类亲情交换对工作家庭冲突的作用研究
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摘要
本研究探讨中国文化背景下员工组织之间的类亲情交换关系对员工工作家庭冲突的影响。本研究以资源保存理论和工作家庭边界理论为视角,通过对293名企事业单位员工的调查发现类亲情交换对工作家庭冲突有U形的作用,类亲情交换水平较低或者较高的员工都会感到较高的工作家庭冲突。情绪耗竭完全中介了类亲情交换对工作家庭冲突的影响。
This study aims to examine the nature of the relationship between family-like employee-organization relationship and work-family conflict through the lens of Conservations of Resources(COR) theory and Work-Family Border/Boundary theory. Based on the data of 293 employees from 11 firms, we find that family-like exchange relationship has a U-shaped(curvilinear) relationship with work-family conflict. Further, we find that the emotional exhaustion mediates the effect of family-like exchange relationship on work-family conflict.
This study aims to examine the nature of the relationship between family-like employee-organization relationship and work-family conflict through the lens of Conservations of Resources(COR) theory and Work-Family Border/Boundary theory. Based on the data of 293 employees from 11 firms, we find that family-like exchange relationship has a U-shaped(curvilinear) relationship with work-family conflict. Further, we find that the emotional exhaustion mediates the effect of family-like exchange relationship on work-family conflict.
引文
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[3] Byron K. A Meta-Analytic Review of Work-Family Conflict and its Antecedents[J]. Journal of Vocational Behavior, 2005,67(2):169-198
[4] 罗耀平,范会勇,张进辅. 工作-家庭冲突的前因, 后果及干预策略[J]. 心理科学进展, 2007,15(6):930-937
[5] 张勉,魏钧,杨百寅. 工作和家庭冲突的前因和后果变量: 中国情景因素形成的差异[J]. 管理工程学报, 2009,23(4):79-84
[6] 朱苏丽,龙立荣,贺伟,等. 超越工具性交换: 中国企业员工-组织类亲情交换关系的理论建构与实证研究[J]. 管理世界, 2015,(11):119-134
[7] 杨国枢,黄光国,杨中芳. 华人本土心理学[M]. 重庆: 重庆大学出版社, 2008
[8] Redding G. The Spirit of Chinese Capitalism[M]. Berlin: Walter de Gruyter, 1990
[9] Westwood R. I. Culture, Business Organization and Managerial Behaviour in East Asia[M]. Toronto: University of Toronto Press, 1997
[10] Westwood R., Chan A., Linstead S. Theorizing Chinese Employment Relations Comparatively: Exchange, Reciprocity and the Moral Economy[J]. Asia Pacific Journal of Management, 2004,21(3):365-389
[11] 徐细雄,淦未宇. 组织支持契合, 心理授权与雇员组织承诺: 一个新生代农民工雇佣关系管理的理论框架——基于海底捞的案例研究[J]. 管理世界, 2011,(12):131-147
[12] 黄铁英. 海底捞你学不会[M]. 北京: 中信出版社, 2011
[13] Yang N., Chen C. C., Choi J., et al. Sources of Work-Family Conflict: A Sino-Us Comparison of the Effects of Work and Family Demands[J]. Academy of Management Journal, 2000,43(1):113-123
[14] Hobfoll S. E. Conservation of Resources: A New Attempt at Conceptualizing Stress[J]. American Psychologist, 1989,44(3):513-524
[15] Westman M., Hobfoll S. E., Chen S., et al. Organizational Stress Through the Lens of Conservation of Resources (COR) Theory//Perrewe P. L., Ganster D. C. Eds. Research in Occupational Stress and Well-Being[M]. Oxford: JAI Press, 2004
[16] Clark S. C. Work/Family Border Theory: A New Theory of Work/Family Balance[J]. Human Relations, 2000,53(6):747-770
[17] 张再生. 工作-家庭关系理论与工作家庭平衡计划[J]. 南开管理评论, 2002,5(4):55-59
[18] 高中华,赵晨. 工作家庭两不误为何这么难? 基于工作家庭边界理论的探讨[J]. 心理学报, 2014,46(4):552-568
[19] Carlson D. S., Perrewé P. L. The Role of Social Support in the Stressor-Strain Relationship: An Examination of Work-Family Conflict[J]. Journal of Management, 1999,25(4):513-540
[20] Gorgievski M. J., Hobfoll S. E. Work Can Burn Us Out or Fire Us Up: Conservation of Resources in Burnout and Engagement[M]. New York: Handbook of Stress and Burnout in Health Care,2008
