【摘要】 工作家庭匹配领域的研究是在工作家庭冲突理论的基础上发展演变而来。根据已有工作家庭匹配相关研究文献,提出了研究的三个假设,探讨了工作家庭匹配水平的性别差异,并分男性和女性两类共260个样本,考察了未满足的工作灵活性期望、社会支持和工作家庭的溢出交叉影响对工作家庭匹配的影响。未满足的工作灵活性期望和上司支持对男性和女性的工作家庭匹配均有显著的影响;配偶支持对男性有显著的正影响,但对女性没有发现类似的影响;工作向家庭的溢出对女性的工作家庭匹配有显著的负影响,但对男性没有发现类似的影响。更多还原

【Abstract】 Based on literature review on work-family fit,three hypotheses were derived.The paper explores gender difference of work-family fit between men and women.Using male and female two groups of sample of 260,the effect of unmet expectation of job flexibility,social support,and the spillover from job to family or from family to job were tested.Unmet expectations of job flexibility and supervisor′s support have significant impacts on work-family fit for both men and women.Spouse′s support has significant positive impact on work-family fit for men but not for women.Spillover from job to family has significant negative impact on work-family fit for women but not for men.更多还原