工作-家庭平衡型人力资源管理实践对工作绩效的影响:工作-家庭关系的中介作用与心理资本的调节作用
|
摘要
本文从资源保存与资源分配视角出发,检验了工作家庭平衡型人力资源实践(WFB-HRP)通过工作家庭关系的中介作用对个体工作绩效的影响,以及心理资本在其间的双重调节作用。全国1106份样本研究结果表明, WFB-HRP对员工的周边绩效与任务绩效均有显著正向影响;家庭-工作促进、工作-家庭冲突与家庭-工作冲突在WFB-HRP对周边绩效的影响中具有部分中介作用,工作-家庭促进、家庭-工作促进与家庭-工作冲突在WFB-HRP对任务绩效的影响中具有部分中介作用;心理资本调节WFB-HRP对工作-家庭促进、家庭-工作促进与工作-家庭冲突的影响,二阶段调节工作-家庭促进、家庭-工作促进以及工作-家庭冲突对周边绩效的影响;心理资本调节工作家庭关系在WFB-HRP与周边绩效和任务绩效之间的间接效应,心理资本水平越低, WFB-HRP通过工作家庭关系(除工作-家庭冲突外)对任务绩效与周边绩效的间接效应越强。
From the perspective of resource conservation and resource allocation, the paper testified the integration effect of WFB-HRP on the job performance through the mediation of the work-family relationships and the dual moderation of the psychological capital. According to the investigation of 1,106 samples, the paper made the follow conclusions. Firstly, WFB-HRP is positively relevant to the contextual performance and the task performance. Secondly, the family-work facilitation, the family-work conflict, and the work-family conflict make a mediating effect between WFB-HRP and the contextual performance; meanwhile the work-family facilitation, the family-work facilitation, and the family-work conflict mediate the impact of WFB-HRP on the task performance. Thirdly, the psychological capital moderates the effect of WFB-HRP on the work-family facilitation, the family-work facilitation and the work-family conflict in the first stage, and moderates the impact of WFB-HRP on the contextual performance in the second stage. Finally, the psychological capital moderates the indirect effect of WFB-HRP on the contextual performance and the task performance. The lower the psychological capital level is, the stronger of the indirect effect of WFB-HRP through the mediation of the work-family relationships except for the work-family conflict is.
From the perspective of resource conservation and resource allocation, the paper testified the integration effect of WFB-HRP on the job performance through the mediation of the work-family relationships and the dual moderation of the psychological capital. According to the investigation of 1,106 samples, the paper made the follow conclusions. Firstly, WFB-HRP is positively relevant to the contextual performance and the task performance. Secondly, the family-work facilitation, the family-work conflict, and the work-family conflict make a mediating effect between WFB-HRP and the contextual performance; meanwhile the work-family facilitation, the family-work facilitation, and the family-work conflict mediate the impact of WFB-HRP on the task performance. Thirdly, the psychological capital moderates the effect of WFB-HRP on the work-family facilitation, the family-work facilitation and the work-family conflict in the first stage, and moderates the impact of WFB-HRP on the contextual performance in the second stage. Finally, the psychological capital moderates the indirect effect of WFB-HRP on the contextual performance and the task performance. The lower the psychological capital level is, the stronger of the indirect effect of WFB-HRP through the mediation of the work-family relationships except for the work-family conflict is.
引文
1.陈佩,杨付.(2016).基于本土文化适切性的工作家庭促进跨文化思考.中国人力资源开发,34(21),6-15.
2.陈耘,赵富强,罗奎,张光磊.(2017).工作-家庭关系对工作绩效的影响:交叉观还是匹配观?--来自元分析的证据.中国人力资源开发,35(12),73-88.
3.方杰,温忠麟,张敏强,孙配贞.(2014).基于结构方程模型的多重中介效应分析.心理科学,37(3),735-741.
4.高中华,赵晨.(2014).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.心理学报,47(4),552-568.
5.林忠,孟德芳,鞠蕾.(2015).工作-家庭增益方格模型构建研究.中国工业经济,32(4),97-109.
6.马丽.(2015).工作-家庭匹配与平衡研究:基于个人-环境匹配的视角.管理评论,27(2),135-144.