[21] Grandey A. A., Cropanzano R. The Conservation of Resources Model Applied to Work-Family Conflict and Strain[J]. Journal of Vocational Behavior, 1999,54(2):350-370
[22] Ten Brummelhuis L. L., Bakker A. B. A Resource Perspective on the Work-Home Interface: The Work-Home Resources Model[J]. American Psychologist, 2012,67(7):545-556
[23] Desrochers S., Sargent L. D. Boundary/Border Theory and Work-Family Integration[J]. Organization Management Journal, 2004,1(1):40-48
[24] 金家飞,徐姗,王艳霞. 角色压力, 工作家庭冲突和心理抑郁的中美比较——社会支持的调节作用[J]. 心理学报, 2014,6(8):1144-1160
[25] 李原. 工作家庭的冲突与平衡: 工作家庭边界理论的视角[J]. 社会科学战线, 2013,(2):180-188
[26] 王三银,刘洪,林彦梅. 工作边界强度与员工组织认同之间的关系—工作边界偏好的匹配性调节[J]. 南开管理评论, 2016,19(6):81-90
[27] Maslach C. Burn-out[J]. Human Behavior, 1976,5(9):16-22
[28] Bakker A. B., Demerouti E., Dollard M. F. How Job Demands Affect Partners’ Experience of Exhaustion: Integrating Work-Family Conflict and Crossover Theory[J]. Journal of Applied Psychology, 2008,93(4):901-911
[29] Thompson B. M., Kirk A., Brown D. F. Work Based Support, Emotional Exhaustion, and Spillover of Work Stress to the Family Environment: A Study of Policewomen[J]. Stress and Health, 2005,21(3):199-207
[30] Bakker A. B., Hakanen J. J., Demerouti E., et al. Job Resources Boost Work Engagement, Particularly When Job Demands Are High[J]. Journal of Educational Psychology, 2007,99(2):274-284
[31] Liang H. L. Are You Tired? Spillover and Crossover Effects of Emotional Exhaustion on the Family Domain[J]. Asian Journal of Social Psychology, 2015,18(1):22-32
[32] 张莉,林与川,张林. 工作不安全感与情绪耗竭: 情绪劳动的中介作用[J]. 管理科学, 2013,26(3):1-8
[33] Ashforth B. E., Kreiner G. E., Fugate M. All in a Day’s Work: Boundaries and Micro Role Transitions[J]. Academy of Management Review, 2000,25(3):472-491
[34] Freund A. M., Riediger M. What I Have and What I Do: The Role of Resource Loss and Gain Throughout Life[J]. Applied Psychology, 2001,50(3):370-408
[35] Maslach C., Jackson S. E. The Measurement of Experienced Burnout[J]. Journal of Occupational Behavior,1981,2(2):99-113
[36] Netemeyer R. G., Boles J. S., McMurrian R. Development and Validation of Work-Family Conflict and Family-Work Conflict Scales[J]. Journal of Applied Psychology, 1996,81(4):400-410
[37] 李永鑫,赵娜. 工作-家庭支持的结构与测量及其调节作用[J]. 心理学报, 2009,41(9):863-874
[38] 董保宝. 风险需要平衡吗:新企业风险承担与绩效倒u型关系及创业能力的中介作用[J]. 管理世界, 2014,(1):120-131
[39] Harman D. A Single Factor Test of Common Method Variance[J]. Journal of Psychology, 1967,(35):359-378
[40] Baron R. M., Kenny D. A. The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations[J]. Journal of Personality and Social Psychology, 1986,51(6):1173-1182
[41] Hayes A. F. Beyond Baron and Kenny: Statistical Mediation Analysis in the New Millennium[J]. Communication Monographs, 2009,76(4):408-420
[42] 李卫东,刘洪. 研发团队成员信任与知识共享意愿的关系研究——知识权力丧失与互惠互利的中介作用[J]. 管理评论, 2014,26(3):128-138
[43] Shockley K. M., Singla N. Reconsidering Work-Family Interactions and Satisfaction: A Meta-Analysis[J]. Journal of Management, 2011,37(3):861-886
[44] 林雪莹,王永丽,郝雨洁,等. 领导-成员交换对工作-家庭平衡的影响机制研究: 工作弹性能力的中介作用及工作弹性意愿的调节作用[J]. 管理评论, 2016,28(2):138-148
[45] 潘清泉,韦慧民. 企业人力资源管理危机与对策——基于工作与家庭边界模糊化视角分析[J]. 中国人力资源开发, 2013,(7):29-33
[46] Wu J. B., Hom P. W., Tetrick L. E., et al. The Norm of Reciprocity: Scale Development and Validation in the Chinese Context[J]. Management and Organization Review, 2006,2(3):377-402
