조직 내 일-가정 양립 지원이 구성원들의 조직몰입에 미치는 영향

Maintaining a balance between one’s personal and professional life has become a subject of concern due to a large number of demographic and workplace changes, such as a greater number of women, single parents, and dual-career couples. Organizations are therefore increasingly pressured to design and implement programs and policies facilitating employees’ work-life balance. There is also a need to understand the impacts of those policies and programs on organizational outcomes. Yet empirical studies on the impacts of organizational support for work-life balance are limited and their findings are mixed. Thus, this study empirically examines the impacts of organizational support for employees’ work-life balance on their levels of organizational commitment. Specifically, this study examines how different kinds of organizational support—the provision of work-life balance policies (child-care support and flexible work schedules) and perceived supervisor support—as social support resources differently affect employees’ organizational commitment. This study considers the multidimensionality of organizational commitment: affective, normative, and continuance commitment, as well as differences in individual characteristics such as marital and parental status. The findings suggest that perceived supervisory support is the primary driver of organizational commitment. Implications and limitations of the study are also discussed.