본 연구는 일-삶의 균형 차원에서 가족친화 조직지원과 가족친화 상사지원이 직무소진에 미치는 영향을규명하려는 목적에서 수행되었다. 또한 번영감과 직업소명의식을 반영하여 어떠한 과정을 통해 가족친화 조직지원, 상사지원이 직무소진에 영향력이 나타나는지 그리고 어떠한 맥락 하에서 영향력이 강화 또는 완충되는지를살펴보았다. 번영감을 매개변수로, 직업소명의식을 조절변수로 설정하였다. 설문의 대상은 병원이며 간호사와의료기사에게 설문을 실시하여 연구가설을 검증하였다. 동일방법편의 문제를 해결하기 위해 설문은 시차를 두고2회 진행하였으며 1차 설문에서는 가족친화 조직지원과 상사지원, 직업소명의식을 측정하였으며, 2차에서는번영감과 직무소진을 측정하였다. 설문의 최종분석은 1차와 2차 동일한 응답자로 확인된 설문을 활용하였으며불성실응답 5부를 제외한 249부를 활용하였다. 분석결과를 살펴보면 첫째, 가족친화 상사지원은 번영감을 높이고있었다. 가족친화 조직지원의 영향력은 나타나지 않았다. 둘째, 번영감은 직무소진을 낮추고 있었다. 셋째, 번영감은가족친화 상사지원과 직무소진과의 관계를 매개하고 있었다. 반면에 가족친화 조직지원과 직무소진과의 관계는매개하지 못하는 것으로 나타났다. 넷째, 직업소명의식은 번영감과 직무소진과의 관계를 조절하고 있었다.
직업소명의식이 높은 경우 번영감이 직무소진을 낮추는 영향력은 더욱 확대되고 있었다. 마지막으로 조절된매개효과도 살펴보았는데 직업소명의식이 높은 경우 가족친화 상사지원과 직무소진과의 관계에 번영감의매개효과는 더욱 강하게 나타나고 있었다. 본 연구의 결과를 통해 병원의 주요 인력인 간호사, 의료기사의 일-삶의균형을 위하여 가족친화를 위한 상사의 역할이 중요하다는 점을 확인하였다. 이론적 측면에서 자원보존이론을 통해직무소진을 낮추는데 가족친화를 위한 상사의 지원 뿐만 아니라 번영감이 중요하다는 것을 알 수 있었다. 또한실무적 측면에서 간호사 또는 의료기사들의 직무소진을 줄이는 것이 중요하다는 점에서 가족친화를 위한 조직의노력도 의미가 있지만 상사의 노력이 더욱 필요하다는 것을 규명하였다는 점에서 의의를 가지고 있다.
Balancing work and life demands has become an established area of research and practice have been carried out on work-life-balance(hereafter WLB) to understand the impact this concept has on individuals (employees) and their capacity to manage work and aspect of their lives. WLB defined ‘the extent to which an individual is equally engaged in-and equally satisfied with-his or her work role and family role. Based on WLB, we drawing the organization and supervisor’s effort to enhancing WLB reflected perceived family-friendly organizational support and family-friendly supervisor support concepts. This study examined the effects of family-friendly organizational support and family-friendly supervisor support on job burnout in hospitals who are nurses and medical technicians. By examining the processes through which family-friendly organizational support and supervisor support influence on job burnout, as well as the process and contexts in which the reinforced or buffered. We used thriving at work(vitality, learning) as a mediator and job calling as a moderator. After literature review, we set the direct, mediate, moderate and moderated mediation of research hypotheses. The survey was conducted in hospitals, and nurses and medical technicians who provide medical services to test the research hypotheses. To solve the problem of the common method bias, the survey was conducted twice with a time difference, and the first survey measured family-friendly organizational support, supervisor support, and job calling, and the second survey measured thriving at work and job burn out. The final analysis of the survey used the same respondents from the first and second surveys, excluding five non-responses, and used 249 questionnaires. The results of the analysis showed that, first, family-friendly supervisor support increased thriving at work. There was no effect of family-friendly organizational support. Second, thriving at work decreased job burnout. Third, thriving at work mediated the relationship between family-friendly supervisor support and job burnout. However, it did not mediate the relationship between family-friendly organizational support and job burnout. Fourth, job calling moderated the relationship between thriving at work and job burnout. The effect of thriving at work on job burnout was magnified if high on job calling. Finally, we examined moderated mediation effect, and found that the mediating effect of thriving at work on the relationship between family-friendly supervisor support and burnout was stronger for those with high on job calling. The results of this study confirm the importance of family-friendly supervisor support for the work-life balance of female nurses and medical technicians, who make up the majority of the hospital workforce. In the theoretical aspect, the resource conservation theory suggests that not only the support of family-friendly supervisors but also thriving at work are important in reducing job burnout. In the practical aspect, it is significant that the efforts of family-friendly supervisors are necessary to reduce job burnout among nurses and medical technicians.