Research On The Relationship Between Work-Family Conflict And Job Satisfaction Of S & T Human Resources

On the issue of work-family conflict began in the 1960's. Psychologists and organizational behavior scholars define work-family conflict as a conflict of roles. To some extent, this conflict becomes a source of stress, then lead to lower employee job satisfaction, job burnout, turnover rate increased and other consequence, but job satisfaction has always been an outcome variable about which abroad scholars were most concerned. Through searching an extensive literature, author found that the relationship between work-family conflict and job satisfaction has not yet formed a unified conclusion. On the other hand, science and technology (S&T) human resource is a special group and key resource, many of whom are in the R&D department of enterprise. In view of working hours, location and working environment factors, such groups more easily perceive work-family conflict. In order to alleviate the conflict which impact on job satisfaction, author introduce a moderator variable of social support through studing of abroad literature in-depth. Based on moderating effect of social support, author try to do a more systematic empirical analysis about relationship between work-family conflict and job satisfaction.In this paper, author used mature foreign scale then designed to a reasonable questionnaire, which are distributed to R&D department of 17 corporations in Hefei. All subjects basically meet the requirements of S&T human resource. Through questionnaire recovery, entry and order, author using statistical analysis software called SPSS 11.0 and LISREL 8.70 to do some related research. The results show that:(1) The survey results of work-family conflict (WFC) about S&T human resource in Chinese enterprises are the same as foreign employees', and basically consists of two aspects, which are work interfering with family (WIF) and family interfering with work (FIW);(2) S&T human resource's work-family conflict are significantly negatively relevant to job satisfaction. In addition, WIF and FIW are both negatively relevant to job satisfaction, and the relationship between WIF and job satisfaction is stronger than FIW;(3) S&T human resource's feeling of superior and relative's support are both positively relevant to job satisfaction, but colleague's support are found has no relevant to job satisfaction;(4) S&T human resources'feeling of superior and relative's support are both negatively relevant to work-family conflict, but colleague's support are found has no relevant to work-family conflict;(5) S&T human resources'work-family conflict can positively predict job satisfaction, but the influence degree of two dimensions called WIF and FIW on job satisfaction are different, which the forecast effects of WIF is higher than FIW;(6) Superior and relative's support can significantly regulate the relationship between WIF,FIW and job satisfaction, that is supervisor and relative's support play a regulatory role on the impact of job satisfaction. Therefore the model of social support buffer are partly verified.The research is divided into five parts:The first part is an introduction. This section introduces the background, purpose and significance of research, ideas and technical line, research features and innovation point;The second part is an overview of theoretical research. This section further introduces S&T human resources'concept and statistical indicators, the concept of work-family conflict and its research status, the concept of job satisfaction, the concept of social support and role model, then introduce the relationship between work-family conflict and job satisfaction;The third part is research design and methods. This section introduces the research design and methods in details, then constructs research model by theory and finally measure the subject with mature scale;The fourth part is data processing and empirical analysis. This section is the focus of the study, in which each of the hypotheses is verified through arranging the questionnnnnaire, systematic analysis and related statistical methods; The fifth part is conclusions, recommendations and outlook. In this section, the author draws the conclusion after empirical analytical method, then puts forward the suggestion for management level based on these theories, and make some prospect for related issues research in future.