工作—家庭文化对员工工作—家庭增益的影响研究

发布时间：2018-05-31 22:34

  本文选题：工作-家庭文化 + 工作-家庭增益　； 参考：《东北财经大学》2016年博士论文

【摘要】：工作和家庭是员工生活中最重要的两个领域,近年来,经济全球化和知识经济的不断发展,加班文化的盛行和性别角色的模糊,以及双职工家庭和单亲家庭数量的不断增加,对员工如何在工作职责和家庭责任之间寻求平衡提出了巨大的挑战。由于工作-家庭关系的好坏与员工身心健康、离职意愿以及工作绩效息息相关,因此,如何帮助员工在工作和家庭之间寻求更好的平衡,促进员工积极工作-家庭关系的实现,成为学者和管理者们都亟待解决的重要议题。在实践中,为了帮助员工更好的平衡工作职责和家庭责任,企业管理者在组织内为员工提供了很多组织家庭支持,这些组织内的家庭支持分为正式家庭支持和非正式家庭支持两大类。其中,正式的组织家庭支持包括诸如弹性工作制、远程办公以及家庭友好计划等措施,但是,越来越多的研究和实践证实,正式的组织家庭支持实施的效果并不理想,如果没有强调工作家庭平衡的组织规范和价值观作为支持,仅仅提供这些正式的家庭支持政策和措施并不足以帮助员工解决问题。因此,企业管理者和研究者们将关注的焦点逐渐集中在隐性的非正式家庭支持上。而工作-家庭文化,是组织非正式家庭支持环境的重要组成部分。对于工作-家庭文化的研究,学者们在探讨其与员工工作-家庭界面关系时,选取的结果变量主要集中在工作-家庭冲突这—消极工作-家庭关系结果变量上,缺乏对其与工作-家庭增益等积极工作-家庭关系结果变量关系的探讨。在学术上,以往研究者们—直关注从消极视角研究工作家庭关系。随着积极心理学的日益兴起,学者们逐渐认识到,要想完整的探讨工作家庭关系,仅仅涉及消极的一面是不全面的,工作和家庭之间积极的一面更为重要。因此,学者们开始重注员工个人层次工作绩效和生活水平之间的相互促进与提高,工作-家庭增益这一构念应运而生。工作-家庭增益包括工作对家庭增益和家庭对工作增益两个方向的内容。自工作-家庭增益构念被提出以后,学者们对其展开了大量的实证研究,但绝大多数学者仅关注工作对家庭增益方向,对于家庭对工作增益方向关注的较少。而且,对个体相关变量、工作相关变量和家庭相关变量这些工作-家庭增益的前因变量探讨的较多,缺乏对工作-家庭界面因素的研究。与此同时,有关工作-家庭增益中介机制和调节机制的研究也略显匮乏。综上,本文基于北京、天津、云南、山东、黑龙江、辽宁、甘肃、浙江、福建、广西、上海、江苏12个省份的18个城市22家企业的527份有效问卷对工作-家庭文化对员工工作对家庭增益和家庭对工作增益两个增益方向的影响关系进行了实证研究,并选定工作投入为中介变量,选定自我效能感为调节变量。本研究共分为7个章节,具体内容如下:第1章,绪论。阐述了本文的研究背景、意义、内容与研究框架,与此同时,说明了本文的技术路线和结构安排,并阐明了本文应用的研究方法和可能存在的创新点。第2章,文献综述。这一章节分别对工作-家庭文化、工作-家庭增益、工作投入以及自我效能感的概念内涵以及前因后果研究进行了回顾和述评。第3章,相关量表在中国情景下的检验。应用AMOS软件分别对工作-家庭文化量表、工作投入量表、自我效能感量表以及工作-家庭增益量表(包括工作对家庭增益和家庭对工作增益两个子量表)进行验证性因子分析。第4章,工作-家庭文化对员工工作-家庭增益直接影响效应研究。本章首先构建了这一直接影响效应的概念模型并提出了研究假设,进而在基于前文问卷调查获得的数据,应用AMOS软件分别分析了工作-家庭文化对员工工作对家庭增益的直接影响效应和对员工家庭对工作增益的直接影响效应。第5章,工作投入对工作-家庭文化与员工工作-家庭增益关系的中介作用研究。本章首先构建了相应的中介效用概念模型并提出了研究假设,进而在基于前文问卷调查获得的数据,应用AMOS软件分别对工作投入在工作-家庭文化与员工工作对家庭增益和家庭对工作增益之间的中介作用,进行结构方程分析。第6章,自我效能感对工作-家庭文化对员工工作-家庭增益影响关系的调节作用研究。本章首先构建了相应的调节作用概念模型并提出了研究假设,进而在基于前文问卷调查获得的数据,应用Mp1us7.11软件对自我效能感变量在工作-家庭文化与员工工作对家庭增益之间的调节作用,以及自我效能感在工作-家庭文化与员工家庭对工作增益之间的调节作用进行分析。第7章,结论与展望。本章主要总结了研究结论,说明了本研究带来的研究启示,并论述了本研究的理论贡献和实践意义,分析了研究局限,展望了未来研究方向。本文得出的主要结论包括:结论一,工作-家庭文化对员工工作对家庭增益和家庭对工作增益两个增益方向均具有显著的直接影响效应。进一步地,工作-家庭文化的维度管理支持对员工工作对家庭增益的三个维度均具有显著的正向影响,工作-家庭文化的维度时间需求对工作对家庭发展、对工作对家庭资本具有显著的负向影响,工作-家庭文化的维度职业顾虑对员工工作对家庭增益三个维度均具有显著的正向影响;管理支持对员工家庭对工作增益的三个维度均具有显著的正向影响,时间需求对家庭对工作发展以及对家庭对工作效率皆具有显著的负向影响,职业顾虑对员工家庭对工作增益三个维度均具有显著的正向影响。结论二,工作投入在工作-家庭文化与员工工作对家庭增益和家庭对工作增益两个增益方向之间均具有中介作用。更为具体地,工作投入的维度活力和奉献在工作-家庭文化与员工工作-家庭增益之间均不具有中介作用。工作投入的维度专注在管理支持与员工工作对家庭发展、工作对家庭资本之间具有部分中介作用,专注在职业顾虑与员工工作对家庭发展、工作对家庭资本之间具有完全中介作用,专注在时间需求与员工工作对家庭发展、工作对家庭资本之间具有完全中介作用。专注在管理支持与员工家庭对工作增益三个维度之间均具有部分中介作用,专注在时间需求与员工家庭对工作发展、家庭对工作效率之间具有完全中介作用,专注在职业顾虑与员工家庭对工作增益三个维度之间均具有完全中介作用。结论三,自我效能感能够调节工作-家庭文化与员工家庭对工作增益的关系,但对工作-家庭文化与员工工作对家庭增益的关系不具有调节效应。换言之,对于具有不同水平自我效能感的员工而言,工作-家庭文化对其家庭对工作增益的影响程度是存在显著差异的,但是,这一特性并不体现在工作-家庭文化对员工工作对家庭增益的影响上。本文的主要创新点在于:第一,发现了工作-家庭文化对员工工作对家庭增益和家庭对工作增益两个增益方向均具有显著的直接影响效应。弥补了以往关于工作-家庭文化与员工工作-家庭关系的研究主要集中在工作-家庭冲突这一消极构念上的不足,丰富了对积极结果的研究。第二,发现了工作投入的一个维度专注在工作-家庭文化与员工工作-家庭增益关系中的具体中介影响效应。这就在对Greenhaus和Powe11提出的工作-家庭增益双路径模型进行验证的同时,更将其具体化,也进一步明晰了工作-家庭文化对员工工作-家庭增益影响的作用。第三,揭示了自我效能感在工作-家庭文化与员工家庭对工作增益之间的调节效用。这就能够为我国企业从积极视角出发,基于工作-家庭文化对员工工作-家庭增益的作用以及员工本身的个体差异性,为员工工作-家庭增益的实现提供有效的促进措施。
[Abstract]:Work and family are the two most important areas of employee's life. In recent years, economic globalization and the continuous development of knowledge economy, the prevalence of overtime culture and the blurring of gender roles, and the increasing number of dual family and single parent families have put forward a great deal on how to find a balance between job responsibility and family responsibility. Challenge. As the quality of work family relationship is closely related to employee's physical and mental health, turnover intention and job performance, how to help employees to find a better balance between work and family and to promote the realization of employees' active work family relationship has become an important issue to be solved by scholars and managers. In practice, To help employees better balance job responsibilities and family responsibilities, business managers provide a lot of organizational and family support to employees in the organization. Family support within these organizations is divided into two categories: formal family support and informal family support. Among them, formal organizational family support includes flexible work, telecommuting and home. However, more and more research and practice have proved that the effect of