7.马红宇,申传刚,杨璟,唐汉瑛,谢菊兰.(2014).边界弹性与工作-家庭冲突,增益的关系:基于人-环境匹配的视角.心理学报,47(4),540-551.
8.温忠麟,侯杰泰,张雷.(2006).有中介的调节变量和有调节的中介变量.心理学报,39(3),448-452.
9.于维娜,樊耘,张克勤.(2015).职业女性工作-家庭促进和积极行为:心理资本与人-工作匹配的作用.经济管理,37(3),89-97.
10.张宁俊,袁梦莎,兰海.(2015).工作家庭间跨界增益:逻辑主线与模型.心理科学,38(2),500-505.
11.赵富强,陈耘,杨淑媛.(2018).工作家庭平衡型人力资源实践研究--中国情境下的结构与测量.经济管理,40(2),120-139.
12.赵富强,陈耘,张光磊.(2015).心理资本视角下高校学术氛围对教师科研绩效的影响.高等教育研究,31(4),50-60.
13.赵富强,罗奎,张光磊,陈耘.(2016).基于资源保存理论的工作家庭冲突对工作绩效的影响研究.中国人力资源开发,34(21),25-33.
14.赵富强,杨淑媛,陈耘,张光磊.(2017).工作-家庭平衡型人力资源管理实践对员工绩效的影响:工作繁荣与真实型领导的作用.中国人力资源开发,35(9),81-96.
15.赵富强,张光磊,陈耘.(2015).支持性人力资源实践与组织绩效的研究.科学学研究,33(9),1405-1413.
16.左雅晴,冯云霞,郑沛琪.(2016).工作家庭增益对家庭绩效的影响机制:家庭满意度的中介作用.中国人力资源开发,34(21),34-43.
17.Abid,G.Zahra,I.,&Ahmed,A.(2016).Mediated mechanism of thriving at work between perceived organization support,innovative work behavior and turnover intention.Social Science Electronic Publishing,(4),297-299.
18.Allen,T.D.(2001).Family-supportive work environments:The role of organizational perspectives.Journal of Vocational Behavior,58,414-435.
19.Aryee,S.,Sun,L.Y.,Chen,Z.X.,&Debrah,Y.A.(2008).Abusive supervision and contextual performance:The mediating role of emotional exhaustion and the moderating role of work unit structure.Management and Organization Review,4(3),393-411.
20.Avey,J.B.,Luthans,F.,&Jensen,S.M.(2009).Psychological capital:a positive resource for combating employee stress and turnover.Human Resource Management,48(5),677-693.
21.Baltes,B.,&Heydens,G.H.(2003).Reduction of work-family conflict through the use of selection,optimization,and compensation behaviors.Journal of Applied Psychology,88(6),1005-1018.
22.Boyar,S.L,&Mosley,J.R.(2007).The relationship between core self-evaluations and work and family satisfaction:The mediating role work-family conflict and facilitation.Journal of Vocational Behavior,71(2),265-281.
23.Byron,K.A.(2005).Meta-analytic review of work-family conflict and its antecedents.Journal of Vocational Behavior,67(2),169-198.
24.Carlson,D.S.,Hunter,E.M,Ferguson,M.,&Whitten,D.(2014).Work-family enrichment and satisfaction mediating processes and relative impact of originating and receiving domains.Journal of Management,40(3),845-865.
25.Casper,W.J.,&Harris,C.M.(2008).Work-life benefits and organizational attachment:Self-interest utility and signaling theory models.Journal of Vocational Behavior,72(1),95-109.
26.Chen,Z.,Powell,G.N.,&Cui,W.(2014).Dynamics of the relationships among work and family resource gain and loss,enrichment,and conflict over time.Journal of Vocational Behavior,84(3),293-302.
27.Chen,I.,Brown,R.,Bowers,B.J.,&Chang,W.(2015).Work-tofamily conflict as a mediator of the relationship between job satisfaction and turnover intention.Journal of Advanced Nursing,71(10),2350-2363.
28.Choi,H.J.,&Kim,Y.T.(2012).Work-family conflict,workfamily facilitation,and job outcomes in the Korean hotel industry.International Journal of Contemporary Hospitality Management,24(7),1011-1028.
