초과근로와 일과 삶의 균형과의 관계에서 직무중심 인력계획과 인사평가의 조절효과

초록

There is a growing interest in overtime and work-life balance. And overtime is consistently reported as having a negative effect on the work-life balance. Thus the main purpose of this study is to examine the existing exploratory discussion related to overtime by verifying the effects of the firm's HR practices that can mediate the negative relationship between overtime and work-life balance. To this end, the relationship between overtime and work-life balance was verified. Also, the moderating effects of job-based HRP, and job-based evaluation were verified. For the hypothesis test, organizational-level variables were measured for 101 firms in various industries and individual-level variables were measured for the members of the firms and used for HLM analysis. As a result, overtime had a significant negative effect on work-life balance, also a significant moderating effects of job-based HRP, and job-based evaluation in the relationship between overtime and work-life balance. Therefore, it was verified that rational and systematic HRP based on job information and job-based evaluation rather than person-based evaluation alleviated the negative relationship between overtime and work-life balance. The implication of this study is as follows. It has theoretical implication in that it presents empirical data of Korean firms on the relationship between overtime and work-life balance, and the importance of job-based practices. Practical implications are the need for various viewpoints of policies and practices through a more systematic understanding of the two concepts of overtime and work-life balance, job management to reduce overtime, and job-based evaluation to increase fairness and validity was proposed.

키워드