[47] Gouldner A. W. The Norm of Reciprocity: A Preliminary Statement[J]. American Sociological Review, 1960,25(2):161-178
[48] Sahlins M. D. Stone Age Economics[M]. New York: Aldine-Atherton, 1972
[49] Tsui A. S., Pearce J. L., Porter L. W., et al. Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay off?[J]. Academy of Management Journal, 1997,40(5):1089-1121
[50] Jia L., Shaw J. D., Tsui A. S., et al. A Social-Structural Perspective on Employee-Organization Relationships and Team Creativity[J]. Academy of Management Journal, 2014,57(3):869-891
[51] 马浩. 从谷歌到固锝:家文化的逻辐[J]. 清华管理评论, 2015,(9):8-13
[2] 林忠,鞠蕾,陈丽. 工作—家庭冲突研究与中国议题: 视角,内容和设计[J]. 管理世界, 2013,(9):154-171
[3] Byron K. A Meta-Analytic Review of Work-Family Conflict and its Antecedents[J]. Journal of Vocational Behavior, 2005,67(2):169-198
[4] 罗耀平,范会勇,张进辅. 工作-家庭冲突的前因, 后果及干预策略[J]. 心理科学进展, 2007,15(6):930-937
[5] 张勉,魏钧,杨百寅. 工作和家庭冲突的前因和后果变量: 中国情景因素形成的差异[J]. 管理工程学报, 2009,23(4):79-84
[6] 朱苏丽,龙立荣,贺伟,等. 超越工具性交换: 中国企业员工-组织类亲情交换关系的理论建构与实证研究[J]. 管理世界, 2015,(11):119-134
[7] 杨国枢,黄光国,杨中芳. 华人本土心理学[M]. 重庆: 重庆大学出版社, 2008
[8] Redding G. The Spirit of Chinese Capitalism[M]. Berlin: Walter de Gruyter, 1990
[9] Westwood R. I. Culture, Business Organization and Managerial Behaviour in East Asia[M]. Toronto: University of Toronto Press, 1997
[10] Westwood R., Chan A., Linstead S. Theorizing Chinese Employment Relations Comparatively: Exchange, Reciprocity and the Moral Economy[J]. Asia Pacific Journal of Management, 2004,21(3):365-389
[11] 徐细雄,淦未宇. 组织支持契合, 心理授权与雇员组织承诺: 一个新生代农民工雇佣关系管理的理论框架——基于海底捞的案例研究[J]. 管理世界, 2011,(12):131-147
[12] 黄铁英. 海底捞你学不会[M]. 北京: 中信出版社, 2011
[13] Yang N., Chen C. C., Choi J., et al. Sources of Work-Family Conflict: A Sino-Us Comparison of the Effects of Work and Family Demands[J]. Academy of Management Journal, 2000,43(1):113-123
[14] Hobfoll S. E. Conservation of Resources: A New Attempt at Conceptualizing Stress[J]. American Psychologist, 1989,44(3):513-524
[15] Westman M., Hobfoll S. E., Chen S., et al. Organizational Stress Through the Lens of Conservation of Resources (COR) Theory//Perrewe P. L., Ganster D. C. Eds. Research in Occupational Stress and Well-Being[M]. Oxford: JAI Press, 2004
[16] Clark S. C. Work/Family Border Theory: A New Theory of Work/Family Balance[J]. Human Relations, 2000,53(6):747-770
[17] 张再生. 工作-家庭关系理论与工作家庭平衡计划[J]. 南开管理评论, 2002,5(4):55-59
[18] 高中华,赵晨. 工作家庭两不误为何这么难? 基于工作家庭边界理论的探讨[J]. 心理学报, 2014,46(4):552-568
[19] Carlson D. S., Perrewé P. L. The Role of Social Support in the Stressor-Strain Relationship: An Examination of Work-Family Conflict[J]. Journal of Management, 1999,25(4):513-540
[20] Gorgievski M. J., Hobfoll S. E. Work Can Burn Us Out or Fire Us Up: Conservation of Resources in Burnout and Engagement[M]. New York: Handbook of Stress and Burnout in Health Care,2008
[21] Grandey A. A., Cropanzano R. The Conservation of Resources Model Applied to Work-Family Conflict and Strain[J]. Journal of Vocational Behavior, 1999,54(2):350-370
[22] Ten Brummelhuis L. L., Bakker A. B. A Resource Perspective on the Work-Home Interface: The Work-Home Resources Model[J]. American Psychologist, 2012,67(7):545-556
[23] Desrochers S., Sargent L. D. Boundary/Border Theory and Work-Family Integration[J]. Organization Management Journal, 2004,1(1):40-48
[24] 金家飞,徐姗,王艳霞. 角色压力, 工作家庭冲突和心理抑郁的中美比较——社会支持的调节作用[J]. 心理学报, 2014,6(8):1144-1160
[25] 李原. 工作家庭的冲突与平衡: 工作家庭边界理论的视角[J]. 社会科学战线, 2013,(2):180-188
