跨域资源与工作家庭冲突关系研究

发布时间：2018-06-18 09:51

本文选题：家庭友好政策 + 家庭支持型主管行为　；参考：《深圳大学》2017年硕士论文

【摘要】：随着中国经济社会的不断发展,人们生活和工作的节奏发生了翻天覆地的改变。一方面人们在工作上面临更大的压力,同时由于女性走上工作岗位,传统的“男主外,女主内”家庭结构被打破,现如今无论男女都需要承担较大的家庭责任,也遭受着不同程度的工作家庭冲突。如何维持工作与家庭的平衡已成为现代人的一大课题。近年来,学者逐渐关注对工作和家庭同时产生影响的资源,如跨域资源。跨域资源包括正式的资源(家庭友好政策)和非正式的资源(家庭支持型主管行为)。此种资源是否对工作家庭冲突产生作用?与工作家庭冲突内部各维度的关系是怎样的?资源产生作用的路径和机制如何?受到什么因素影响?为此,本文从资源保存理论出发,将家庭友好政策作为正式的跨域资源、家庭支持型主管作为非正式的跨域资源,探索其对于工作家庭冲突及其内部各维度的作用,以组织家庭支持理念为中介变量,工作资源损失为调节变量。探索各个变量间的关系,以丰富现有研究成果并为实践提供管理建议。本文通过283份有效问卷的采集,运用定性与定量相结合的方法,通过查阅国内外已有研究成果,设计调查问卷收集数据,并借助SPSS 21.0、AMOS 21.0等统计分析工具对各变量之间的关系进行分析检验,最终得出如下结论:(1)家庭友好政策对工作家庭冲突和内部各维度具有负向影响作用。换言之,家庭友好政策负向影响工作-家庭冲突和家庭-工作冲突。家庭友好政策内部各个维度:弹性工作制、亲属照顾、休闲假期和员工援助均能负向影响工作-家庭冲突。在家庭-工作冲突方面,除弹性工作制外,其余三个维度均能对家庭-工作冲突起缓解作用。(2)家庭支持型主管行为对工作家庭冲突具有负向影响作用。且对工作家庭冲突内部各维度:工作-家庭冲突、家庭-工作冲突均能起到负向的作用,证实了非正式的跨域资源对于缓解工作家庭冲突的积极作用。(3)组织家庭支持理念在家庭友好政策与工作-家庭冲突、家庭-工作冲突之间起着中介作用,其中组织家庭支持理念完全中介家庭友好政策与家庭-工作冲突之间的关系。同时,组织家庭支持理念在家庭支持型主管行为与工作-家庭冲突、家庭-工作冲突间起着中介作用。(4)工作资源损失正向调节组织家庭支持理念与工作-家庭冲突之间的关系。但在组织家庭支持理念与家庭-工作冲突的关系中调节作用不明显。
[Abstract]:With the development of Chinese economy and society, the rhythm of people's life and work has changed dramatically. On the one hand, people face greater pressure at work, and because women go to work, the traditional family structure of "men and women inside" has been broken. Nowadays, both men and women need to take on greater family responsibilities. Also suffer from different degrees of work-family conflicts. How to maintain the balance between work and family has become a major issue for modern people. In recent years, scholars have paid more and more attention to resources that affect both work and family, such as cross-domain resources. Cross-domain resources include formal resources (family friendly policies) and informal resources (family support executive behavior). Does such resources have an impact on working-family conflicts? What is the relationship between the internal dimensions of the work-family conflict? What are the paths and mechanisms through which resources work? By what factors? Therefore, based on the theory of resource conservation, this paper regards family friendly policy as a formal cross-domain resource, family support supervisor as an informal cross-domain resource, and explores its effect on work-family conflict and its internal dimensions. The concept of organizational family support was used as intermediary variable and work resource loss as adjustment variable. Explore the relationship between the variables to enrich the existing research results and provide management advice for practice. Through the collection of 283 valid questionnaires and the combination of qualitative and quantitative methods, this paper designs the questionnaire to collect data by consulting the existing research results at home and abroad. With the help of SPSS 21.0 / Amos 21.0 and other statistical analysis tools, the relationship between the variables is analyzed and tested. The conclusion is as follows: 1) Family friendly policy has a negative effect on work-family conflict and internal dimensions. In other words, family-friendly policies negatively affect work-family conflicts and family-work conflicts. Each dimension of family friendly policy: flexible work, kinship care, leisure vacation and employee assistance can negatively affect work-family conflict. In the aspect of family-work conflict, except flexible work system, the other three dimensions can alleviate the family-work conflict. 2) Family support supervisor behavior has a negative effect on work-family conflict. And all the dimensions of work-family conflict: work-family conflict, family-work conflict can play a negative role. It is confirmed that informal cross-domain resources play a positive role in mitigating working-family conflicts.) the concept of family support plays an intermediary role between family-friendly policies and work-family conflicts and family-work conflicts. The concept of organizational family support completely mediates the relationship between family friendly policy and family-work conflict. At the same time, the concept of organizational family support plays an intermediary role between the behavior and work-family conflict of the family support supervisor and the work-family conflict. 4) the loss of work resources positively regulates the relationship between the concept of organizational family support and the work-family conflict. However, the role of regulation in the relationship between the concept of organizational family support and family-work conflict is not obvious.
【学位授予单位】：深圳大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【参考文献】