일과 생활의 균형을 통한 개인의 행복과 삶의 만족을 추구하는 워라밸은 종사원들의 업무 성과에도 영향을 미치며 개인과 조직 모두에게 중요한 이슈가 되고 있다. 이에 업무특성에 따른 신체적·심리적 어려움으로 이직률이 높은 컨벤션 종사원의 워라밸이 가족관계와 심리적 웰빙에 미치는 개인적 영향관계, 워라밸이 조직몰입과 직무성과에 미치는 조직적 영향관계를 알아보고 워라밸의 구현을 목적으로 시간과 공간적 제약을 극복하여 업무의 자율성을 제공하는 스마트워크 환경이 종사원 개인과 조직에게 어떠한 영향을 미치는지 분석하고, 도출된 연구결과를 근거로 선행연구가 미비한 컨벤션 산업에 다양한 시사점을 제공하는 것을 목적으로 한다.
실증 연구를 위해 컨벤션 센터와 켄벤션 뷰로, PCO에서 근무하는 실무자를 대상으로 이메일과 전자 서베이를 이용하여 온라인 설문조사를 실시하여 총 220개의 유효표본을 실증분석에 사용하였다. 수집된 자료는 SPSS 22.0 통계 패키지 프로그램을 이용하여, 표본의 일반적 특성을 분석하기 위한 빈도분석과 측정도구의 타당성 검증을 위한 요인분석 및 상관관계분석, 신뢰성 검증을 위한 신뢰도 분석, 변수들 간의 영향관계를 검증하기 위한 단순 및 다중회귀분석, 스마트워크 환경의 조절효과를 검증하기 위한 조절회귀분석을 실시하였다.
컨벤션 종사원이 지각하는 워라밸과 가족관계, 조직몰입의 타당성 검증을 위해 탐색적 요인분석을 실시한 결과, 컨벤션 종사원의 워라밸은 ‘일-가정 균형’, ‘일-여가 균형’, ‘일-성장 균형’의 3개요인, 가족관계는 ‘가족응집성’, ‘의사소통’, ‘가족공유시간’의 3개요인, 컨벤션 종사원의 조직몰입은 ‘정서적 몰입’, ‘지속적 몰입’, ‘규범적 몰입’의 3개 요인으로 도출되었다.
본 연구의 가설에 대한 실증분석 결과는 다음과 같다.
첫째, 컨벤션 종사원의 워라밸은 가족관계에 영향을 미치는 것으로 나타났으며, 구체적으로 워라밸의 하위 요인 중 ‘일-가정 균형’은 가족관계의 ‘가족응집성’에 정(+)의 영향을 미치는 것으로 나타났다.
둘째, 컨벤션 종사원의 가족관계가 심리적 웰빙에 미치는 영향을 분석한 결과, 가족관계의 ‘가족응집성’은 심리적 웰빙에 정(+)의 영향을 미치는 것으로 나타났다.
셋째, 컨벤션 종사원의 워라밸 요인 중 ‘일-가정 균형’은 유의수준에서 모든 조직몰입 요인에 유의한 정(+)의 영향을 미치는 것으로 나타났다.
넷째, 컨벤션 종사원의 조직몰입이 직무성과에 미치는 영향을 분석 한 결과, 조직몰입의 요인 중 ‘규범적 몰입’은 유의한 수준에서 직무성과에 정(+)의 영향을 미치는 것으로 나타났다.
다섯째, 컨벤션 종사원의 직무성과가 심리적 웰빙에 미치는 영향을 분석한 결과, 직무성과는 유의수준에서 심리적 웰빙에 정(+)의 영향을 미치는 것으로 나타났다.
여섯째, 컨벤션 종사원의 워라밸이 개인과 조직성과에 미치는 영향관계에 있어 스마트워크 환경의 조절효과를 검증한 결과, ‘일-성장 균형’은 의사소통과 가족공유시간의 개인성과에 조절작용을 통해 유의미한 영향을 미치는 것으로 나타났고 ‘일-가정 균형’과 ‘일-여가 균형’은 정서적 몰입의 조직성과에 조절작용을 하는 것으로 나타났다.
본 연구의 시사점은 다음과 같다.
첫째, 업무환경의 특성상 심리적·신체적 어려움에 따른 이직률이 높은 컨벤션 종사원을 대상으로 일과 생활의 균형을 통한 삶의 질과 만족을 추구하는 워라밸이 가족관계와 조직몰입이라는 개인과 조직성과에 미치는 영향관계에서 워라밸의 추구를 목적으로 도입되고 있는 스마트워크 환경이 개인가 조직성과에 어떠한 조절효과를 갖는지 통합적으로 연구하였다는 점에서 의미를 가진다.
둘째, 연구가 미비한 컨벤션 종사원을 대상으로 워라밸이 가족관계와 조직몰입에 미치는 영향관계 규명을 통해 타 관광 및 환대산업에서의 워라밸의 ‘일-가정 균형’, ‘일-여가 균형’, ‘일-성장 균형’이 유의적 수준에서 영향관계가 있는 것으로 나타난 결과와 달리 워라밸의 요인 중 ‘일-가정 균형’ 요인이 가족관계와 조직몰입의 모든 요인에 영향을 미친다는 결과를 통해 ‘일-가정 균형’은 컨벤션 종사원들에게 중요한 의미를 갖는 요인임이 검증되었으며, 이러한 결과를 토대로 기업차원에서 ‘일-가정 균형’을 위한 전략과 지원의 필요성을 알렸다는데 의미를 갖는다.
