特殊教育教师工作家庭冲突、情绪智力与工作投入的关系
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摘要
在积极心理学视野下探讨特殊教育教师情绪智力对工作家庭冲突与工作投入之间关系的调节作用。采用工作家庭冲突量表、情绪智力量表和工作投入量表,通过整群取样选取河南省7所特殊教育学校共256名教师进行调查。结果表明:(1)特殊教育教师工作家庭冲突和工作投入在性别、有无孩子及年龄方面差异显著。就工作家庭冲突水平而言,女教师显著高于男教师,有孩子的教师显著高于没孩子的教师,30-40岁的教师冲突水平最高,30岁及以下教师次之,41岁及以上教师最低;在工作投入水平上,女教师显著低于男教师,有孩子的教师显著低于没孩子的教师,41岁及以上教师投入水平最高,30岁及以下教师次之,31-40岁教师最低。(2)特殊教育教师工作家庭冲突与情绪智力、工作投入均呈负相关;情绪智力与工作投入呈正相关。(3)特殊教育教师情绪智力对工作家庭冲突与工作投入之间的关系有显著的调节作用。
The current study was to explore the relationship between work family conflict, emotional intelligence and work engagement among special education teachers from the perspective of positive psychology. A total of 256 special education teachers in 7 special education schools were selected by cluster sampling and asked to complete the Work Family Conflict Scale(WFCS), Wong and Law Emotional Intelligence Scale(WLEIS) and Utrecht Work Engagement Scale(UWES). The results showed that: 1) In terms of gender,having or no children, and age, there were significant differences in work family conflict and work engagement among special education teachers. Regarding work family conflict, the female teachers were more severe than the male ones; the teachers having children were more severe than those having no children; the teachers with age ranged from 31 to 40 years old were most severe, the teachers no more than 30 years old came second, while the teachers no less than 41 years old were slightest. As for work engagement,the male teachers were higher than the females; the teachers having no children were higher than those having children; the teachers no less than 41 years old were highest, the teachers no more than 30 years old came second, while the teachers with age ranged from31 to 40 years old were lowest. 2) The special education teachers' work family conflict negatively correlated with their emotional intelligence and work engagement, while their emotional intelligence positively correlated with their work engagement. 3) The special education teachers' emotional intelligence moderated the relationship between their work family conflict and work engagement.
The current study was to explore the relationship between work family conflict, emotional intelligence and work engagement among special education teachers from the perspective of positive psychology. A total of 256 special education teachers in 7 special education schools were selected by cluster sampling and asked to complete the Work Family Conflict Scale(WFCS), Wong and Law Emotional Intelligence Scale(WLEIS) and Utrecht Work Engagement Scale(UWES). The results showed that: 1) In terms of gender,having or no children, and age, there were significant differences in work family conflict and work engagement among special education teachers. Regarding work family conflict, the female teachers were more severe than the male ones; the teachers having children were more severe than those having no children; the teachers with age ranged from 31 to 40 years old were most severe, the teachers no more than 30 years old came second, while the teachers no less than 41 years old were slightest. As for work engagement,the male teachers were higher than the females; the teachers having no children were higher than those having children; the teachers no less than 41 years old were highest, the teachers no more than 30 years old came second, while the teachers with age ranged from31 to 40 years old were lowest. 2) The special education teachers' work family conflict negatively correlated with their emotional intelligence and work engagement, while their emotional intelligence positively correlated with their work engagement. 3) The special education teachers' emotional intelligence moderated the relationship between their work family conflict and work engagement.
引文
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,46(4),552-568.
巩文冰,张进辅.(2012).个体知觉的压力与情绪智力关系的元分析.西南师范大学学报(自然科学版),37(10),146-151.
韩帅瑛.(2013).工作重塑、工作投入与员工工作绩效关系的研究--以大连市外资信息服务业为例(硕士学位论文).东北财经大学.
何嘉慧.(2013).特殊教育教师职业压力和工作投入的研究(硕士学位论文).浙江师范大学.
