工作价值观、家庭—工作冲突与工作投入的关系研究
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摘要
工作投入与多种工作结果（如工作绩效、离职率等）相关，因此研究影响工作投入的因素对组织保持良好的绩效、留住人才和长远发展具有重大意义。在影响工作投入的因素中，工作价值观和家庭因素值得关注。工作价值观作为对个体工作倾向性的基本评价，其对工作投入的影响已得到普遍认可，然而，对各类型的工作价值观在多大程度上影响了工作投入的研究却并不多见。另外，工作家庭冲突一直是工作和家庭领域的热点研究话题，它可以分为工作-家庭冲突（工作对家庭的妨碍）和家庭-工作冲突（家庭对工作的妨碍）。现有研究较多地关注了工作-家庭冲突这一冲突方向及其对家庭的影响，而忽视了家庭-工作冲突对工作的影响。
针对文献中的缺口，本研究提出了相关的理论模型以探究变量之间的作用机制，并就模型提出了三个基本的研究假设：（1）工作价值观影响工作投入；（2）不同类型的工作价值观对工作投入的程度施加不同的影响；（3）家庭-工作冲突会弱化工作投入的程度。
本研究以高校教师（N=368）和企业员工（N=359）两个群体为研究对象，共回收有效问卷727份，利用所收集的样本，使用Spss18.0分别就工作投入、工作价值观和家庭-工作冲突等三个变量在人口统计变量上的差异进行分析，并对研究假设进行了检验。结果显示，（1）工作价值观对工作投入具有显著影响，其中，地位与独立性价值观对工作投入的影响作用较大，舒适感和安全感、权限与成长性价值观对工作投入的影响作用较小；（2）家庭-工作冲突对工作投入的影响不显著。
本研究的研究结果对组织的招聘、培训等人力资源管理活动有重要启示，对个人和组织实施有针对性的家庭平衡策略提供了一定的指导。最后，本文提出了研究的局限性和未来研究方向。
Work engagement is related with a variety of results (such as job performance,turnover etc.), so research on the factors that affect the work engagement ismeaningful for the organizations to maintain a good performance, and to retain talentsand long-term development. Work values and family factors that affect workengagement are worthy of attention. As a basic evaluation of the individual’spreference for work, work value’s impact on work engagement has been widelyrecognized. However, research on the extent to which the various type of work valuesaffects the work engagement hasn’t been done much. In addition, the Work FamilyConflict has been a hot research topic in the field of work and family balance, whichcan be divided into work - family conflict (work’s interference with the family) andfamily - work conflict (family’s interference with the work). The existing research hasmore concerned about the work - family conflict and its impact on families, andneglected impact of the family - work conflict on the work.
For the gap of existing literature, this study proposes a theoretical model toexplore the mechanism of the variables, and makes two basic assumptions: (1) workvalue affects work engagement; (2)different work walue affects work engagement todifferent degree; (3)family - work conflict weakens the degree of work engagement.
In this study, we collects 727 valid questionnaires which include two groups:university teachers (N = 368) and enterprise employees (N = 359). Using thesesamples, we analyze the three variables on their demographic variables differencewith the Spss18.0, and tests the assumptions。The results show that (1) work valueshave a significant impact on work engagement in general，and particularly Status andIndependence aspect of work values has greater effect on work engagement thancomfort and security, Competence and Growth aspect of work values;(2) family -work conflict had no significant effect on work engagement.
The findings of this study will be useful to the organization's recruitment,training activities and the other important HRM practices,and will provide guidancesto individuals and organizations for their implementation of targeted work familybalance policies. Finally, the limitations of this study and future research directionsare pointed out.
