【作者】 王丹丽； 史燕伟； 马红宇；

【Author】 Wang Danli;Shi Yanwei;Ma Hongyu;Key Laboratory of Adolescent Cyberpsychology and Behavior(CCNU), Ministry of Education,School of Psychology, Central China Normal University;

【机构】 青少年网络心理与行为教育部重点实验室华中师范大学心理学院；

【摘要】 工作和家庭是员工生活中的两大重要领域,每一个员工都可能面临着平衡工作与家庭间责任的问题。随着社会的飞速发展,选择进入职场的女性增加,员工面临的职业发展要求与家庭要求都不断提高。这使得工作与家庭间的矛盾越发凸显,员工也因此感受到巨大的工作家庭冲突。事实上,无论是家庭干扰工作还是工作干扰家庭的冲突都会对员工的工作和生活造成极大的负面影响,因此如何减轻来自工作和家庭的角色要求对不同方向工作家庭冲突的影响成为组织和员工关心的问题。很多研究发现,家庭支持型主管行为有助于缓解员工的工作家庭冲突,增加工作家庭增益。根据工作要求-资源模型,家庭支持型主管行为可以通过为员工补充资源减少工作对家庭时间的占用和消极溢出来减轻工作要求对工作-家庭冲突的不利影响;同时,主管的创新式家庭管理以及角色榜样行为能够帮助员工更好地处理家庭要求,减少家庭对工作的干扰,进而缓解家庭要求对员工家庭-工作冲突的不利影响。基于此,本研究采用问卷调查法,对458名企业员工进行调查,探讨了工作要求和家庭要求对不同方向的工作家庭冲突的影响,以及家庭支持型主管行为在其中的调节作用。结果分析显示:(1)员工的工作要求显著正向预测工作-家庭冲突,家庭要求显著正向预测家庭-工作冲突;(2)家庭支持型主管行为在工作要求对工作-家庭冲突的影响中存在负向调节作用,家庭支持型主管行为水平越高,工作要求对工作-家庭冲突的影响越弱;(3)家庭支持型主管行为在家庭要求对家庭-工作冲突的影响中存在负向调节作用,家庭支持型主管行为水平越高,家庭要求对家庭-工作冲突的影响越弱。因此,组织可通过培训等方法实施干预,提升主管的家庭支持型行为,缓解员工由工作和家庭要求所引起的不同方向的工作家庭冲突,进而在维护员工利益的同时提高组织效能,达到个人与组织利益的最大化。更多还原

【Abstract】 Work and family are two key domains in the life of employees. Many of them need to balance their own work and family responsibilities. With the rapid development of society, more and more women enter the workplace, the professional development demands and family demands faced by staffs are constantly improving, which makes the contradiction between work and family more prominent, and causes serious work family conflicts. In fact, work family conflicts in different directions(work interference with family and family interference with work) can have a significant negative impact on the work and life of employees. Therefore, A lot of companies and staffs want to know how to mitigate the work family conflicts which caused by role demands from both work and family. Many studies suggest family-supported supervisor behavior can reduce work family conflicts and enhance work-home enrichment. According to the JD-R model, As an important working resource in the workplace, family supportive supervisor behaviors may mitigate the impact of job demands on work-family conflicts both through replenishing resources for employees to reduce the occupation of family time and reduce negative spillovers from work to family. What’s more, supervisor’s creative work-family management and role modeling behaviors can mitigate the impact of family demands on family-work conflicts through supporting employees to handle family demands better. In this study, 458 employees were investigated by questionnaires. The relationship between job demands, family demands and work family conflicts in different directions and the moderating role of family supportive supervisor behaviors were discussed. The results show that(1) job demands can positively predict employees’ work-family conflicts, family demands can positively predict employees’ family-work conflicts;(2) Family supportive supervisor behaviors play a moderating role on the relationships between job demands and work-family conflicts. The higher the level of family supportive supervisor behaviors, the weaker the impact of job demands on work-family conflicts;(3) Family supportive supervisor behaviors play a moderating role on the relationships between family demands and family-work conflicts. The higher the level of family supportive supervisor behaviors, the weaker the impact of family demands on family-work conflicts. Hence, organizations can promote supervisors’ Family supportive behaviors through some methods like training, mitigate employees’ work family conflicts in different directions, and then safeguard the interests of employees while improving organizational effectiveness, maximize personal and organizational interests.更多还原