李明军.(2012).中小学教师情绪智力、工作家庭冲突与工作满意度的关系研究.中国健康心理学杂志,20(9),1328-1331.
李永占.(2014).特殊教育教师工作压力与工作倦怠:心理资本的调节作用.中国特殊教育,(6),78-82.
刘玉新,张建卫,彭凯平.(2013).工作家庭冲突视角下怠工行为的心理机制:工作满意度和自我决定倾向的作用.心理与行为研究,11(5),671-678.
罗耀平,范会勇,张进辅.(2007).工作-家庭冲突的前因、后果及干预策略.心理科学进展,15(6),930-937.
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,46(4),540-551.
唐丹.(2013).国内特殊教育教师职业倦怠述评.绥化学院学报,33(4),35-39.
王玲凤.(2010).特殊教育教师的职业压力、应对方式及职业倦怠.中国特殊教育,(1),55-59.
温忠麟,侯杰泰,张雷.(2005).调节效应与中介效应的比较和应用.心理学报,37(2),268-274.
张辉华,王辉.(2011).个体情绪智力与工作场所绩效关系的元分析.心理学报,43(2),188-202.
张茂林,杜晓新.(2008).特殊教育教师的工作压力及应对策略研究.中国特殊教育,(11),15-20.
张轶文,甘怡群.(2005).中文版Utrecht工作投入量表(UWES)的信效度检验.中国临床心理学杂志,13(3),268-270.
Akintayo,D.I.(2010).Influence of emotional intelligence on work-family role conflict management and reduction in withdrawal intentions of workers in private organizations.International Business&Economics Research Journal,9(12),doi:10.19030/iber.v9i12.354.
Alsam,N.,Imran,R.,Anwar,M.,Hameed,Z.,&Kafayat,A.(2013).The impact of work family conflict on turnover intentions:An empirical evidence from Pakistan.World Applied Sciences Journal,24(5),628-633.
Asplund,J.,&Blacksmith,N.(2011).Productivity through strengths.In K.S.Cameron&G.M.Spreitzer(Eds.),The Oxford handbook of positive organizational scholarship.New York,NY:Oxford University Press.
Ayranci,E.(2011).Effects of top Turkish managers’emotional and spiritual intelligences on their organizations’financial performance.Business Intelligence Journal,4(1),9-36.
Brunetto,Y.,Teo,S.T.T.,Shacklock,K.,&Farr-Wharton,R.(2012).Emotional intelligence,job satisfaction,well-being and engagement:Explaining organisational commitment and turnover intentions in policing.Human Resource Management Journal,22(4),428-441.
Clark,S.C.(2000).Work/family border theory:A new theory of work/family balance.Human Relations,53,747-770.
Demerouti,E.,Bakker,A.B.,Nachreiner,F.,&Schaufeli,W.B.(2001).The job demands-resources model of burnout.Journal of Applied Psychology,86,499-512.
Demerouti,E.,&Cropanzano,R.(2010).From thought to action:Employee work engagement and job performance.In A.B.Bakker&M.P.Leiter(Eds.),Work engagement:A handbook of essential theory and research.New York,NY:Psychology Press.
Efeoglu,I.E.,&Ozcan,S.(2013).Work-family conflict and its association with job performance and family satisfaction among physicians.Australian Journal of Basic and Applied Sciences,7(7),43-48.
Emrahimi,A.,Zinali,S.,&Dodman,K.(2013).Explanation of components of emotional intelligence and organizational commitment:Case study of managers and organizations of city public schools in Piranshahr.Asian Journal of Social Science&Humanities,2(4),192-199.
Faragher,E.B.,Cooper,C.L.,&Cartwright,S.(2004).A shortened stress evaluation tool(ASSET).Stress and Health,20,189-201.
Field,M.P.(2010).An investigation of the moderating effect of emotional intelligence on attitudes towards work and family(Unpublished doctorial dissertation).Columbia University.
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.
Hammer,L.B.,Kossek,E.E.,Anger,W.K.,Bodner,T.,&Zimmerman,K.L.(2011).Clarifying work-family intervention processes:The roles of work-family conflict and family-supportive supervisor behaviors.Journal of Applied Psychology,96(1),134-150.
