组织家庭支持感对工作-家庭冲突的影响——有调节的中介作用
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- 英文论文题名：The Effect of Family-Supportive Organization Perceptions on Work-family Conflict——The Moderated Mediating Effect
- 论文作者：张畅 ; 马红宇
- 英文论文作者：ZHANG Chang ; MA Hongyu ; School of Psychology ; Central China Normal University ; Key Laboratory of Human Development and Mental Health of Hubei Province
- 年：2015
- 作者机构：华中师范大学心理学院暨湖北省人的发展与心理健康重点实验室;
- 论文关键词：组织家庭支持感 ; 工作弹性能力 ; 工作-家庭冲突 ; 分割偏好
- 英文论文关键词：family-supportive organization perceptions ; work flexibility ability ; work-family conflict ; work-family segmentation preference
- 会议召开时间：2015-10-16
- 会议录名称：第十八届全国心理学学术会议摘要集——心理学与社会发展
- 英文会议录名称：Proceedings of the 18th National Academic Congress of Psychology
- 语种：中文
- 分类号：B844.3
- 学会代码：ZGXG
- 会议名称：第十八届全国心理学学术会议
- 会议地点：中国天津
- 主办单位：中国心理学会
- 学会名称：中国心理学会
- 页数：3
- 文件大小：756k
- 原文格式：D
- 会议级别：全国
摘要
随着工作-家庭界面研究的扩展,近来关于理解家庭友好政策是如何影响员工的态度和行为的研究兴趣又在复苏。研究发现,当员工知觉到他们雇主有更多的家庭支持,他们会报告更少的工作-家庭冲突,但这种关系发生的过程得到的关注较少。有些研究发现亲家庭政策对个体工作-家庭平衡的作用效果并非十分明显,因此对这种作用机制的探讨有利于发现效果最大化的条件。考虑到组织家庭支持感和工作-家庭冲突都是基于员工处理工作-家庭边界问题而引出的概念,本研究从边界理论出发,关注边界的两个重要特征—边界弹性和个体分割-整合偏好。同时结合人-环境匹配理论,考查是否不同分割偏好的员工在面对组织亲家庭政策时,工作-家庭冲突的缓解效果不一,既而让组织有针对性的出台政策福利。本研究采用横断数据和纵向数据结合的问卷法施测,探讨影响过程的动态机制。研究一收集了314名已婚员工有效横断数据,检验工作弹性能力在组织家庭支持感对工作-家庭冲突影响的中介作用。研究二收集了295名已婚员工有效横断数据,探讨分割偏好在工作弹性能力对工作-家庭冲突影响的调节作用。研究三收集了161名已婚有固定上下班时间员工的有效两波纵向数据,第一阶段测量员工的组织家庭支持感和分割偏好,第二阶段测量员工的工作弹性能力和工作-家庭冲突,尝试验证组织家庭支持感对工作-家庭冲突的有调节的中介作用整体影响机制。结果发现:(1)员工的组织家庭支持感对工作-家庭冲突有负向的影响;(2)员工的组织家庭支持感通过工作弹性能力的中介效应影响工作-家庭冲突;(3)员工的分割偏好对工作弹性能力与工作-家庭冲突之间的关系具有调节效应,即员工越倾向于将家庭从工作中分割出去,工作弹性能力对工作-家庭冲突的影响越小;(4)分割偏好调节了工作弹性能力对组织家庭支持感到工作-家庭冲突的中介作用。最后,总结了本研究的理论意义和对组织的指导实践意义,并对研究存在的不足以及未来的研究方向展开了讨论。
As the work-family literature continues to expand, there has been a recent resurgence in interest in better understanding how family friendly organization policies affect attitudes and behaviors of employees. Although family-supportive organization perceptions has been linked to experiences of work-family conflict, the process through which this occurs has received even less attention in the literature.Some results showed that family friendly policies are not always effective to work-family balance of the employees.So the study of the process through which this occurs may be helpful to find out the condition in which the effect of family-supportive organization perceptions to work-family conflict is best.Considering the concepts of family-supportive organization perceptions and work-family conflict come from handling the work-family boundary stuff, this study is based on boundary theory to discuss the mechanism of how family-supportive organization perceptions affect the work-family conflict.At the same time,we combine the theory of person-environment fit to examine the effect of family friendly benefits on different employees.What we do can help the organizations to come on more appropriate policies to maximize the profit. In order to solve the above problems, this study used questionnaire survey including the transverse data and longitudinal data, which can avoid the common method bias, to discuss the dynamic mechanism.The study 1 used transverse data of 314 subjects to check the mediated effect of work flexibility ability on the influence of family-supportive organization perceptions to the work-family conflict.The study 2 used transverse data of 295 subjects to check the moderated effect of work-family segmentation preference on the influence of work flexibility ability to the work-family conflict.The study 3 used two-ways longitudinal data of 161 subjects to try to test the moderated mediating effect of family-supportive organization perceptions and the work-family conflict,which got the data of family-supportive organization perceptions and work-family segmentation preference at the first point, and two months later we got the date of work flexibility ability and the work-family conflict at the second point. Conclusion:(1)The family-supportive organization perceptions decrease the work-family conflict.(2)The work flexibility ability partly mediates the correlation between family-supportive organization perceptions and work-family conflict.(3)The work-family segmentation preference moderates the correlation between work flexibility ability and work-family conflict.