29.Christoph,N.,Alexra,M.,&Karlheinz,S.(2014).Family-work conflict and job performance:A diary study of boundary conditions and mechanisms.Journal of Organizational Behavior,35(3),339-357.
30.Clark,S.C.(2000).Work/family border theory:A new theory of work/family balance.Human Relations,53(6),747-770.
31.Conway,J.M.(1999).Distinguishing contextual performance from task performance for managerial jobs.Journal of Applied Psychology,84(1),3-13.
32.Frone,M.R,Russell,M.,&Cooper,M.L.(1992).Antecedents and outcomes of work-family conflict:Testing a model of the work-family interface.Journal of Applied Psychology,77(1),65-78.
33.Gallie,D.,Felstead,A.,&Green,F.(2001).Employer policies and organizational commitment in Britain 1992-97.Journal of Management Studies,38(8),1081-1101.
34.Goldsmith,A.H.,Darity,W.,Veum,J.R.(1998).Race,cognitive skills,psychological capital and wages.The Review of Black Political Economy,26(2),9-21.
35.Graves,L.M.,Ohlott,P.J.,&Ruderman,M.N.(2007).Commitment to family roles:Effects on managers'attitudes and performance.Journal of Applied Psychology,92(1),44-56.
36.Grawitch,M.J.,Barber,L.K,&Justice,L.(2010).Rethinking the work-life interface:It's not about balance,it's about resource allocation.Applied Psychology:Health and Well-Being,2(2),127-159.
37.Harrison,S.H,&Wagner,D.T.(2016).Spilling outside the box:The effects of individuals'creative behaviors at work on time spent with their spouses at home.Academy of Management Journal,59(3),841-859.
38.Hobfoll,S.E.(2002).Social and psychological resources and adaptation.Review of General Psychology,6(4),307-324.
39.Ismail,H.N,&Gali,N.(2017).Relationships among performance appraisal satisfaction,work-family conflict and job stress.Journal of Management&Organization,23(3),356-372
40.Jawahar,I.M.,Stone,T.H.,Kisamore,J.I.(2007).Role conflict and burnout:The direct and moderating effects of political skill and perceived organizational support on burnout dimensions.International Journal of Stress Management,14(2),142-159.
41.Jia,L.D,Shaw,J.D,Tsui,A.S,&Par,T.Y.(2014).A socialstructural perspective on employee-organization relationships and team creativity.Academy of Management Journal,57(3),869-889.
42.Karatepe,O.M.(2013).The effects of work overload and workfamily conflict on job embeddness and job performance:The mediation of emotional Exhaustion.International Journal of Contemporary Hospitality Management,25(4),614-634.
43.Kim,J.,Wiggins,M.E.(2011).Family-friendly human resource policy:Is it still working in the public sector?Public Administration Review,71(5),728-739.
44.Lau,R.S.,&Cheung,G.W.(2012).Estimating and comparing specific mediation effects in complex latent variable models.Organizational Research Methods,15(1),3-16.
45.Lin,W.P.,Ma,J.J.,Wang,L.,&Wang,M.(2015).A doubleedged sword:The moderating role of conscientiousness in the relationships between work stressors,psychological strain,and job performance.Journal of Organizational Behavior,36(1),94-111.
46.Luthans,F.B,Avolio,B.J.,Walumbwa,F.O.,&Li,W.X.(2005).The psychological capital of Chinese workers:Exploring the relationship with performance.Management and Organization Review,1(2),249-271.
47.Nohe,C.,Meier,L.L.,Sonntag,K.,&Michel,A.(2015).The chicken or the egg?A meta-analysis of panel studies of the relationship between work-family conflict and strain.Journal of Applied Psychology,100(2),522-536.
48.Podsakoff,P.M,Mac Kenzie,S.B,Lee,J.,&Podsakoff,N.P.(2003).Common method biases in behavioral research:A critical review of the literature and recommended remedies.Journal of Applied Psychology,88(5),879-903.
49.Schmidt,F.L.,Hunter,J.E,&Outrbridge,A.N.(1986).Impact of job experience and ability on job knowledge,work sample performance and supervisory ratings of job performance.Journal of Applied Psychology,71(3),432-439.