formal organizational family support is not ideal. If there is no emphasis on the organizational norms and values of working family balance as support, only these formal family support policies and measures are not enough to help employees to solve the problem. The focus of business managers and researchers focus on implicit informal family support. Work family culture is an important part of the informal family support environment. For the study of work family culture, the result variables are selected by the scholars when they discuss the relationship with the employees' work family interface. Focusing on the work family conflict, the negative work family relationship result variable, the study of the relationship between the positive work and family relationship outcome variables such as work family gain and other positive variables. It is gradually realized that in order to fully explore the working family relationship, only the negative side is not comprehensive, and the positive side between work and family is more important. Therefore, scholars begin to Renote the mutual promotion and improvement between the staff performance and the living standard of employees, and the work family gain has emerged as the times require. - family gain includes the two directions of work on family gain and family gain. Since the idea of self working family gain is proposed, a large number of empirical studies have been carried out by scholars, but most scholars pay little attention to the direction of work on the gain of the family and pay less attention to the direction of the work gain. Related variables, work related variables and family related variables are more discussed in these work - family gain antecedents, and lack of research on work - family interface factors. At the same time, the research on work - family gain mediating mechanisms and regulatory mechanisms is also scarce. In the end, this paper is based on Beijing, Tianjin, Yunnan, Shandong, Heilongjiang, 527 valid questionnaires from 22 enterprises in 18 cities in 12 provinces of Liaoning, Gansu, Zhejiang, Fujian, Guangxi, Shanghai and Jiangsu have conducted empirical research on the relationship between work family culture and family gain and family gain in the two gain direction of work gain, and selected work as an intermediary variable and selected self-efficacy. The research is divided into 7 chapters. The main contents are as follows: the first chapter, the introduction. The research background, significance, content and research framework are expounded. At the same time, the technical route and structure arrangement of this article are explained, and the research methods and possible innovation points in this article are clarified. Second chapters and literature review. Don't review and review the concept of work family culture, work family gain, work input and self efficacy. The third chapter is the test of the related scale under Chinese situation. The application of AMOS software to work family culture scale, work input scale, self-efficacy scale and work home respectively. The verifying factor analysis of the court gain scale (including work on family gain and family gain two subscales). The fourth chapter, the study of the effect of work family culture on employee work and family gain. This chapter first constructs the conceptual model of this direct effect effect and puts forward the research hypothesis, and then based on the previous article. The data obtained by the questionnaire are used to analyze the effect of work family culture on the direct impact of work family culture on the family gain and the direct impact on the work gain of employees. The fifth chapter is the study of the intermediary role of work input on work family culture and employee work family benefit relationship. The first part of this chapter is the structure of AMOS. The corresponding conceptual model of intermediary utility is built and the research hypothesis is proposed. Then, based on the data obtained from the previous questionnaire survey, the AMOS software is applied to the structural equation analysis of the work input between work family culture and employee work on the family gain and the family gain of the work. The sixth chapter, self efficacy sense Research on the role of work family culture