(4)The work-family segmentation preference moderates the affect of family-supportive organization perceptions to work-family conflict mediated by work flexibility ability.It means that the employees who highly prefer segmenting family out of work are less likely to decrease their work-family conflict by using work flexibility ability after perceiving that the organizations are family-supportive. This study contributes to the literature and practices of human resources management.Firstly, this research offered a new perspective to exam the influence mechanism of family-supportive organization perceptions on work-family conflict,which focused on the mediating role of work flexibility ability based on boundary theory.Secondly,our study supported the moderating role of work-family segmentation preference which combined the theory of person-environment fit.The results implied that it would be important for the organization to offer different resources for their employees according to their trait such as.work-family segmentation preference to maximize the profit in different ways.
As the work-family literature continues to expand, there has been a recent resurgence in interest in better understanding how family friendly organization policies affect attitudes and behaviors of employees. Although family-supportive organization perceptions has been linked to experiences of work-family conflict, the process through which this occurs has received even less attention in the literature.Some results showed that family friendly policies are not always effective to work-family balance of the employees.So the study of the process through which this occurs may be helpful to find out the condition in which the effect of family-supportive organization perceptions to work-family conflict is best.Considering the concepts of family-supportive organization perceptions and work-family conflict come from handling the work-family boundary stuff, this study is based on boundary theory to discuss the mechanism of how family-supportive organization perceptions affect the work-family conflict.At the same time,we combine the theory of person-environment fit to examine the effect of family friendly benefits on different employees.What we do can help the organizations to come on more appropriate policies to maximize the profit. In order to solve the above problems, this study used questionnaire survey including the transverse data and longitudinal data, which can avoid the common method bias, to discuss the dynamic mechanism.The study 1 used transverse data of 314 subjects to check the mediated effect of work flexibility ability on the influence of family-supportive organization perceptions to the work-family conflict.The study 2 used transverse data of 295 subjects to check the moderated effect of work-family segmentation preference on the influence of work flexibility ability to the work-family conflict.The study 3 used two-ways longitudinal data of 161 subjects to try to test the moderated mediating effect of family-supportive organization perceptions and the work-family conflict,which got the data of family-supportive organization perceptions and work-family segmentation preference at the first point, and two months later we got the date of work flexibility ability and the work-family conflict at the second point. Conclusion:(1)The family-supportive organization perceptions decrease the work-family conflict.(2)The work flexibility ability partly mediates the correlation between family-supportive organization perceptions and work-family conflict.(3)The work-family segmentation preference moderates the correlation between work flexibility ability and work-family conflict.(4)The work-family segmentation preference moderates the affect of family-supportive organization perceptions to work-family conflict mediated by work flexibility ability.It means that the employees who highly prefer segmenting family out of work are less likely to decrease their work-family conflict by using work flexibility ability after perceiving that the organizations are family-supportive. This study contributes to the literature and practices of human resources management.Firstly, this research offered a new perspective to exam the influence mechanism of family-supportive organization perceptions on work-family conflict,which focused on the mediating role of work flexibility ability based on boundary theory.Secondly,our study supported the moderating role of work-family segmentation preference which combined the theory of person-environment fit.The results implied that it would be important for the organization to offer different resources for their employees according to their trait such as.work-family segmentation preference to maximize the profit in different ways.
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