A Study On The Relationship Among Work-family Conflict, Perceived Organizational Support And Work Performance

Work and family are the most important two areas in individual life. Because the time and energy of individual are limited, there will inevitably be situations of competing for resources between work and family. And contradictions and conflicts emerge with it. With increasing competition, office workers' pace of work gets quicker, the workload gets more intense, the time of work gets longer. This makes the influence between work and family getting worse and worse. And more and more people are facing work-family conflict. In fact, many studies indicate that work-family conflict will not only affect the health of employees, but also impact overall performance and long-term development of enterprise. Therefore, how to ease employees'work-family conflict becomes an urgent problem. This paper constructs the model of employees' work-family conflict influencing the work performance, and introduces perceived organizational support as a conditioning variable, emphasizing the important role of organizational support strategies to ease negative impact on job performance.In this paper, with the empirical analysis method, workers of real estate business in Dalian are selected as the study sample, in order to explore the relationship and mechanism of work-family conflict, organizational support and job performance. This study is divided into four parts as follows:Chapter1:Describes the background; Indicates the issue of work-family conflict research has some theoretical significance and practical value; Illustrates the methods, possible innovation and research framework of this study.Chapter2:The related theories of work-family conflict, organizational support, job performance and the relationship among the three variables are reviewed. This lays the theoretical foundation for this empirical model and hypotheses of this study.Chapter3:The empirical study model and research assumptions are put forward. Using the mature questionnaire at home and abroad to conduct a questionnaire survey and data collection on the real estate industry staff in dalian. And make use of SPSS statistical software to analyze the data collected, including descriptive statistics analysis, factor analysis, analysis of variance, correlation analysis and regression analysis. To test if the hypotheses proposed in this paper is established.Chapter4:Summary of the main conclusions of this study and recommendations for management practices.Through the analysis of data, the following conclusions are obtained:Firstly, the family conflict level of the staff of real estate companies in Dalian is in above-average levels, indicating that the degree of work-family conflict of respondents is high, which should attract the attention of researchers and business managers.Secondly, the influence degree of the demographic variables on work-family conflict, perceived organizational support and performance is different. The two factors of job level and marital status have significant differences on working family conflict and perceived organizational support. But other demographic variables on the variables of this study are not significantly different.Thirdly, there is significant correlation among the staff work-family conflict, perceived organizational support and job performance. There is a significant negative correlation between all dimensions of work-family conflict and job performance. Perceived organizational support and dimensions of working family conflict are significantly negatively related. And perceived organizational support and dimensions of job performance are significantly positively related.Fourthly, the prediction ability of the dimensions of work family conflict and perceived organizational support to the dimensions of job performance is different: Work-family time conflict and work-family behavior conflict have a significant negative prediction function on task performance, and work-family time conflict and work-family stress conflict have a significant negative impact on relationship performance.In addition, perceived organizational support has a positive predictive effect on the two dimensions of relationship performance.Fifthly, Perceived organizational support plays a regulatory role in the relationship between the work-family conflict and job performance.Although this paper has made some research results on the relationship of work-family conflicts, perceived organizational support and job performance, but because of the constraints of personal ability and research resource, there are still some shortcomings need to be further follow-up study.