50.Shockley,K.M.,Singla,N.(2011).Reconsidering work-family interactions and satisfaction:A meta-analysis.Journal of Management,37(3),861-886.
51.Straub,C.(2011).Antecedents and organizational consequences of family supportive supervisor behavior:A multilevel conceptual framework for research.Human Resource Management Review,22(1),15-26.
52.Swimberghe,K.,Jones,R.P,Darrat,M.(2014).Deviant behavior in retail,when sales associates"Go Bad"!Examining the relationship between the work family interface,job stress,and salesperson deviance.Journal of Retailing and Consumer Services,21(4),424-431.
53.Tang,S.W.,Siu,O.L.,Cheung,F.(2014).A study of work-family enrichment among Chinese employees:The mediating role between work support and job satisfaction.Applied Psychology,63(1),130-150.
54.Ten,B.,&Bakker,A.B.(2012).A resource perspective on the work-home interface:The work-home resources model.American Psychologist,67(7),545-556.
55.Thompson,C.A.,Beauvais,L.L.,&Lyness,K.S.(1999).When work family benefits are not enough.The influence of work family culture on benefit utilization,organizational attachment,and work family conflict.Journal of Vocational Behavior,54(3),392-415.
56.Van Scotter,J.R.,&Motowidlo,S.J.(1996).Interpersonal facilitation and job deduction as separate facets of contextual and task performance.Journal of Applied Psychology,81(5),525-531.
57.Wayne,J.H,Musisca,N.,&Fleeson,W.(2004).Considering the role of personality in work-family experience:Relationships of the big five to work-family conflict and facilitation.Journal of Vocational Behavior,64(1),108-130.
2.陈耘,赵富强,罗奎,张光磊.(2017).工作-家庭关系对工作绩效的影响:交叉观还是匹配观?--来自元分析的证据.中国人力资源开发,35(12),73-88.
3.方杰,温忠麟,张敏强,孙配贞.(2014).基于结构方程模型的多重中介效应分析.心理科学,37(3),735-741.
4.高中华,赵晨.(2014).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.心理学报,47(4),552-568.
5.林忠,孟德芳,鞠蕾.(2015).工作-家庭增益方格模型构建研究.中国工业经济,32(4),97-109.
6.马丽.(2015).工作-家庭匹配与平衡研究:基于个人-环境匹配的视角.管理评论,27(2),135-144.
7.马红宇,申传刚,杨璟,唐汉瑛,谢菊兰.(2014).边界弹性与工作-家庭冲突,增益的关系:基于人-环境匹配的视角.心理学报,47(4),540-551.
8.温忠麟,侯杰泰,张雷.(2006).有中介的调节变量和有调节的中介变量.心理学报,39(3),448-452.
9.于维娜,樊耘,张克勤.(2015).职业女性工作-家庭促进和积极行为:心理资本与人-工作匹配的作用.经济管理,37(3),89-97.
10.张宁俊,袁梦莎,兰海.(2015).工作家庭间跨界增益:逻辑主线与模型.心理科学,38(2),500-505.
11.赵富强,陈耘,杨淑媛.(2018).工作家庭平衡型人力资源实践研究--中国情境下的结构与测量.经济管理,40(2),120-139.
12.赵富强,陈耘,张光磊.(2015).心理资本视角下高校学术氛围对教师科研绩效的影响.高等教育研究,31(4),50-60.
13.赵富强,罗奎,张光磊,陈耘.(2016).基于资源保存理论的工作家庭冲突对工作绩效的影响研究.中国人力资源开发,34(21),25-33.
14.赵富强,杨淑媛,陈耘,张光磊.(2017).工作-家庭平衡型人力资源管理实践对员工绩效的影响:工作繁荣与真实型领导的作用.中国人力资源开发,35(9),81-96.
15.赵富强,张光磊,陈耘.(2015).支持性人力资源实践与组织绩效的研究.科学学研究,33(9),1405-1413.
16.左雅晴,冯云霞,郑沛琪.(2016).工作家庭增益对家庭绩效的影响机制:家庭满意度的中介作用.中国人力资源开发,34(21),34-43.
