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직장-가정 갈등과 결과변인과의 관계에서 성취 및 관계욕구의 조절효과

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Abstract
Work-family conflict is an interesting concept in human resource management in recent. In the present study, moderating effects of needs for achievement and needs for relatedness are investigated in the relationships between work-family conflict and outcome variables ward employees who has worked in Jeju. In the research design was carried out 6 variables, work-family conflict,
needs for achievement and relatedness, turnover intention, job commitment, psychological wellbeing. Basically the model for research aims to prove the relationship between work-family conflict and employee's attitudes and to
demonstrate how human needs moderate the relationship. Attitude was investigated three types of variables ; turnover intention, psychological well-being, and job commitment. The concepts of the needs theory, psychological needs and social needs, were extracted properly to the model.
To put it more simply, in this model it dealt with the variable which account for individual level condition.
The current study is designed comprehensively three parts. First, work-family conflict will be negatively related with psychological well-being, job commitment but will be positively related with turnover intention. Second, Needs for achievement and relatedness will have an effect with psychological well-being, job commitment but with turnover intention negatively. Third, needs for achievement and relatedness will moderate the link with work-family conflict and dependent variables The research targets are the employees in privately-owned and state-owned companies in Jeju province. The researcher of this study
visited respondents in person in order to describe on the purpose of the study and to collect the questionnaire. The investigation conducted around a month 300 questionnaires were spread and collected 300, 18 questionnaires were excluded in the analysis due to response bias. As a result, this research carried out analysis with 282 respondents. The Program of SPSS 18.0 was utilized in the analysis. The analysis was consisted of 4 parts. First, frequency analysis is for understanding demographic characteristics of sample. Second, factor and reliability analysis are for validation and reliability of scales. Third, correlation is conducted for the relationships among variables. Fourth, the main effects are verified with multi-regression and mediation is carried out three steps suggested by Kenny & Baron(1986). The finding were as follows. First, work-family conflict has an significant impact with psychological well-being positively but no effect with turnover intention and job involvement. Second, both needs for achievement and relatedness affect job with commitment and psychological wellbeing positively and with negatively turnover intention. Third, there is only a moderating impact in the relationship work-family conflict and turnover intention but other hypothesis rejected.
Author(s)
김희정
Issued Date
2013
Awarded Date
2013. 8
Type
Dissertation
URI
http://dcoll.jejunu.ac.kr/jsp/common/DcLoOrgPer.jsp?sItemId=000000006336
Alternative Author(s)
Kim, Hee Jung
Affiliation
제주대학교 경영대학원
Department
경영대학원 경영학과
Advisor
강영순
Table Of Contents
제 1 장 서 론 1
제1절 연구 필요성 및 목적 1
1. 연구의 필요성 1
2. 연구목적 4
제2절 연구방법 및 논문구성 5
1. 연구방법 5
2. 논문구성 6
제 2 장 이론적 고찰 8
제1절 직장-가정 갈등 8
1. 직장-가정 갈등 개념 8
2. 직장-가정 갈등 연구동향 10
제2절 성취 및 관계욕구 12
1. 성취 및 관계욕구 개념 12
2. 성취 및 관계욕구 연구동향 16
제3절 이직의도, 심리적 안녕감 및 직무몰입 19
1. 이직의도 19
2. 심리적 안녕감 21
3. 직무몰입 26
4. 직장-가정갈등과 이직의도, 심리적 안녕감, 직무몰입의 관계 28
5. 성취 및 관계욕구와 이직의도, 심리적 안녕감, 직무몰입의 관계 29
제 3 장 연구설계 31
제1절 연구모형 및 연구가설 31
1. 연구모형의 설계 31
2. 연구가설의 설정 32
제2절 변수의 정의 및 조사 설계 36
1. 변수의 조작적 정의 36
2. 조사의 설계 39
제 4 장 실증분석 42
제1절 표본특성 및 측정도구 타당성과 신뢰성 42
1. 표본의 특성 42
2. 측정도구 타당성 및 신뢰성 검증 44
3. 기술적 통계 및 상관관계 분석 48
제2절 가설검증 50
1. 직장-가정 갈등과 결과변수의 관계 50
2. 성취 및 관계욕구와 결과변수의 관계 54
3. 성취 및 관계욕구의 조절효과 분석 57
제 5 장 결 론 70
제1절 연구결과의 요약 및 시사점 70
제2절 연구의 한계 및 향후 연구과제 72
참고문헌 74
설 문 지 86
Degree
Master
Publisher
제주대학교 경영대학원
Citation
김희정. (2013). 직장-가정 갈등과 결과변인과의 관계에서 성취 및 관계욕구의 조절효과
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