구체적인 연구의 목적은 다음과 같다. 첫째, 가족친화제도나 관행은 해당 기업이나 조직이 필요해서 도입했다하기 보다는 정부의 적극적인 행정조치나 재정지원에 의해 이루어지는 경우가 ... 구체적인 연구의 목적은 다음과 같다. 첫째, 가족친화제도나 관행은 해당 기업이나 조직이 필요해서 도입했다하기 보다는 정부의 적극적인 행정조치나 재정지원에 의해 이루어지는 경우가 많다. 그렇기 때문에 이 제도 도입 기업들 역시 제도에 대한 매뉴얼이나 관리방안 등을 성문화하고 있어도 이 제도를 적극적으로 공지하거나 활용하지 않는 경우가 많다. 따라서 가족친화 제도나 관행 등에 대해 구성원 입장에서 자신의 회사의 도입 여부를 인지하고 있는지의 여부를 변수로 제시하고 도입 여부 인지와 실행 정도에 대한 판단이 구성원의 업무태도와 행동에 어떤 영향을 미치는지 파악하고자 한다. 구체적으로 본 연구에서는 Many of things that we were granted are now changing the work practices. The things or practices of 9-to-5 working hours and working in an office may be gradually disappeared. Gratton(2011) suggested in the article "Workplace 2025- What will it look like" the new trends and forces that will shape the future workplace. New technology and open innovation such as IoT and new artificial intelligence stimulate and shape our working style and organizational culture adaptability. This dissertation is to identify the effects of perceived family-friendly programs and organizational culture on the in-role behavior and creative innovation behavior through the perceived organizational support. Also, the moderator effects of the utility perception of the family-friendly programs and supervisor's surface action which is one of the emotional labor strategies will be identified. Numerous research attempts to verify the relationship between the family-friendly or work-life balance practices and organizational performance. However, despite a sufficient evidence about work-life balance or family-friendly practices and culture, little is known about the relationships among the family-friendly practices, family-friendly organizational culture, and organizational performance or individual attitudes or behaviors. Family-friendly programs and family -friendly corporate culture was measured as an independent variable. And an object of this study is to determine the relative influence of these variables. This study was set up a model based on a social exchange relationship and signaling theory. This study developed the Family-friendly programs and family -friendly corporate culture as independent variables; perceived organizational support as a meditator; the family-friendly programs' utility perception and surface action as moderator; in-role behavior and creative innovation behavior as outcomes. The sample to verify the research model have enrolled employees engaged in public enterprises and financial institutions. Based on 414 parts of the total samples, it was measured construct validity for each of the variables using a regression method for the causal relationship between variables. The empirical results reveal that (1)the family-friendly corporate culture and programs as independent variables have a positive impact on the perceived organizational support, in-role behavior, and creative innovation behavior. Perceived organizational support was also influenced positively on the in-role behavior, and creative innovation behavior; furthermore, it is a mediator between the independent variables(Family-friendly programs and family -friendly corporate culture) and dependent variables(in-role behavior, and creative innovation behavior). Therefore, this article confirmed the social exchange theory and it should be conceived in the organization as an important mechanism of perceived organizational support to enhance the in-role behavior and creative innovation behavior from the family friendly programs. Based on the empirical results it can be presented to the following conclusions and suggested the following implications. The family-friendly system is a step up the stage of institutionalization in Korea society; however, compelling evidence suggests that family-supportive organizational culture was not matured. Many tend to use several family-friendly programs but s 'nun-chi' yet. Nevertheless, this research findings of which the effects of family-friendly organizational culture on the in-role behavior and creative innovation behavior which suggest that the appropriate design of the family friendly programs can serve as valuable HR practices of the high-performance organization. Also, it was able to confirm the mediating role of the perceived organizational support; therefore, the company which aims to the high performance organization should be appropriately developed the family-friendly programs and cultures. ，韩语毕业论文，韩语论文题目 |
