工作-家庭冲突与离职倾向——边界弹性能力的调节作用
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摘要
信息技术的进步使得个体工作-家庭边界的渗透性不断增强,工作-家庭冲突水平提高,工作家庭关系不平衡使得离职现象日益突出。本文在工作家庭边界理论的基础上,探索边界弹性能力在工作-家庭冲突与离职倾向关系中的作用,并构建工作-家庭冲突影响离职倾向的调节模型。实证研究表明:工作-家庭冲突对离职倾向有显著正向影响;边界弹性能力对离职倾向有显著负向影响;边界弹性能力在工作-家庭冲突与离职倾向间起负向调节作用。
With the development of information technology,work-family border permeability is increasingly,leading to a higher level of work-family conflict,and the imbalance of working family relationship makes turnover phenomenon more and more prominent. Based on the work family border theory,this paper explores boundary flexibility-ability in the role of relationship between work-family conflict and turnover intention,and builds the adjustment of the work-family conflict affect turnover intention model. Empirical research shows that work-family conflict has a significant positive influence on turnover intention,the boundary flexibility-ability has a significant negative predictive effect on turnover tendency,and boundary flexibility-ability is an adjustment factor between work-family conflict and turnover intention.
With the development of information technology,work-family border permeability is increasingly,leading to a higher level of work-family conflict,and the imbalance of working family relationship makes turnover phenomenon more and more prominent. Based on the work family border theory,this paper explores boundary flexibility-ability in the role of relationship between work-family conflict and turnover intention,and builds the adjustment of the work-family conflict affect turnover intention model. Empirical research shows that work-family conflict has a significant positive influence on turnover intention,the boundary flexibility-ability has a significant negative predictive effect on turnover tendency,and boundary flexibility-ability is an adjustment factor between work-family conflict and turnover intention.
引文
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[8]马红宇,申传刚,杨璟,等.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[J].心理学报,2014,46(4):540.
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[10]林忠,孟德芳,鞠蕾.工作-家庭增益方格模型构建研究[J].中国工业经济,2015(4):97.
[11]ALLEN T D,JOHNSON R C,KIBURZ K,et al.Work-family conflict and flexible work arrangements:Deconstructing flexibility[J].Personnel Psychology,66(2):345.
[2]MATTHEWS R A,BARNES-FARRELL J L,BULGER C A.Advancing measurement of work and family domain boundary characteristics[J].Journal of Vocational Behavior,77(3):447.
[3]李贵卿.工作-家庭冲突的理论模型和研究发展[J].软科学,2007,21(4):13.
[4]陈忠卫,田素芹,汪金龙.工作家庭冲突双向性与离职倾向关系研究[J].软科学,2014,28(8):65.
[5]潘镇,陈亚勤.中国情景下工作-家庭冲突与离职倾向的关系[J].企业经济,2012(12):42.
[6]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.
[7]王三银,刘洪,刘润刚.工作边界强度对员工情绪耗竭的影响研究:角色压力的中介作用[J].浙江工商大学学报,2017(2):79.
[8]马红宇,申传刚,杨璟,等.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[J].心理学报,2014,46(4):540.
[9]王三银,刘洪,林彦梅.工作边界强度对员工组织认同的影响研究:工作边界弹性能力和组织自尊的作用[J].科学学与科学技术管理,2016,37(5):119.
[10]林忠,孟德芳,鞠蕾.工作-家庭增益方格模型构建研究[J].中国工业经济,2015(4):97.
[11]ALLEN T D,JOHNSON R C,KIBURZ K,et al.Work-family conflict and flexible work arrangements:Deconstructing flexibility[J].Personnel Psychology,66(2):345.