17.Abid,G.Zahra,I.,&Ahmed,A.(2016).Mediated mechanism of thriving at work between perceived organization support,innovative work behavior and turnover intention.Social Science Electronic Publishing,(4),297-299.
18.Allen,T.D.(2001).Family-supportive work environments:The role of organizational perspectives.Journal of Vocational Behavior,58,414-435.
19.Aryee,S.,Sun,L.Y.,Chen,Z.X.,&Debrah,Y.A.(2008).Abusive supervision and contextual performance:The mediating role of emotional exhaustion and the moderating role of work unit structure.Management and Organization Review,4(3),393-411.
20.Avey,J.B.,Luthans,F.,&Jensen,S.M.(2009).Psychological capital:a positive resource for combating employee stress and turnover.Human Resource Management,48(5),677-693.
21.Baltes,B.,&Heydens,G.H.(2003).Reduction of work-family conflict through the use of selection,optimization,and compensation behaviors.Journal of Applied Psychology,88(6),1005-1018.
22.Boyar,S.L,&Mosley,J.R.(2007).The relationship between core self-evaluations and work and family satisfaction:The mediating role work-family conflict and facilitation.Journal of Vocational Behavior,71(2),265-281.
23.Byron,K.A.(2005).Meta-analytic review of work-family conflict and its antecedents.Journal of Vocational Behavior,67(2),169-198.
24.Carlson,D.S.,Hunter,E.M,Ferguson,M.,&Whitten,D.(2014).Work-family enrichment and satisfaction mediating processes and relative impact of originating and receiving domains.Journal of Management,40(3),845-865.
25.Casper,W.J.,&Harris,C.M.(2008).Work-life benefits and organizational attachment:Self-interest utility and signaling theory models.Journal of Vocational Behavior,72(1),95-109.
26.Chen,Z.,Powell,G.N.,&Cui,W.(2014).Dynamics of the relationships among work and family resource gain and loss,enrichment,and conflict over time.Journal of Vocational Behavior,84(3),293-302.
27.Chen,I.,Brown,R.,Bowers,B.J.,&Chang,W.(2015).Work-tofamily conflict as a mediator of the relationship between job satisfaction and turnover intention.Journal of Advanced Nursing,71(10),2350-2363.
28.Choi,H.J.,&Kim,Y.T.(2012).Work-family conflict,workfamily facilitation,and job outcomes in the Korean hotel industry.International Journal of Contemporary Hospitality Management,24(7),1011-1028.
29.Christoph,N.,Alexra,M.,&Karlheinz,S.(2014).Family-work conflict and job performance:A diary study of boundary conditions and mechanisms.Journal of Organizational Behavior,35(3),339-357.
30.Clark,S.C.(2000).Work/family border theory:A new theory of work/family balance.Human Relations,53(6),747-770.
31.Conway,J.M.(1999).Distinguishing contextual performance from task performance for managerial jobs.Journal of Applied Psychology,84(1),3-13.
32.Frone,M.R,Russell,M.,&Cooper,M.L.(1992).Antecedents and outcomes of work-family conflict:Testing a model of the work-family interface.Journal of Applied Psychology,77(1),65-78.
33.Gallie,D.,Felstead,A.,&Green,F.(2001).Employer policies and organizational commitment in Britain 1992-97.Journal of Management Studies,38(8),1081-1101.
34.Goldsmith,A.H.,Darity,W.,Veum,J.R.(1998).Race,cognitive skills,psychological capital and wages.The Review of Black Political Economy,26(2),9-21.
35.Graves,L.M.,Ohlott,P.J.,&Ruderman,M.N.(2007).Commitment to family roles:Effects on managers'attitudes and performance.Journal of Applied Psychology,92(1),44-56.
36.Grawitch,M.J.,Barber,L.K,&Justice,L.(2010).Rethinking the work-life interface:It's not about balance,it's about resource allocation.Applied Psychology:Health and Well-Being,2(2),127-159.
37.Harrison,S.H,&Wagner,D.T.(2016).Spilling outside the box:The effects of individuals'creative behaviors at work on time spent with their spouses at home.Academy of Management Journal,59(3),841-859.
