Research On Work/family Conflict Of Knowledge Worker And Its Intervention Strategies

With the big changment of family structure, job requirment and value opinion bringed by industralization and informalization, interlationship between work and family of modern employees are becoming more and more difficult to coordinated and work/family conflict is becoming more and more intensified. As a resource of pressure, Work/family conflict is beard by employees, but it directly lead to the decline of efficiency of enterprise, even lead to turnover of some excellent employees. The unique role characteristics and dual-career family of knowledge worker usually made it possible for them to experience more serious work/family conflict. Knowledge worker may expect enterprise policy and job redesign to help them to coordinate the relationship between work and family. Thus, work/family conflict of knowledge worker is a task can't been ignored by enterprise. It's an important responsibility and significant task for managers to adopt science intervention methods to help knowledge worker to reconcile work/family conflict.Foreign scholars have made a lot of study on work/family conflict since 1970s, but domestic scholars just began to pay attention to the area of work/family conflict. This study chooses the new topic to make research work/family conflict of knowledge worker and its intervention strategies, within the organization and from the angle of human management. Firstly, this study made a lot of research on the theories and present research state of work/family conflict in foreign and domestical. Second, this study investigated the perceived state and influcing factores of work/family conflict of knowledge worker, which is the first focal point of this study. Using the foreign ripe questionnaire, this study collected the data among 7 business and 126 employees participated in Chongqing and Zhejiang. The main results showed: knowledge worker perceived more serious work-family conflict and below middle family-work conflict; role involvment, family characteristics and job characteristics are the main factor influencing perceived family- work conflict of knowledge worker; knowledge worker expected support from enterprise and family to balance work and family. Based above conclusions, finally, this study proposes some work/family conflict intervention strategies from the angle of enterprise human resource management and individual management lay, which is the second focal point of this study. Expecte this study can provide a new train of thought to better develop and motivate knowledge worker, and to promote core competition capacity of enterprises.