高校辅导员工作家庭平衡双构面在情绪劳动与工作满意度间的调节效应
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摘要
目的调查高校辅导员情绪劳动、工作家庭平衡对工作满意度的影响。方法采用情绪劳动量表、工作家庭平衡量表、工作满意度量表对1 300名高校辅导员进行施测,其中有效问卷1 058份,采用描述性统计、相关分析、分层回归进行结果分析。结果高校辅导员表层行为与工作满意度呈显著负相关(r=-0.32,P<0.01);深层行为与工作满意度呈显著正相关(r=0.58,P<0.01);工作家庭冲突与工作满意度呈显著负相关(r=-0.36,P<0.01),工作家庭促进与工作满意度呈显著正相关(r=0.42,P<0.01);低工作家庭冲突组中,高校辅导员深层行为能够显著正向预测工作满意度(B=0.41,t=3.96,P<0.01);高工作家庭冲突组中,表层行为能够显著负向预测工作满意度(B=-0.63,t=-7.06,P<0.01)。结论高校辅导员情绪劳动与工作满意度存在密切关系,工作家庭冲突在深层行为与工作满意度、表层行为与工作满意度中起显著的调节作用。
Objective To explore the influence of emotional labor and work-family balance on job satisfaction in college counselors.Methods The emotional labor scale, work family balance scale and work satisfaction scale were used to measure 1 300 college counselors, and there were 1 058 were valid questionnaires. Descriptive statistics, correlation analysis and hierarchical regression were used to analyze the results. Results There was a significant negative correlation between counselors' surface behavior and job satisfaction(r=-0.32, P<0.01). There was a significant positive correlation between deep behavior and job satisfaction(r=0.58,P<0.01). There was a significant negative correlation between work-family conflict and job satisfaction(r=-0.36, P<0.01), and a significant positive correlation between work-family promotion and job satisfaction(r=0.42, P<0.01). In the low work-family conflict group, the deep behavior of college counselors could significantly negatively predict job satisfaction(B=0.41, t=3.96,P<0.01). In the high work-family conflict group, surface behavior can significantly negatively predict job satisfaction(B=-0.63,t=-7.06, P<0.01). Conclusion College counselors' emotional labor is closely related to job satisfaction, and work-family conflict plays a significant role in regulating deep behavior and job satisfaction, surface behavior and job satisfaction.
Objective To explore the influence of emotional labor and work-family balance on job satisfaction in college counselors.Methods The emotional labor scale, work family balance scale and work satisfaction scale were used to measure 1 300 college counselors, and there were 1 058 were valid questionnaires. Descriptive statistics, correlation analysis and hierarchical regression were used to analyze the results. Results There was a significant negative correlation between counselors' surface behavior and job satisfaction(r=-0.32, P<0.01). There was a significant positive correlation between deep behavior and job satisfaction(r=0.58,P<0.01). There was a significant negative correlation between work-family conflict and job satisfaction(r=-0.36, P<0.01), and a significant positive correlation between work-family promotion and job satisfaction(r=0.42, P<0.01). In the low work-family conflict group, the deep behavior of college counselors could significantly negatively predict job satisfaction(B=0.41, t=3.96,P<0.01). In the high work-family conflict group, surface behavior can significantly negatively predict job satisfaction(B=-0.63,t=-7.06, P<0.01). Conclusion College counselors' emotional labor is closely related to job satisfaction, and work-family conflict plays a significant role in regulating deep behavior and job satisfaction, surface behavior and job satisfaction.
引文
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[16]曾练平,何明远,潘运,等.工作家庭平衡双构面视角下社会支持对农村教师工作投入的影响:一个多重中介模型[J].心理与行为研究,2018,16(4):518-524.
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[18]兰文杰,黄大炜,何明远,等.农村教师社会支持,工作家庭平衡与工作满意度的关系[J].现代预防医学,2018,45(5):855-859.
[19]王金霞,王吉春,张雪芬.农村幼儿园女教师工作—家庭平衡及其与工作满意度的关系[J].中国心理卫生杂志,2016,30(11):876-880.
[20]CARLSON DS,KACMAR KM,ZIVNUSKA S,et al. Do the benefits of family-to-work transitions come at too great a cost?[J]. J Occup Health Psych,2015,20(2):161-171.
[21]CULBERTSON SS,MILLS MJ,FULLAGAR CJ. Work engagement and work-family facilitation:Making homes happier through positive affective spillover[J]. Hum Relat,2012,65(9):1155-1177.
[22]KARATEPE OM,KARADAS G. Service employees'fit,work-family conflict,and work engagement[J]. J Serv Mark,2016,30(5):554-566.
