【摘要】 本文从心理资本的资源保存与分配视角出发,通过对我国31个省、自治区和直辖市(含香港地区和台湾地区)的128个城市1139名员工的问卷调查,考察了工作家庭平衡型人力资源实践(WFB-HRP)通过家庭—工作促进对员工工作绩效的影响,并检验了心理资本在其间的调节作用。研究结果表明,W F B-H R P与员工的家庭—工作促进和工作绩效均显著正相关;家庭—工作促进在W F B-H R P对员工的工作绩效影响中有显著中介作用;心理资本调节WFB-HRP对家庭—工作促进的影响;进一步,心理资本调节W FB-H R P通过家庭—工作促进对工作绩效有间接作用。更多还原

【Abstract】 It is well known that work and family are the two focuses of individual life. According to the conservation of resource theory, individual resources are scarce and limited, and they need to be reasonably allocated between work and family to complement each other. The imbalance of resource allocation between the two fields will lead to work or family conflict. In the era of VUCA mobile Internet, enterprises expect employees to perform more in-role and extra-role behavior, but it needs to consume employee resources, and the limited resource restricts the performance of their work or family responsibilities. The past research paid more attention to employees’ dedication to the enterprise, but paid little attention to family needs. The relevant research on work-family relationship focused on the family-work conflict from a negative perspective, but the relevant study of family-work facilitation is still rare. Therefore, the black box mechanism of WFB-HRP impact on work performance through family-work facilitation remains to be elucidated, and its scenario boundary conditions need to be further investigated. Based on this, this paper aims to explore the inf luence mechanism of WFB-HRP on work performance through family-work facilitation in Chinese context based on the perspective of positive organizational behavior. At the same time, the paper is also about to investigate the boundary conditions role of psychological capital among them, so as to help enterprises put forward the effective measures in time, realize the mutual promotion of work and family, stimulate the employee positive work attitude and behavior, enhance high performance, and then achieve organizational goals. The research is done from the perspective of the resource conservation and allocation of the psychological capital. On the one hand, the paper made the questionnaire investigation 1,139 employees from 128 cities of 31 provinces or regions all over the country including Taiwan and Hong Kong, investigated the effect of WFB-HRP on the job performance through the mediation of the family-work facilitation. On the other hand, the paper testified the moderation of the psychological capital. Based on the above study, the paper made the following conclusions. Firstly, WFB-HRP is positively relevant to the family-work facilitation and the job performance significantly. Secondly, the family-work facilitation makes mediation between WFB-HRP and the job performance. Thirdly, the psychological capital makes a moderating effect between WFB-HRP and the family-work facilitation. Finally, the psychological capital moderates the indirect effect of WFB-HRP on the job performance through the mediation of the family-work facilitation.更多还原