Hobfoll,S.E.(1989).Conservation of resources:A new attempt at conceptualizing stress.American Psychologist,44(3),513-524.
Huang,M.H.,&Cheng,Z.H.(2012).The effects of inter-role conflicts on turnover intention among frontline service providers:Does gender matter?.The Service Industries Journal,32(2),367-381.
James,L.R.,&Brett,J.M.(1984).Mediators,moderators,and tests for mediation.Journal of Applied Psychology,69(2),307-321.
Kalyoncu,Z.,Guney,S.,Arslan,M.,Guney,S.,&Ayranci,E.(2012).Analysis of the relationship between emotional intelligence and stress caused by the organisation:A study of nurses.Business Intelligence Journal,5(2),334-346.
Karim,J.,&Weisz,R.(2011).Emotions at work:The role of emotional intelligence and emotional labor in predicting work-family conflict,psychological distress,and life satisfaction.International Journal of Arts&Sciences,4(3),29-44.
Kreiner,G.E.,Hollensbe,E.C.,&Sheep,M.L.(2009).Balancing borders and bridges:Negotiating the work-home interface via boundary work tactics.Academy of Management Journal,52(4),704-730.
Law,K.S.,Wong,C.S.,&Song,L.J.(2004).The construct and criterion validity of emotional intelligence and its potential utility for management studies.Journal of Applied Psychology,89,483-496.
Lenaghan,J.A.,Buda,R.,&Eisner,A.B.(2007).An examination of the role of emotional intelligence in work and family conflict.Journal of Managerial Issues,19,76-94.
Maslach,C.,&Leiter,M.P.(1997).The truth about burnout:How organizations cause personal stress and what to do about it.San Francisco,CA:Jossey-Bass.
Maslach,C.,Schaufeli,W.B.,&Leiter,M.P.(2001).Job burnout.Annual Review of Psychology,52,397-422.
Mauno,S.,Kinnunen,U.,&Ruokolainen,M.(2006).Exploring work-and organization-based resources as moderators between work-family conflict,well-being,and job attitudes.Work and Stress,20(3),210-233.
Netemeyer,R.G.,Boles,J.S.,&Mc Murrian,R.(1996).Development and validation of work family conflict and family-work conflict scales.Journal of Applied Psychology,81(4),400-410.
Ogińska-Bulik,N.(2005).Emotional intelligence in the workplace:Exploring its effects on occupational stress and health outcomes in human service workers.International Journal Occupational Medicine and Environmental Health,18(2),167-175.
Rathi,N.,&Barath,M.(2013).Work-family conflict and job and family satisfaction:Moderating effect of social support among police personnel.Equality,Diversity and Inclusion:An International Journal,32(4),438-454.
Schaufeli,W.B.,Salanova,M.,González-Romá,V.,&Bakker,A.B.(2002).The measurement of engagement and burnout:A two sample confirmatory factor analytic approach.Journal of Happiness Studies,3,71-92.
Wagner,B.(2013).Impacts of emotional intelligence on leadership effectiveness.New Challenges of Economic and Business Development,9(11),654-662.
Wang,Y.,Liu,L.,Wang,J.,&Wang,L.(2012).Work-family conflict and burnout among Chinese doctors:The mediating role of psychological capital.Journal of Occupational Health,54,232-240.
Wong,C.S.,&Law,K.S.(2002).Development of an emotional intelligence instrument and an investigation of its relationship with leader and follower performance and attitudes.Leadership Quarterly,13,1-32.
Wong,C.S.,Law,K.S.,&Wong,P.M.(2004).Development and validation of a forced choice emotional intelligence measure for Chinese respondents in Hong Kong.Asia Pacific Journal of Management,21(4),535-559.
巩文冰,张进辅.(2012).个体知觉的压力与情绪智力关系的元分析.西南师范大学学报(自然科学版),37(10),146-151.
韩帅瑛.(2013).工作重塑、工作投入与员工工作绩效关系的研究--以大连市外资信息服务业为例(硕士学位论文).东北财经大学.