针对文献中的缺口，本研究提出了相关的理论模型以探究变量之间的作用机制，并就模型提出了三个基本的研究假设：（1）工作价值观影响工作投入；（2）不同类型的工作价值观对工作投入的程度施加不同的影响；（3）家庭-工作冲突会弱化工作投入的程度。
本研究以高校教师（N=368）和企业员工（N=359）两个群体为研究对象，共回收有效问卷727份，利用所收集的样本，使用Spss18.0分别就工作投入、工作价值观和家庭-工作冲突等三个变量在人口统计变量上的差异进行分析，并对研究假设进行了检验。结果显示，（1）工作价值观对工作投入具有显著影响，其中，地位与独立性价值观对工作投入的影响作用较大，舒适感和安全感、权限与成长性价值观对工作投入的影响作用较小；（2）家庭-工作冲突对工作投入的影响不显著。
本研究的研究结果对组织的招聘、培训等人力资源管理活动有重要启示，对个人和组织实施有针对性的家庭平衡策略提供了一定的指导。最后，本文提出了研究的局限性和未来研究方向。
Work engagement is related with a variety of results (such as job performance,turnover etc.), so research on the factors that affect the work engagement ismeaningful for the organizations to maintain a good performance, and to retain talentsand long-term development. Work values and family factors that affect workengagement are worthy of attention. As a basic evaluation of the individual’spreference for work, work value’s impact on work engagement has been widelyrecognized. However, research on the extent to which the various type of work valuesaffects the work engagement hasn’t been done much. In addition, the Work FamilyConflict has been a hot research topic in the field of work and family balance, whichcan be divided into work - family conflict (work’s interference with the family) andfamily - work conflict (family’s interference with the work). The existing research hasmore concerned about the work - family conflict and its impact on families, andneglected impact of the family - work conflict on the work.
For the gap of existing literature, this study proposes a theoretical model toexplore the mechanism of the variables, and makes two basic assumptions: (1) workvalue affects work engagement; (2)different work walue affects work engagement todifferent degree; (3)family - work conflict weakens the degree of work engagement.
In this study, we collects 727 valid questionnaires which include two groups:university teachers (N = 368) and enterprise employees (N = 359). Using thesesamples, we analyze the three variables on their demographic variables differencewith the Spss18.0, and tests the assumptions。The results show that (1) work valueshave a significant impact on work engagement in general，and particularly Status andIndependence aspect of work values has greater effect on work engagement thancomfort and security, Competence and Growth aspect of work values;(2) family -work conflict had no significant effect on work engagement.
The findings of this study will be useful to the organization's recruitment,training activities and the other important HRM practices,and will provide guidancesto individuals and organizations for their implementation of targeted work familybalance policies. Finally, the limitations of this study and future research directionsare pointed out.
引文
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[2]黄文亮.报关行员工工作生活品质知觉、工作投入与离职意愿[J].“国立中山大学”企业管理研究所硕士论文，1997.
[3]黄希庭，张进辅，李红等.当代中国青年价值观与教育[J].成都:四川教育出版社，1994.
[4]黄希庭，张进辅，张蜀林.我国五城市青少年学生价值观的调查[J].心理学报，1989，(3):274-283.
[5]李永鑫，赵娜.由冲突走向平衡:工作-家庭关系研究的新趋向[J].河南大学学报,2009,1(1):141-146.
[6]李哗，龙立荣,工作卷入研究综述[J].社会心理研究.1999(4):57-63.
[7]凌文栓，方俐洛，白利刚.我国青年学生的职业价值观研究[J].心理学报，1999，33(3):342-348.
[8]楼静波.当代青年的职业价值观.青年研究，1990,(11).
[9]陆佳芳，时勘，John J. Lawler，工作家庭冲突的初步研究[J].应用心理学，2002,8（2）：45-50.
[10]宁维卫.职业价值观研究综述[J].社会心理研究，1991，(2):34-40.
[11]生龙云，从教师结构看女性教师职业发展中的“玻璃天花板”[J].妇女研究从轮，2009，（1）：26-38.
[12]吴铁雄、李坤崇、刘佑星、欧慧敏.工作价值观量表之编制研究[M].“行政院青年辅导委员会”，1995.
[13]余嘉元，陈社育.关于当代工作价值观结构分析的实证研究[J].第三届华人心理学家学术研讨会论文，1999，120.
[14]胥兴春，教师工作价值观及其影响效应研究.2007.
[15]张轶文，甘怡群.中文版Utrecht工作投入量表(UWES)的信效度检验[J].中国临床心理学杂志，2005，13(3):268-270.
[16]赵美铃,国小己婚女教师工作特性知觉、角色压力与其工作投入关系之研究[D].“国立”新竹师范学院国民教育研究所硕士论文，1997.