on the relationship between employee work and family gain. Firstly, this chapter constructs the corresponding conceptual model of regulation function and puts forward the research hypothesis, and then, based on the data obtained from the previous questionnaire survey, the Mp1us7.11 software is applied to the work family culture and employee work. The adjustment of the court gain and the self-efficacy of the self-efficacy in the work family culture and the employee family's adjustment to the work gain are analyzed. The seventh chapter, the conclusion and the prospect. This chapter mainly summarizes the research conclusions, illustrates the research enlightenment brought by this study, and discusses the theoretical contribution and practical significance of this study, and analyses the theoretical and practical significance of this study. The main conclusions of this paper include: first, work family culture has a significant direct effect on employee work on family gain and family gain in two gain directions. Further, the dimension management of work family culture supports employee work to family gain. The three dimensions have significant positive effects. The dimension time demand of work family culture has a significant negative impact on work to family development and work on family capital. Job family culture dimension occupational concerns have significant positive impact on the three dimensions of employee work on family gain, and management support to employees' families. The court has a significant positive impact on the three dimensions of the work gain. The time demand has a significant negative impact on the development of the family and the work efficiency of the family. The occupational concerns have a significant positive effect on the three dimensions of the work gain of the employees and families. Work has a mediating role between family gain and the two gain direction of the work gain. More specifically, the dimension activity and dedication of work input are not mediator between work - family culture and employee work - family gain. Work has a partial intermediary role between family capital, focus on career concerns and employee work to family development, work has a complete intermediary role between family capital, focus on time demand and employee work to family development, work has a complete intermediary role on family capital. The three dimensions of the work gain have a partial mediator between the time demand and the employee's family to work, the family has a complete mediator between the work efficiency and the professional concerns and the employees' families' three dimensions. Conclusion three, self-efficacy can adjust the work. The relationship between work - family culture and employees' families' work gain is not regulated by work - family culture and employee work. In other words, there are significant differences in the impact of work - family culture on the work gain of employees with different levels of self-efficacy. This feature is not reflected in the impact of work family culture on employee work on family gain. The main innovations of this paper are: first, it is found that work family culture has a significant direct effect on employee work on family gain and family gain in two gain directions. The research on the relationship between culture and employees' work family relationship is mainly focused on the inadequacy of work family conflict, which enriches the study of positive results. Second, the specific mediator effect of a dimension of work devotion on work family culture and employee work family gain is found. This is the case of Greenhaus At the same time, the work family gain dual path model, proposed by Powe11, is more specific and further clarifies the role of work family culture on employee work family gain. Third, it reveals the effect of self-efficacy on the work gain between work family culture and employees' families. From a positive perspective, Chinese enterprises provide effective measures for the realization of employee work family gain based on the role of work family culture on employee work family gain and the individual diversity of employees themselves.
【学位授予单位】：东北财经大学
【学位级别】：博士
【学位授予年份】：2016
【分类号】：F272.92
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本文编号：1961587