摘要
在经济迅猛发展的今天,工作家庭冲突已经成为学者们研究的热点,而与工作家庭冲突相联系的其他方面,如:组织承诺、工作满意度、离职率、主观幸福感等也已经成为学者们探讨的重要部分。因此,对工作家庭冲突、组织承诺、工作满意度等方面的关系研究可以给企业今后的发展提供有力的理论依据。
本文主要依据工作家庭冲突的双向理论,结合组织承诺的三因素理论以及工作满意度,构建三者间关系的模型,并以金融企业的调查数据为样本,利用SPSS统计分析软件,分析工作家庭冲突、组织承诺、工作满意度三者间的内在关系,进而从降低工作家庭冲突来提高组织承诺和工作满意度、提高工作满意度来降低工作家庭冲突并提高组织承诺两个方面提出对策建议。
本研究在回顾工作家庭冲突、组织承诺、工作满意度三方面以往的研究的基础上,结合本次在金融企业中所发放的调查问卷,提出了本次所要研究的内容,其中工作家庭冲突的研究包括工作家庭冲突的两个方向,即工作-家庭冲突和家庭-工作冲突;组织承诺的研究包括情感承诺、持续承诺和规范承诺三个构面;工作满意度的研究则包括外在满意度、一般满意度和内在满意度三个部分。并且结合以上内容构建了本次研究的关系模型。在此基础上,提出了本次研究的三个主假设和七个子假设。本文使用SPSS统计分析软件进行均值分析、因子分析,进而采用回归分析来研究工作家庭冲突、组织承诺、工作满意度的相互关系。最后得出了本次研究的结论,即工作家庭冲突与组织承诺的关系显著;工作家庭冲突与工作满意度的关系显著;工作满意度与组织承诺关系显著。
最后本文通过对研究结果的讨论,从工作家庭冲突对组织承诺与工作满意度、工作满意度对组织承诺与工作家庭冲突两个方面提出对策建议,说明家庭友好政策、组织层支持、薪酬福利体系等所能起到的作用,帮助企业更好的调节员工的工作家庭冲突,增加组织承诺,从而提高工作满意度。
Nowadays, with the rapid development of economic, work and family conflict become the hot topic. And the related fields, such as organizational commitment, job satisfaction, turnover rate, subject well-being and so on, have also become the important part of researches. Therefore, to study the relationship of these fields can provide strong theoretical basis for enterprises to make further development.
Based on bi-dimension theory of work and family conflict together with three-component organizational commitment and job satisfaction, this paper constructs a model of work and family conflict, organizational commitment and job satisfaction. By using both qualitative and quantitative data, this paper analyses the relationship of work and family conflict, organizational commitment and job satisfaction in the finance enterprises with spss. Then we analysize the results with theory and practice and bring forward the measure of reducing work and family conflict, and increasing organizational commitment and job satisfaction of the employees.
This paper makes a review of work and family conflict, organizational commitment and job satisfaction. Then put forward the content of this study with the questionnaire investigated in the finance enterprises. The model includes the two dimension of work and family which are work-family conflict and family-work conflict; the three components of organizational commitment which are affective commitment, continuance commitment and normative commitment; three part of job satisfaction which are external satisfaction, general satisfaction and inner satisfaction. Based on this content, this paper put forward four main hypotheses and seven small hypotheses. We make factor analysis, variance analysis and regression analysis by using spss, and analyze the relationship among work and family conflict, organizational commitment and job satisfaction. We get the conclusion as follows: there is remarkable relation between work and family conflict and organizational commitment; there is remarkable relation between work and family conflict and job satisfaction; there is remarkable relation between job satisfaction and organizational commitment.
Finally, by discussing the conclusions of this research, we propose several measures from two aspects. One is to reduce work and family conflict of the employees in order to increase there organizational commitment and job satisfaction. The other is to increase job satisfaction of the employees in order to reduce their work and family conflict and to increase their organizational commitment. The countermeasures are family-friendly policies, support of organizations, salaries and benefits systems and so on. These can help enterprises better regulate work and family conflict of the employees, increase their organizational commitment and job satisfaction.
引文
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