摘要
针对工作-家庭冲突的理论分歧与不一致研究发现,本研究运用基于荟萃分析的结构方程模型,整合了不同情境与不同样本来源的实证研究结果,分析了旅游业一线员工工作-家庭冲突的前因后果。研究发现:(1)工作域与家庭域之间的积极与消极关系既在概念上存在明显区别,又在现实中具有高度联系;(2)工作域与家庭域溢出效应具有非对称的边界渗透性;(3)一线员工工作-家庭冲突受到组织支持和消极情绪的影响,会引发情绪枯竭、离职意愿和工作压力,降低生活满意度、工作满意度和组织情感承诺;(4)工作-家庭冲突的两个维度对工作绩效的影响不同:工作对家庭的冲突意味着工作绩效的提升,而家庭对工作的冲突才会降低工作绩效。相关成果凝聚了学界研究共识,以期对未来研究形成比较一致的基础和新的起点,从而形成更有说服力的管理建议。
This study used the meta-analytic Structural Equation Modeling(MASEM) approach to integrate the consistent and inconsistent findings of previous empirical investigations on work-family conflict among employees in tourism industries.This study searched around the online databases(including EBSCO,Elsevier-Science Direct,Emerald,Springer,SAGE,& Web of Science,by a number of key words such as "tourism/hotel/hospitality/resort" and "work-family conflict/family-work conflict/work-to-family conflict/family-to-work conflict/work-life conflict/work-leisure conflict" in the titles,keywords,and abstracts.54 empirical studies were finally included into our study.After the descriptive statistics of the coded data were shown,the meta-analytic Structural Equation Modeling model of the relationships between antecedent variables,work-to-family conflict/family-to-work conflict,and outcome variables was tested.The random effect model and the Structural Equation Modeling(SEM) in Mplus7.4 software were used.The findings demonstrated that except the number of children,all demographic variables have neither significant relationship with work-to-family conflict nor family-to-work conflict.Organizational support and negative emotions related to work-to-family conflict and family-to-work conflict respectively.Work-to-family conflict can positively affect employees’ emotional exhaustion,turnover intention,work pressure and work performance,and negatively affect employees’ life satisfaction,job satisfaction and affective commitment.Family-to-work conflict can positively affect employees ’ emotional exhaustion,turnover intentions and work stress,and negatively affect employees’ life satisfaction,work performance and affective commitment.The results of this study can extend knowledge about the antecedents and outcomes of work-family conflict in the tourism contexts.Tourism managers can also inspired about how to help employees balance the relationship between children family and work,and ultimately reduce employee willingness to quit
作者
赵新元
王甲乐
范欣平
ZHAO Xinyuan;WANG Jiale;FAN Xinping(Business School,Sun Yat-sen University,Guangzhou 510275,China)
出处
《旅游学刊》
CSSCI
北大核心
2021年第9期88-102,共15页
Tourism Tribune
基金
国家自然科学基金面上项目“基于工作重塑与员工认同感视角的灵活雇佣关系跨层次影响机制研究”(71872191)/“工作-家庭冲突中的道德困境与获得感”(72172161)
广东省自然科学基金面上项目“角色困境下的道德判断与职场疏离感”(2021A1515011978)共同资助。
