【作者】 张宇；

【导师】 葛鲁嘉；

【作者基本信息】 吉林大学 ， 应用心理学， 2007， 硕士

【摘要】 本研究以163名在组织中工作的员工为研究被试,运用内特迈耶等编制的WIF和FIW量表、明尼苏达满意度问卷中独立反映整体工作满意度的量表、德怀尔和甘斯特制订的工作控制量表为测量工具,采用SPSS13.0进行统计分析,对数据进行描述统计,并进行工作家庭冲突的人口统计学变量的差异检验,及工作家庭冲突与工作满意度的相关分析,最后运用多元回归分析考察员工工作家庭冲突对工作满意度的预测作用,以及工作控制在其中所起的调节作用。得出以下结论:(1)当前我国组织中的员工体验到的工作家庭冲突整体水平及WIF、FIW两个维度水平不高。同时,我国组织中的员工体验到的WIF水平要显著高于他们体验到的FIW水平。(2)年龄、教育程度、工作年资、职位、产业性质和家庭结构等人口统计学变量是影响员工工作家庭冲突的重要因素,性别在工作家庭冲突各维度上均无显著差异。(3)员工的工作家庭冲突与工作满意度间有显著的负相关存在。(4)工作家庭冲突及其各维度对员工工作满意度的具有负向的预测作用,员工的工作控制对工作家庭冲突和工作满意度间的关系可以起到调节作用。更多还原

【Abstract】 Work and family are two main environments in individual’s life. Along with the citilization、industrialization and martilization of our society, the relation between society background、family structure and work style relating to career and family and people’s work and family value has greatly changed, and the conflict between employees’family and work has been rising.Work Family Conflict (WFC) means when the pressure rise from work and the pressure rise from family come to conflict without solving, people will begin to feel a sense of character conflict. It contains three kinds of forms: time-based work family conflict, strain-based work family conflict and behavior-based work family conflict. WEC not only contains three forms but also has two poles: work-interference-family (WIF) and family-interference-work (FIW).So how to reduce and deal with WFC and improve the relation between work and family has become an important factor to enhance individual and family’s everyday happiness, keep individual healthy, improve individual’s relationship between group and family and promote one’s work capacity and organization work-and-effect. The relation between work and family has become a wide studied subject of behavior organization in western world, and also become a new theory in company’s human resource organization. Along with the further development of the world economy, more and more developing countries have come to attach important to the work family conflict. But the study on work family conflict in our China is not so flourish, the research achievement of western scholars can’t attach to Chinese organization directly also. So it is essential to study on the factors which affect Chinese employee’s work and family balance and organization behavior. This study works on the relation between Chinese employee’s work family conflict and work control and work satisfaction, in order to make convenient for company and government to establish harmonious theory and rules.There are two main parts in my study: paper statement part and statistic analyze part. The paper statement part mainly analyze the concept of work family conflict、the matured theories and strategies in western world and make a summation for our China’s working results on work and family conflict. In statistic analyze part, I invite 163 employees in some city for my study object, use the measure sheet of WIF and FIW created by Netemyer、the independent part which can reflect work satisfaction of Minnesota Satisfaction Questionnaire (MSQ) and Work Control measure sheet created by Dwyer&Ganster as my measure tools. And I use spss13.0 to deal with data. Then use descriptive statistics、t test、variance、product-moment correlation and multiple regression to test a set of hypothesis, make the following conclusions:(1) The two dimensions of WIF and FIW of company’s employees in our country is not high as a whole. Maybe it is because work family conflict is individual’s conception, the exists objective factors that affect work family conflict but not perceived by employees, there also exists social background and individual’s value that affect employees. Meanwhile, the WIF level perceived by our countries employees are high than FIW level. The result may reflect the attitudes of our employees on family and every day’s life: compare to work needing and work task, family responsibility and family activity play an important in employee’s concept.(2) Age、education level、working time、roles and family structure are important factors that affect employees’work family conflict, and sex is not evident in work family conflict. The employees by 30-39 or general managements’FIW and work family conflict are both high; the employees with the education background of junior high school and below have high WIF and high work family conflict; the employees with the working time of 5-19 years have both high level of WIF and FIW. So the human resource management organization should pay attention and help these employees. Addition to that, the employees in foreign managed or compound managed companies have low level of work family conflict, it means that the work-family balanced strategies which foreign managed or compound managed companies used can effectively solve the work family conflict. So other forms of companies may make out work-family balanced strategies step by step in order to solve employees’work family conflict and raise individual and organization’s work and effect.(3) Correlation and multiple regression confirms that WIF、FIW and work family conflict can control employees work satisfaction and work control. We can see that enhance employees’work control properly will be a method to reduce employees’work family conflict. In the future, pay attention to employees’work control on one hand, and conduct further study on other hand, make out better work-family balanced strategies to improve individual and organization’s work and effect.The three major backstone to stand 21 century are life long economy security、balance between work and family and safe and fair work place. So the study on the relation of China’s employees’work family conflict and work control and work satisfaction will be very helpful to organizations of any kinds to make out proper strategies for work family conflict, and will be very useful to improve individual and organization’s work and effect ability theoryly and actually.更多还原