[23]RUSSO M,SHTEIGMAN A,CARMELI A. Workplace and family support and work-life balance:Implications for individual psychological availability and energy at work[J]. J Posit Psychol,2016,11(2):173-188.
[24]ZAPF D. Emotion work and psychological well-being:A review of the literature and some conceptual considerations[J]. Hum Resour Manage R,2002,12(2):237-268.
[25] BROTHERING CM,LEE RT. Testing a conservation of resources model of the dynamics of emotional labor[J]. J Occup Health Psych,2002,7(1):57-67.
[2]朱玉华.酒店女性员工职业倦怠与工作家庭冲突[J].安顺学院学报,2012,14(2):106-108.
[3]BRUCK CS,ALLEN TD,SPECTOR PE. The relation between workfamily conflict and job satisfaction:A finer-grained analysis[J].J Vocat Behav,2002,60(3):336-353.
[4]HOCHSCHILD AR. The managed heart:Commercialization of human feeling[M].Berkeley,CA:Universit y of California Press,1983:7-8.
[5]王海雯,张淑华.情绪劳动策略与工作满意度关系的元分析[J].心理科学进展,2018,26(4):599-613.
[6]杨佳.酒店服务人员情绪劳动,工作压力和工作绩效关系研究[D].南京:南京师范大学,2012:44-47.
[7]GRANDEY AA. When"the show must go on":Surface acting and deep acting as determinants of emotional exhaustion and peer-rated service delivery[J]. Acad Manage J,2003,46(1):86-96.
[8]曾练平,燕良轼.中文版工作家庭平衡量表的信效度研究[J].中国临床心理学杂志,2013,21(6):988-991.
[9] CAMMANN C, FICHMAN M, JENKINS D, et al. Assessing organizational change:A guide to methods,measures,and practices[M].New York:Wiley,1983:649-651.
[10]DOUGLAS KL,DOUGLAS J,WATSON. Affective Leadership and Emotional Labor:A View from the local level[J]. Public Admin Rev,2009,69(1):21-25.
[11]H譈LSHEGER UR,SCHEWE AF. On the costs and benefits of emotional labor:A meta-analysis of three decades of research[J]. J Health Psychol,2011,16(3):361-389.
[12]王情.银行柜员情绪劳动和工作满意度的关系研究——情绪表现规则的调节作用[D].北京:首都经济贸易大学,2016:36-39.
[13]KAMMEYER-MUELLER JD,RUBENSTEIN AL,LONG DM,et al.A meta-analytic structural model of dispositonal affectivity and emotional labor[J]. Pers Psychol,2013,66(1):47-90.
[14]罗灿.组织认同,员工情绪劳动与工作满意度的关系研究[D].长沙:湖南师范大学,2015:42-56.
[15]高飞,赵蓉蓉,林婷婷.公交车司机情绪智力和情绪劳动与工作满意度的关系[J].中国心理卫生杂志,2018,32(1):72-77.
[16]曾练平,何明远,潘运,等.工作家庭平衡双构面视角下社会支持对农村教师工作投入的影响:一个多重中介模型[J].心理与行为研究,2018,16(4):518-524.
[17]汤芙蓉.四川省藏区警察工作—家庭冲突与工作满意度调查[J].中国职业医学,2018,1:126-128.
[18]兰文杰,黄大炜,何明远,等.农村教师社会支持,工作家庭平衡与工作满意度的关系[J].现代预防医学,2018,45(5):855-859.
[19]王金霞,王吉春,张雪芬.农村幼儿园女教师工作—家庭平衡及其与工作满意度的关系[J].中国心理卫生杂志,2016,30(11):876-880.
[20]CARLSON DS,KACMAR KM,ZIVNUSKA S,et al. Do the benefits of family-to-work transitions come at too great a cost?[J]. J Occup Health Psych,2015,20(2):161-171.
[21]CULBERTSON SS,MILLS MJ,FULLAGAR CJ. Work engagement and work-family facilitation:Making homes happier through positive affective spillover[J]. Hum Relat,2012,65(9):1155-1177.
[22]KARATEPE OM,KARADAS G. Service employees'fit,work-family conflict,and work engagement[J]. J Serv Mark,2016,30(5):554-566.
[23]RUSSO M,SHTEIGMAN A,CARMELI A. Workplace and family support and work-life balance:Implications for individual psychological availability and energy at work[J]. J Posit Psychol,2016,11(2):173-188.
[24]ZAPF D. Emotion work and psychological well-being:A review of the literature and some conceptual considerations[J]. Hum Resour Manage R,2002,12(2):237-268.
[25] BROTHERING CM,LEE RT. Testing a conservation of resources model of the dynamics of emotional labor[J]. J Occup Health Psych,2002,7(1):57-67.
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