摘要
为揭示“工作对家庭的冲突”(WFC)对员工工作领域影响的普遍规律,以2014~2018年间170篇高度相关的实证研究为基础,通过荟萃分析方法从员工的心理和行为两个方面建立定量模型、展开综合分析。研究结果表明,员工的WFC与工作压力、工作满意度、工作倦怠、心理困扰、离职意愿等员工工作心理变量之间存在较强的相关性,与组织承诺和感知组织支持的相关性不显著。在员工行为方面,WFC与反生产行为的相关性最强,与组织公民行为和工作投入的相关性不显著。研究结论为企业从组织管理的角度出发,重视并解决员工WFC问题,促进工作与家庭之间的平衡提供理论支撑。
In order to reveal the general law of the impact,of“work-to-family conflict”(WFC)on work domain for employees,a meta-analysis was used to establish a quantitative model from employees'psychology and behavior based on 170 highly relevant,empirical studies from 2014 to 2018.The results show that,there is a strong correlation between employees'WFC and work psychological variables such as work stress,job satisfaction,job burnout,psychological distress,and turnover intention,but there is no significant,correlation with organizational commitment,and perceived organizational support.In terms of employees'behavior,WFC has the strongest,correlation with counterproductive work behavior and has no significant,correlation with organizational citizenship behavior and work engagement.The conclusion provides theoretical support,for enterprise to pay attention to and solve the WFC of employees from the perspective of organizational management,promoting the balance between work and family domain.
作者
李娜
佘金凤
董双
LI Na;SHE Jinfeng;DONG Shuang(School of Business,East.China University of Science and Technology,Shanghai 200237,China)
出处
《系统管理学报》
CSSCI
CSCD
北大核心
2021年第6期1177-1186,共10页
Journal of Systems & Management
基金
国家自然科学基金青年项目(71801094)
上海市哲学社会科学规划资助项目(2016BGL011)。
