摘要
目的:从工作-家庭资源的视角探讨企业员工家庭-工作冲突对离职意向的影响。方法:使用家庭-工作冲突量表、情绪耗竭量表、离职意向量表和家庭支持型主管简版量表对340名企业员工进行测量。数据收集分两个阶段,时间间隔为6个月。结果:①家庭-工作冲突同离职意向正相关。②情绪耗竭在家庭-工作冲突对离职意向的影响中起中介作用。③家庭支持型主管对情绪耗竭的中介效应起调节作用。与高家庭支持型主管组相比,家庭-工作冲突与情绪耗竭之间的关系在低家庭支持型主管组更加强烈。结论:揭示了家庭-工作冲突对员工离职意向的影响机制,提示可通过干预提升家庭支持型主管行为进而降低家庭-工作冲突所产生的消极影响。
Objective: To explore the effect of family-work conflict on turnover intention on the perspective of work-family resource. Methods: A sample of 340 employees who participated this survey twice with a time lag of six months was evaluated with a questionnaire consisted of family-work conflict scale, emotional exhaustion scale, turnover intention scale and family supportive supervisor scale. Results:①Family-work conflict was positively correlated with turnover intention.②Emotional exhaustion mediated the relationship between family-work conflict and turnover intention.③Family supportive supervisor moderated the mediation role of emotional exhaustion. The positive relation between family-work conflict and emotional exhaustion was stronger for employees with lower family supportive supervisor than those with higher family supportive supervisor. Conclusion: Our finding provides further insight into the mechanism how family-work conflict influences turnover intention. Organizations should consider encouraging supervisors engaged in these family-supported behaviors,which would alleviate the negative impact of family-work conflict.
作者
姜海
吴婧怡
王谦
JIANG Hai;WU Jing-yi;WANG Qian(Party School of CPC Wuhan Committee, Wuhan 430079, China;School of Journalism and Communication, Wuhan University, Wuhan 430072, China)
出处
《中国临床心理学杂志》
CSSCI
CSCD
北大核心
2019年第5期1054-1057,共4页
Chinese Journal of Clinical Psychology
关键词
家庭-工作冲突
情绪耗竭
离职意向
家庭支持型主管
Family-work conflict
Emotional exhaustion
Turnover intention
Family supportive supervisor