38.Hobfoll,S.E.(2002).Social and psychological resources and adaptation.Review of General Psychology,6(4),307-324.
39.Ismail,H.N,&Gali,N.(2017).Relationships among performance appraisal satisfaction,work-family conflict and job stress.Journal of Management&Organization,23(3),356-372
40.Jawahar,I.M.,Stone,T.H.,Kisamore,J.I.(2007).Role conflict and burnout:The direct and moderating effects of political skill and perceived organizational support on burnout dimensions.International Journal of Stress Management,14(2),142-159.
41.Jia,L.D,Shaw,J.D,Tsui,A.S,&Par,T.Y.(2014).A socialstructural perspective on employee-organization relationships and team creativity.Academy of Management Journal,57(3),869-889.
42.Karatepe,O.M.(2013).The effects of work overload and workfamily conflict on job embeddness and job performance:The mediation of emotional Exhaustion.International Journal of Contemporary Hospitality Management,25(4),614-634.
43.Kim,J.,Wiggins,M.E.(2011).Family-friendly human resource policy:Is it still working in the public sector?Public Administration Review,71(5),728-739.
44.Lau,R.S.,&Cheung,G.W.(2012).Estimating and comparing specific mediation effects in complex latent variable models.Organizational Research Methods,15(1),3-16.
45.Lin,W.P.,Ma,J.J.,Wang,L.,&Wang,M.(2015).A doubleedged sword:The moderating role of conscientiousness in the relationships between work stressors,psychological strain,and job performance.Journal of Organizational Behavior,36(1),94-111.
46.Luthans,F.B,Avolio,B.J.,Walumbwa,F.O.,&Li,W.X.(2005).The psychological capital of Chinese workers:Exploring the relationship with performance.Management and Organization Review,1(2),249-271.
47.Nohe,C.,Meier,L.L.,Sonntag,K.,&Michel,A.(2015).The chicken or the egg?A meta-analysis of panel studies of the relationship between work-family conflict and strain.Journal of Applied Psychology,100(2),522-536.
48.Podsakoff,P.M,Mac Kenzie,S.B,Lee,J.,&Podsakoff,N.P.(2003).Common method biases in behavioral research:A critical review of the literature and recommended remedies.Journal of Applied Psychology,88(5),879-903.
49.Schmidt,F.L.,Hunter,J.E,&Outrbridge,A.N.(1986).Impact of job experience and ability on job knowledge,work sample performance and supervisory ratings of job performance.Journal of Applied Psychology,71(3),432-439.
50.Shockley,K.M.,Singla,N.(2011).Reconsidering work-family interactions and satisfaction:A meta-analysis.Journal of Management,37(3),861-886.
51.Straub,C.(2011).Antecedents and organizational consequences of family supportive supervisor behavior:A multilevel conceptual framework for research.Human Resource Management Review,22(1),15-26.
52.Swimberghe,K.,Jones,R.P,Darrat,M.(2014).Deviant behavior in retail,when sales associates"Go Bad"!Examining the relationship between the work family interface,job stress,and salesperson deviance.Journal of Retailing and Consumer Services,21(4),424-431.
53.Tang,S.W.,Siu,O.L.,Cheung,F.(2014).A study of work-family enrichment among Chinese employees:The mediating role between work support and job satisfaction.Applied Psychology,63(1),130-150.
54.Ten,B.,&Bakker,A.B.(2012).A resource perspective on the work-home interface:The work-home resources model.American Psychologist,67(7),545-556.
55.Thompson,C.A.,Beauvais,L.L.,&Lyness,K.S.(1999).When work family benefits are not enough.The influence of work family culture on benefit utilization,organizational attachment,and work family conflict.Journal of Vocational Behavior,54(3),392-415.
56.Van Scotter,J.R.,&Motowidlo,S.J.(1996).Interpersonal facilitation and job deduction as separate facets of contextual and task performance.Journal of Applied Psychology,81(5),525-531.
57.Wayne,J.H,Musisca,N.,&Fleeson,W.(2004).Considering the role of personality in work-family experience:Relationships of the big five to work-family conflict and facilitation.Journal of Vocational Behavior,64(1),108-130.