셋째, 스마트워크 환경의 효과성과 함께 워라밸의 실현에 도움이 되는 업무 환경으로 관심을 받고 있는 스마트워크 환경이 오히려 컨벤션 종사원들의 개인과 조직성과에 부정적 영향을 미친다는 결과를 토대도 기업차원에서 적절할 스마트워크 환경 도입의 필요성과 중요성을 알리는데 의미를 가진다.
본 연구를 통해 컨벤션 종사원의 워라밸 요인 중 ‘일-가정 균형’이 가장 중요한 요인임을 파악하였고, 워라밸을 위해 도입하고 있는 스마트워크 환경이 오히려 부정적인 영향을 미친다는 검증을 통하여 컨벤션 종사원들의 ‘일-가정 균형’을 위한 전략들과 적절한 스마트워크 환경의 도입이 필요하다는 것을 본 연구는 시사하고 있다.

The work-life balance, which is intended to pursue individuals’ happiness and satisfaction with life through balance between work and life, affects employees’ work performance and becomes an important issue for both individuals and organizations. Therefore, the purpose of this study to examine the personal effects of the work-life balance of convention employees with high turnover rates because of their physical and psychological difficulties due to their job characteristics on their family relations and psychological well-being, and the organizational effects of the work-life balance of convention employees on their organizational commitment and job performance, analyze how smart environments that overcome the temporal and spatial constraints to provide autonomy of work with a view to implementing work-life balance affect individual employees and the organization, and provide diverse implications to the convention industry that lacks prior studies, based on the derived study results.
For an empirical study, online questionnaire surveys were conducted with employees working at convention centers, convention bureaus, and PCO using e-mail and electronic surveys, and a total of 220 valid samples were used for empirical analysis. With the collected data, using the SPSS 22.0 statistical package program, a frequency analysis was conducted to analyze the general characteristics of the samples, a factor analysis and a correlation analysis were conducted to verify the validity of the measurement tool, a reliability analysis was conducted to verify reliability, simple and multiple regression analyses were conducted to verify the influencing relationships among variables, and a moderated regression analysis was conducted to verify the moderating effects of the smart work environments.
An exploratory factor analysis was carried out to verify the validity of the work-life balance perceived by the convention employees, and as a result, three factors, ‘work-family balance’, ‘work-leisure balance’, and ‘work-growth balance’ were derived for convention employees’ work-life balance, three factors, ‘family cohesion’, ‘communication’, ‘time shared with family members’ were derived for their family relations, and three factors, ‘emotional commitment’, ‘continuous commitment’ and ‘normative commitment’ were derived for their organizational commitment.
The results of empirical analyses of the hypotheses of this study are as follows.
First, the work-life balance of the convention employees was found to affect their family relations. Concretely, among the factors of work-life balance, ‘work-family balance’ was shown to positively (+) affect ‘family cohesion’ out of family relations.
Second, the effects of the family relations of convention employees on their psychological well-being were analyzed and according to the results, ‘family cohesion’ out of the factors of family relations was shown to positively (+) affect their psychological well-being.
Third, among the work-life balance factors of convention employees, ‘work-family balance’ was found to have significant positive effects on all organizational commitment factors at a significance level.
Fourth, the effects of convention employees’ organizational commitment on their job performance were analyzed and as a result, among the factors of organizational commitment, ‘normative commitment’ was shown to positively (+) affect their job performance at a significance level.
Fifth, the effects of the job performance of convention employees on their psychological well-being were analyzed and as a result, their job performance was shown to positively (+) affect their psychological well-being at a significant level.
Sixth, the moderating effects of smart work environments in the influencing relationship between convention employees’ work-life balance and individual and organizational performances were verified and as a result, ‘work-growth balance’ was shown to have significant effects on the effects of communication and the time shared with family members on individuals’ performance through moderating acts and ‘work-family balance’ and ‘work-leisure balance’ were shown to have moderating effects on the effects of emotional commitment on organizational performance.
The implications of this study are as follows.
First, this study is meaningful in that it syntagmatically studied what moderating effects smart environments introduced to pursue work-life balance have on the influencing relationship between work-life balance, which is intended to pursue the quality of life and satisfaction with life through the balance between work and life, and the performances of individuals and organizations termed family relations and organizational commitment, respectively, have on individuals’ and organizations’ performances with convention employees, who show high turnover rates because of their physical and psychological difficulties due to their job characteristics.
Second, this study is meaningful in that by investigating the effects of work-life balance on family relations and organizational commitment with convention employees for whom studies are lacking, this study found the results indicating that the factor ‘work-family balance’ among the factors of work-life balance affects all factors of family relations and organizational commitment unlike study findings in other tourism and hospitality industries indicating that the factors ‘work-family balance’, ‘work-leisure balance’, and ‘work-growth balance’, which are the factors of work-life balance, have influencing relationships at significance levels thereby verifying that the factor ‘work-family balance’ is very meaningful to convention employees, and in that based on these results, this study suggested the necessity of strategies and support for ‘work-family balance’ at the level of companies.
Third, this study is also meaningful in that, based on the results indicating that smart work environments, which are receiving attention as work environments that help the realization of work-life balance together with the effectiveness of the smart work environments, negatively affect the individual and organizational performances of convention employees, it informed the necessity and importance of the introduction of appropriate smart work environments at the level of companies.
Through this study, it was understood that among the factors of convention employees’ work-life balance, ''work-family balance'' is the most important factor and this study suggests that the introduction of strategies and appropriate smart work environments is necessary for convention employees’ work-family balance through the verification that the smart work environments introduced for work-life balance have negative effects on the contrary.