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论文编号：	5222
作者编号：	2120112502
上传时间：	2013/6/5 14:40:40
中文题目：	女性员工的工作-家庭冲突对工作投入的影响研究——组织支持感作为调节变量
英文题目：	Research on The Relationship Between Female Employees’Work-Family Conflict and Job Engagement：Perceived Organizational Support as Moderator Variable
指导老师：	崔勋
中文关键字：	女性员工，工作-家庭冲突，工作投入，组织支持感
英文关键字：	female employees, work - family conflict, job engagement, perceived organizational support
中文摘要：	目前女性员工的工作投入水平普遍较低，但是关于影响女性群体的工作投入水平的因素的研究比较少，本研究基于此，着眼于女性员工这一群体，探究其背后的原因。就业比例的增大、传统角色的束缚、新价值观的出现等等，这些都使得女性员工面临越来越多的工作-家庭冲突，女性员工的工作-家庭冲突成为了其职业发展的主要障碍。因此，本研究认为，女性员工的工作-家庭冲突会对其工作投入产生负向影响。目前许多企业提供了很多支持性策略，旨在帮助解决员工生活中的问题，使员工的注意力更多的在工作方面。因而，本研究还会探究员工对组织支持的感知是否会缓解其工作-家庭冲突，使员工增加工作投入。 本研究通过对关于三者的文献和理论进行了回顾，并进行了三者关系的梳理。基于资源保存理论、社会交换理论和公平理论，构建了研究的模型和假设，从而确定了女性员工的工作-家庭冲突对工作投入的影响以及组织支持感对这两者关系的调节作用。本研究通过实证调查，得出了以下结论。 第一，女性员工的工作对家庭的时间和压力冲突以及家庭对工作的时间冲突显著负向影响其工作投入。 第二，女性员工对工作支持的感知对工作对家庭的时间冲突与工作投入的关系有负向调节作用，员工感知到的工作支持越强，工作对家庭的时间冲突与工作投入的关系越弱。 第三，女性员工对关系利益的感知对家庭对工作的时间冲突与工作投入的关系有负向调节作用，员工感知到的工作支持越强，工作对家庭的时间冲突与工作投入的关系越弱。 在此基础上，本研究提出了一些对实践的启示，并关注女性员工的工作状态，为女性员工提供一些支持性策略，包括支持性上级、家庭友好策略、弹性工时等等，调节其时间冲突对工作投入的影响，并且协助女性员工进行压力缓解，在实践中探索如何调节压力冲突对工作投入的关系。
英文摘要：	Nowadays female employees job engagement level is generally low, but there is little research on the factors that affect the level of job engagement. Based on the fact ,this study focuses on the group of female employees, to explore the reasons The increasing proportion of female employees,the shackles of the traditional role and the emergence of new values, is making the female staff face more and more work - family conflict.Female employees work - family conflict has become a major obstacle to development of their career. Therefore, this study suggests that female employees work - family conflict will be put into their work a negative impact. At present, many enterprises provide a lot of support strategies designed to help solve the problems of the staff of life, so they can concentrate the attention in work. Thus, this study will also explore whether the staff perceived organizational support will ease their work - family conflict and enhance job engagement. This study reviewed a lot of literatures and the theory of the three variables, and annalized the relations between the three. Based resource conservation theory, social exchange theory and equity theory, this paper builds the models and assumptions of the study, in order to determine the affect of female employees work - family conflict on job engagement，meanwhile explore the affect of perceived organizational support on them. By using empirical investigation, the following conclusions is obvious. First, the female employees staff work-family conflict of time and pressure and family-work conflict of time significantly negative impact on their job engagement. Second, the perception of female employees of work support significantly negative moderate the relationship between work-family conflict of time and job engagement, the stronger employees awareness to support, the weaker the relationship between work-family conflict of time and job engagement . Third, the perception of female employees of interests concerning significantly negative moderate the relationship between family-work conflict of time and job engagement,the stronger employees awareness to support, the weaker the relationship between the working time of family conflict and job engagement . On this basis, the study has some suggestions. The organizations should have a focus on the working state of women employees and provide some support policy for female employees, including support superior, family-friendly policies, flexible working hours, and so on, and assist female employees relieve their stress,adjusting the the impact of the time conflict on the job engagement in practice.
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