조직우선주의, 일-가정 양립제도, 성별의 상호작용과 유자녀관리자의 직장-가정 전이

초록

With 3rd (2010) and 7th (2018) female manager panel dataset from Korean Women‘s Development Institute (KWDI), the current study examines the interactive effects between submissive loyalty to organization, family-friendly programs and manager gender on positive and negative work-family spillover. The statistical results of the current study found that submissive loyalty to organization negatively and family-friendly programs positively influence positive work-family spillover of company managers. But, female managers perceive higher levels of negative work-family spillover compared to male managers; and submissive loyalty to organization exacerbates negative work-family spillover of company managers. Submissive loyalty to organization and manager gender make negative interactions on negative work-family spillover: at low level of submissive loyalty to organization, female managers show higher levels of negative work-family spillover compared to male managers; but. at high level of submissive loyalty to organization, female and male managers show similar levels of negative work-family spillover. It is important to consider manager gender when organizations plan and implement sets of policies and programs that mitigate submissive loyalty to organization and foster family-friendly working environments.

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