| Knowledge employees are the core human resource of any organization, but they are facing more and more work family conflict, because life is becoming tauter and more dual-career families appear.As a result of this, the work and family satisfaction of knowledge employees is getting lower. However,there is positive spillover besides work family conflict between work and family,but knowledge employees of modern times usually ignore work family spillover because they are faced with more serious work family conflict,which make them form wrong viewpoint that is there is only conflict between work and family.The aftereffect is there are few knowledge employees realize work family spillover,and fewer of them enhance their work and family satisfaction with work family spillover.Based on the literatures of native and overseas, this study brought research hypotheses and model.Then this study brought demonstration research into effect by the analysis of questionnaire data based on spillover.This study researched the difference of demology factors in work-family spillover,family-work spillover,work satisfaction and family life satisfaction.Then this study researched the correlation between work characteristics and work-family spillover as well as family assistance and family-work spillover. At last this study researched the moderating effect of work-family spillover between work characteristics and family life satisfaction and the moderating effect of family-work spillover between family assistance and work satisfaction of knowledge employees by hierarchical regression analysis. The result of data and the conclusion of the result were displayed as follows:1. If there was no same point in demology factors, there was no difference in work family spillover of knowledge employees. As the analysis of variance showing, there was not obvious difference in work-family spillover and family-work spillover, if the gender, marriage status, age, experience, position and education level of demology factors were different.2. The family life satisfaction of married knowledge employees was higher than unmarried knowledge employees. There were differences in family life satisfaction of knowledge employees if the marriage status was different. The significance level was 0.05, and the family life satisfaction mean of married knowledge employees was 0.247 higher than unmarried.3. The relation between unscientific work time, work stress and work intensity of knowledge employees and work family spillover was significant negative correlative. As the result of this study showing, the relation between unscientific work time,work stress and work intensity of knowledge employees and work family spillover was significant negative correlative,and the significance level was 0.05,the correlation coefficient were respectively -0.150,-0.136 and -0.136.4. The relation between family assistance of knowledge employees and family-work spillover was significant positive correlative. As the result of this study showing, The relation between family assistance of knowledge employees and family-work spillover was significant positive correlative, and the significance level was 0.01, which showed that they were highly correlative. So the enhancement of family assistance to family-work spillover was significant. 5. There was no moderating effect of Work-family spillover between work characteristics and family life satisfaction of knowledge employees. The result of hierarchical multiple regression showed work-family spillover was not the moderator between work characteristics and family life satisfaction of knowledge employees.6. Family-work spillover was the moderator between family assistance and work satisfaction. And the result of hierarchical multiple regression showed that the promotion of family assistance to work satisfaction would be stronger, if family-work spillover of knowledge employees was higher.At last this study analysed and discussed the conclusion of this study, and brought advice to enhance work family spillover, work satisfaction and family life satisfaction based on demology factors,work characteristics, family assistance and family-work spillover of knowledge employees, which were showed as follows:1. Unmarrid employees could enhance their family life satisfaction by marriage, because the family life satisfaction of married knowledge employees was higher than unmarried.2. Organizations should arrange work time of knowledge employees felicitously to reduce their work stress and intensity. Knowledge employees should usually communicate with family to arrange their work time felicitously and reduce their work stress and intensity by enhancing their technology and cooperating with their workmates to make more work-family spillover.3. Many things should be done by family of knowledge employees to increase the family-work spillover of knowledge employees such as encouraging more family members to support the work of knowledge employees, increasing family earning, supporting the work of knowledge employees, dividing housework accurately, feeling happy when knowledge employees succeeding, encouraging knowledge employees, taking care of knowledge employees, helping knowledge employees solve trouble of work, sharing things of their work.4. Knowledge employees should change their improper viewpoint that there was only conflict. They should pay attention to family-work spillover.5. Knowledge employees could enhance their family-work spillover by many means, such as taking their good family mood to work, taking family care to workmates, finding advice from family life to enhance familial welfare, accepting help about work from family, letting family share housework when it is necessary, seeking encouraging from family when they were gloomy, communicating usually with family about work. Using means above at the same, knowledge employees could increased their work satisfaction with family assistance so as to enhance their work satisfaction. |
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