何嘉慧.(2013).特殊教育教师职业压力和工作投入的研究(硕士学位论文).浙江师范大学.
李明军.(2012).中小学教师情绪智力、工作家庭冲突与工作满意度的关系研究.中国健康心理学杂志,20(9),1328-1331.
李永占.(2014).特殊教育教师工作压力与工作倦怠:心理资本的调节作用.中国特殊教育,(6),78-82.
刘玉新,张建卫,彭凯平.(2013).工作家庭冲突视角下怠工行为的心理机制:工作满意度和自我决定倾向的作用.心理与行为研究,11(5),671-678.
罗耀平,范会勇,张进辅.(2007).工作-家庭冲突的前因、后果及干预策略.心理科学进展,15(6),930-937.
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,46(4),540-551.
唐丹.(2013).国内特殊教育教师职业倦怠述评.绥化学院学报,33(4),35-39.
王玲凤.(2010).特殊教育教师的职业压力、应对方式及职业倦怠.中国特殊教育,(1),55-59.
温忠麟,侯杰泰,张雷.(2005).调节效应与中介效应的比较和应用.心理学报,37(2),268-274.
张辉华,王辉.(2011).个体情绪智力与工作场所绩效关系的元分析.心理学报,43(2),188-202.
张茂林,杜晓新.(2008).特殊教育教师的工作压力及应对策略研究.中国特殊教育,(11),15-20.
张轶文,甘怡群.(2005).中文版Utrecht工作投入量表(UWES)的信效度检验.中国临床心理学杂志,13(3),268-270.
Akintayo,D.I.(2010).Influence of emotional intelligence on work-family role conflict management and reduction in withdrawal intentions of workers in private organizations.International Business&Economics Research Journal,9(12),doi:10.19030/iber.v9i12.354.
Alsam,N.,Imran,R.,Anwar,M.,Hameed,Z.,&Kafayat,A.(2013).The impact of work family conflict on turnover intentions:An empirical evidence from Pakistan.World Applied Sciences Journal,24(5),628-633.
Asplund,J.,&Blacksmith,N.(2011).Productivity through strengths.In K.S.Cameron&G.M.Spreitzer(Eds.),The Oxford handbook of positive organizational scholarship.New York,NY:Oxford University Press.
Ayranci,E.(2011).Effects of top Turkish managers’emotional and spiritual intelligences on their organizations’financial performance.Business Intelligence Journal,4(1),9-36.
Brunetto,Y.,Teo,S.T.T.,Shacklock,K.,&Farr-Wharton,R.(2012).Emotional intelligence,job satisfaction,well-being and engagement:Explaining organisational commitment and turnover intentions in policing.Human Resource Management Journal,22(4),428-441.
Clark,S.C.(2000).Work/family border theory:A new theory of work/family balance.Human Relations,53,747-770.
Demerouti,E.,Bakker,A.B.,Nachreiner,F.,&Schaufeli,W.B.(2001).The job demands-resources model of burnout.Journal of Applied Psychology,86,499-512.
Demerouti,E.,&Cropanzano,R.(2010).From thought to action:Employee work engagement and job performance.In A.B.Bakker&M.P.Leiter(Eds.),Work engagement:A handbook of essential theory and research.New York,NY:Psychology Press.
Efeoglu,I.E.,&Ozcan,S.(2013).Work-family conflict and its association with job performance and family satisfaction among physicians.Australian Journal of Basic and Applied Sciences,7(7),43-48.
Emrahimi,A.,Zinali,S.,&Dodman,K.(2013).Explanation of components of emotional intelligence and organizational commitment:Case study of managers and organizations of city public schools in Piranshahr.Asian Journal of Social Science&Humanities,2(4),192-199.
Faragher,E.B.,Cooper,C.L.,&Cartwright,S.(2004).A shortened stress evaluation tool(ASSET).Stress and Health,20,189-201.
Field,M.P.(2010).An investigation of the moderating effect of emotional intelligence on attitudes towards work and family(Unpublished doctorial dissertation).Columbia University.