[26] 王三银,刘洪,林彦梅. 工作边界强度与员工组织认同之间的关系—工作边界偏好的匹配性调节[J]. 南开管理评论, 2016,19(6):81-90
[27] Maslach C. Burn-out[J]. Human Behavior, 1976,5(9):16-22
[28] Bakker A. B., Demerouti E., Dollard M. F. How Job Demands Affect Partners’ Experience of Exhaustion: Integrating Work-Family Conflict and Crossover Theory[J]. Journal of Applied Psychology, 2008,93(4):901-911
[29] Thompson B. M., Kirk A., Brown D. F. Work Based Support, Emotional Exhaustion, and Spillover of Work Stress to the Family Environment: A Study of Policewomen[J]. Stress and Health, 2005,21(3):199-207
[30] Bakker A. B., Hakanen J. J., Demerouti E., et al. Job Resources Boost Work Engagement, Particularly When Job Demands Are High[J]. Journal of Educational Psychology, 2007,99(2):274-284
[31] Liang H. L. Are You Tired? Spillover and Crossover Effects of Emotional Exhaustion on the Family Domain[J]. Asian Journal of Social Psychology, 2015,18(1):22-32
[32] 张莉,林与川,张林. 工作不安全感与情绪耗竭: 情绪劳动的中介作用[J]. 管理科学, 2013,26(3):1-8
[33] Ashforth B. E., Kreiner G. E., Fugate M. All in a Day’s Work: Boundaries and Micro Role Transitions[J]. Academy of Management Review, 2000,25(3):472-491
[34] Freund A. M., Riediger M. What I Have and What I Do: The Role of Resource Loss and Gain Throughout Life[J]. Applied Psychology, 2001,50(3):370-408
[35] Maslach C., Jackson S. E. The Measurement of Experienced Burnout[J]. Journal of Occupational Behavior,1981,2(2):99-113
[36] Netemeyer R. G., Boles J. S., McMurrian R. Development and Validation of Work-Family Conflict and Family-Work Conflict Scales[J]. Journal of Applied Psychology, 1996,81(4):400-410
[37] 李永鑫,赵娜. 工作-家庭支持的结构与测量及其调节作用[J]. 心理学报, 2009,41(9):863-874
[38] 董保宝. 风险需要平衡吗:新企业风险承担与绩效倒u型关系及创业能力的中介作用[J]. 管理世界, 2014,(1):120-131
[39] Harman D. A Single Factor Test of Common Method Variance[J]. Journal of Psychology, 1967,(35):359-378
[40] Baron R. M., Kenny D. A. The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations[J]. Journal of Personality and Social Psychology, 1986,51(6):1173-1182
[41] Hayes A. F. Beyond Baron and Kenny: Statistical Mediation Analysis in the New Millennium[J]. Communication Monographs, 2009,76(4):408-420
[42] 李卫东,刘洪. 研发团队成员信任与知识共享意愿的关系研究——知识权力丧失与互惠互利的中介作用[J]. 管理评论, 2014,26(3):128-138
[43] Shockley K. M., Singla N. Reconsidering Work-Family Interactions and Satisfaction: A Meta-Analysis[J]. Journal of Management, 2011,37(3):861-886
[44] 林雪莹,王永丽,郝雨洁,等. 领导-成员交换对工作-家庭平衡的影响机制研究: 工作弹性能力的中介作用及工作弹性意愿的调节作用[J]. 管理评论, 2016,28(2):138-148
[45] 潘清泉,韦慧民. 企业人力资源管理危机与对策——基于工作与家庭边界模糊化视角分析[J]. 中国人力资源开发, 2013,(7):29-33
[46] Wu J. B., Hom P. W., Tetrick L. E., et al. The Norm of Reciprocity: Scale Development and Validation in the Chinese Context[J]. Management and Organization Review, 2006,2(3):377-402
[47] Gouldner A. W. The Norm of Reciprocity: A Preliminary Statement[J]. American Sociological Review, 1960,25(2):161-178
[48] Sahlins M. D. Stone Age Economics[M]. New York: Aldine-Atherton, 1972
[49] Tsui A. S., Pearce J. L., Porter L. W., et al. Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay off?[J]. Academy of Management Journal, 1997,40(5):1089-1121
[50] Jia L., Shaw J. D., Tsui A. S., et al. A Social-Structural Perspective on Employee-Organization Relationships and Team Creativity[J]. Academy of Management Journal, 2014,57(3):869-891
[51] 马浩. 从谷歌到固锝:家文化的逻辐[J]. 清华管理评论, 2015,(9):8-13
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