Research On High-performance Work System And It's Influence On Work-family Conflict For Young Teachers In Colleges And Universities

With the rise of Positive Psychology and Positive Organizational Behavior research,countries in the world pay more and more attention to individual subjective well-beings while paying attention to economic development.Thus,it provides a new perspective for the concept of "people-oriented" management.As the "best practice of human resource management" within the organization,High-performance work system makes scholars change their focus from "how to improve organizational performance"to "how to enhance individual subjective well-beings".Work and family as the most important two areas for the most people,people in these two areas become more and more close.And the relationship between work and family has become one of the most important indicators for the personal subjective well-beings.For the young teachers in colleges and universities,they are the important manpower in the development of high schools,and even the capitals in the China's education and cultural undertakings.However,they also have lots of problems like facing research funds,job promotion,academic achievement,teaching evaluation,marriage,having children and so on.These problems make them have to put more time and energy in the work.Thus,the time and energy in the family areas are reduced,which resulting in their experience a higher level of work and family conflict,and further affects the subjective sense of well-beings for the young teachers.In this paper,taking the young teachers of colleges and universities as a sample,and combining the relevant theories and deduction,this paper explores the high performance work system implemented in colleges and universities and its influence on young teachers' work and family conflicts.On the basis of the behavioral interview method,this paper draws up the core practice items of high performance work system questionnaire.And based on two sample collections,the author conducts a questionnaire survey on the colleges and universities in Beijing,Henan,Guizhou,Shandong,Guangdong,Jiangxi provinces in China.And 536 valid samples of young teachers were interviewed and analyzed by factor analysis,hierarchical regression analysis and structural equation analysis.The conclusions are as follows:Firstly,through a series of research on the samples of young teachers in colleges and universities,this paper has extracted five measurement indexes of high-performance work system.The results show that high performance work system of young teachers in colleges and universities consists of teacher work information sharing and communication,teacher work participation and management,teaching and scientific research assessment and salary incentive,teacher job selection and training and teacher professional security.Secondly,according to the relevant theory and the status quo of the young teachers,the paper analyzes the impact of different demographic variables and organizational variables on high-performance work system and work-family conflict.The results showed that there were significant differences among different dimensions of high-performance work system,but there was no significant difference in the dimensions of work-family conflict among different university grades.There were significant differences between the two groups in terms of gender,marital status,position and number of dependents.Thirdly,the high-performance work system in colleges and universities has significant predictive effect on work-family conflict.There are significant correlations between the dimensions of the high-performance work system and the dimensions of the young teachers' work-family conflict.The participation and management of the young teachers' assessment of the teaching and scientific research and the salary incentive have significant negative effects on the work interfere with family.Teachers'job information sharing and exchange,job selection and training,professional security have significant negative predictive effects on family interfere with work.Teachers'work information sharing and exchange and teacher job security have negative significant effects on the overall work-family conflict.Fourthly,the paper analyzes the influence of high-performance working system and young teachers' work-family conflict.The results show that the high-performance work system has a significant predictive effect on the perceived organizational support of young teachers,and the organizational support has a partial mediating effect between the high-performance work system and the work-family conflict.At the same time,The relationship between high-performance work systems and work-family conflict was moderated by organization-based self-esteem.Finally,this paper explores the mechanism between high-performance work system and the young teachers' work-family conflict.Organization-based self-esteem not only moderates the relationship between high-performance working system and work-family conflict,but also influences the positive relationship between high-performance working system and perceived organizational support when organization-based self-esteem is taken into account,and then influence the work-family conflict.At the same time,organizational support has a significant predictive effect on work-family conflict,which has a significant mediating effect on organizational self-esteem regulation.Then,based on the research achievements of the predecessors,this paper systematically discusses the results of the research.This paper puts forward some suggestions on how to balance the work-family conflict from the organizational level and the individual level.The innovation of this paper mainly includes:First,constructing the high-performance work system model of young teachers through empirical and theoretical analysis,and expanding the research field of high-performance work system;Second,on the basis of theory,exploring the relationship between high-performance work system and work-family conflict,using the work-family conflict as the dimension of well-beings,and further providing new ideas and thoughts for the high-performance work system and work-family conflict theories;Third,according to theoretical deduction and model assumptions,the dynamic mechanism of high-performance work system and work-family conflict was established,namely,exploring the mediating role of perceived organizational support and the moderating role of organization-based self-esteem,and the corporating effect of perceived organizational support and organization-based self-esteem in the relationship between high-performance work system and work-family conflict,it is an effective complement to the theory of the moderated mediation model and mediated moderation model.