is opposite to the hypothesis. Focusing on these research results, the implications of the study were discussed, and finally, the limitations of this study and future research directions were suggested.