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.
Hammer,L.B.,Kossek,E.E.,Anger,W.K.,Bodner,T.,&Zimmerman,K.L.(2011).Clarifying work-family intervention processes:The roles of work-family conflict and family-supportive supervisor behaviors.Journal of Applied Psychology,96(1),134-150.
Hobfoll,S.E.(1989).Conservation of resources:A new attempt at conceptualizing stress.American Psychologist,44(3),513-524.
Huang,M.H.,&Cheng,Z.H.(2012).The effects of inter-role conflicts on turnover intention among frontline service providers:Does gender matter?.The Service Industries Journal,32(2),367-381.
James,L.R.,&Brett,J.M.(1984).Mediators,moderators,and tests for mediation.Journal of Applied Psychology,69(2),307-321.
Kalyoncu,Z.,Guney,S.,Arslan,M.,Guney,S.,&Ayranci,E.(2012).Analysis of the relationship between emotional intelligence and stress caused by the organisation:A study of nurses.Business Intelligence Journal,5(2),334-346.
Karim,J.,&Weisz,R.(2011).Emotions at work:The role of emotional intelligence and emotional labor in predicting work-family conflict,psychological distress,and life satisfaction.International Journal of Arts&Sciences,4(3),29-44.
Kreiner,G.E.,Hollensbe,E.C.,&Sheep,M.L.(2009).Balancing borders and bridges:Negotiating the work-home interface via boundary work tactics.Academy of Management Journal,52(4),704-730.
Law,K.S.,Wong,C.S.,&Song,L.J.(2004).The construct and criterion validity of emotional intelligence and its potential utility for management studies.Journal of Applied Psychology,89,483-496.
Lenaghan,J.A.,Buda,R.,&Eisner,A.B.(2007).An examination of the role of emotional intelligence in work and family conflict.Journal of Managerial Issues,19,76-94.
Maslach,C.,&Leiter,M.P.(1997).The truth about burnout:How organizations cause personal stress and what to do about it.San Francisco,CA:Jossey-Bass.
Maslach,C.,Schaufeli,W.B.,&Leiter,M.P.(2001).Job burnout.Annual Review of Psychology,52,397-422.
Mauno,S.,Kinnunen,U.,&Ruokolainen,M.(2006).Exploring work-and organization-based resources as moderators between work-family conflict,well-being,and job attitudes.Work and Stress,20(3),210-233.
Netemeyer,R.G.,Boles,J.S.,&Mc Murrian,R.(1996).Development and validation of work family conflict and family-work conflict scales.Journal of Applied Psychology,81(4),400-410.
Ogińska-Bulik,N.(2005).Emotional intelligence in the workplace:Exploring its effects on occupational stress and health outcomes in human service workers.International Journal Occupational Medicine and Environmental Health,18(2),167-175.
Rathi,N.,&Barath,M.(2013).Work-family conflict and job and family satisfaction:Moderating effect of social support among police personnel.Equality,Diversity and Inclusion:An International Journal,32(4),438-454.
Schaufeli,W.B.,Salanova,M.,González-Romá,V.,&Bakker,A.B.(2002).The measurement of engagement and burnout:A two sample confirmatory factor analytic approach.Journal of Happiness Studies,3,71-92.
Wagner,B.(2013).Impacts of emotional intelligence on leadership effectiveness.New Challenges of Economic and Business Development,9(11),654-662.
Wang,Y.,Liu,L.,Wang,J.,&Wang,L.(2012).Work-family conflict and burnout among Chinese doctors:The mediating role of psychological capital.Journal of Occupational Health,54,232-240.
Wong,C.S.,&Law,K.S.(2002).Development of an emotional intelligence instrument and an investigation of its relationship with leader and follower performance and attitudes.Leadership Quarterly,13,1-32.
Wong,C.S.,Law,K.S.,&Wong,P.M.(2004).Development and validation of a forced choice emotional intelligence measure for Chinese respondents in Hong Kong.Asia Pacific Journal of Management,21(4),535-559.