[17]周英，教师工作价值观、成就动机与工作投入的关系研究.2009.
[18]Alan M. Saks. Antecedents and consequences of employee engagement[J].Journal of Managerial Psychology. 2006,7(21):600-619.
[19]Arnold B. Bakker, Evangelia Demerouti, and Willem Verbeke. Using the jobdemands-resources model to predict burnout and performance[J]. HumanResource Management, Spring 2004, Vol. 43, No. 1:83–104.
[20] Byron，K. A Meta-Analytic Review of Work-Family Conflict and ItsAntecedents [J]. Journal of Vocational Behavior,2005，67:169-198.
[21] Carlson D S，Kacmar K M. Work-family conflict in the organization: do life rolevalues make a difference[J]? Journal of Management，2000，26(5):1031-1054.
[22] Demerouti，E.，A.B. Bakker, F. Nachreiner and W.B. Sehaufeli. The jobdemands-resources model of burnout[J]. Journal of Applied Psychology，2001，86(3):499-512.
[23] Elizur D.，Borg I., Hunt R & Beck I M. The structure of Work values: Acrosscultural comparison [J]. Journal of Organizational Behavior，1991，12:21-38.
[24]Evangelia Demerouti, Arnold B. Bakker, Friedhelm Nachrener, Wilmar B.Schaufeli. The Job Demands-Resources Model of Burnout[J].Journal of AppliedPsychology.2001,3(86):499-512.
[25]Fernando Gala′n, Arturo Sanmart′n, Juan Polo, Lucas Giner. Burnout risk inmedical students in Spain using the Maslach Burnout Inventory-StudentSurvey[J]. Int Arch Occup Environ Health .2011( 84):453-459.
[26] Frone，M.R.，Russell，M.，& Cooper，M.L. Antecedents and outcomes ofwork-Family conflict: Testing a model of the work-family interface[J].Journal ofApplied Psychology，1992，77(l):65-78.
[27] Greenhaus J，Beutell N，Sources of conflict between work and family roles[J].Academy of Management Review 1985，10(l):76-88.
[28] Gutek B A, Searle S, Klepa L. Rational Versus Gender Role Explanations forWork-family Conflict [J]. Journalof Applied Psychology, 1991, 76(4).
[29]Hofstede, G. The culture relativity of organizational practices and theory[J].Journal of International Business Studies, 1983:75-89.
[30] Hofstede, G.. Culture and Organization: A software of the mind[M]. Netherland，1991.
[31]Jari J. Hakanen, Arnold B. Bakker, Wilmar B. Schaufeli. Burnout and workengagement among teachers[J]. Journal of School Psychology.2006(43):495-513.
[32]Jennifer E. Swanberg, Sharon P. McKechnie, Mamta U. Ojha, Jacquelyn B.James. Schedule control, supervisor support and work engagement: A winningcombination for workers in hourly jobs?[J] Journal of VocationalBehavior .2011 (79) 613-624.
[33]Kahn, W. A. Psychological conditions of personal engagement anddisengagement at work[J]. Academy of Management Journal,1990, 33 (4) :692-724.
[34] Kalleberg，A.L..Work value and job rewards: a theory of job satisfaction [J].American Sociological Review，1977(42):124-143.
[35]Knunago & Rabrnida N. Measurement of job and work involvement[J]. Journalof Applied psychology, 1982,67(7):341-349.
[36] Kopelman，R.E.，Greenhaus，J.J.，&Connolly，T.E. A model of work，Family，and interrole conflict: A construct validation study [J]. Organizational Behaviorand Human Performance，1983，32:198-215.
[37]Kristin Byron. A meta-analytic review of work–family conXict and itsantecedents[J]. Journal of Vocational Behavior . 2005 (67): 169–198.
[38]Lawler and Hall，D T. Relationship of job characteristic to job involvementsatisfaction and intrinsic motivation [J]. Journal of Applied psychology，1970，54(4):305-312.
[39]Lieke L. ten Brummelhuis, Arnold B. Bakker, Martin C. Euwema. Isfamily-to-work interference related to co-workers' work outcomes?[J]. Journal ofVocational Behavior. 2010(77):461-469.
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