Research On The Relationship Among Big-five Personality, Work-family Conflict And Job Performance Of Professional Women

High work performance is the goal of enterprise managers. However, women in modernworkplace are facing double pressure from family and career. Especially in China where thetraditional consciousness of “husbands go out to work while wives look after the house”gradually turns to the concept of equality between husbands and wives. Professional women’swork-family conflict and its influence on job performance should be given more attention.Previous studies pay more attention on the macro aspect, ignoring the individual differencesin personality. This article mainly studies the relationship between work-family conflict andwork performance, and joins the personality as the adjustment variable.The paper’s main content is divided into three parts: First, based on previous literaturereview and summary, this study puts forward the hypothesis. Second, the study uses themature scales for data collection, and does scale reliability and validity test. Third, the paperverifies these hypothesis:(1)uses SPSS to analyze the simple correlation between big-fivepersonality, work-family conflict and work performance.(2)studies the prediction functionbetween big-five personality, work-family conflict and work performance by regressionanalysis.(3)uses SPSS to test the adjustment effect of big-five personality on the relationshipbetween work-family conflict and work performance.The main conclusions:(1)Five components in professional women’s work-familyconflict have significant negative effect on job performance. The effect ranks from large tosmall in turn: family-work stress conflict, work-family time conflict, work-family stressconflict, family-work behavior conflict and family-work time conflict. Professional women’sconflict in family-work direction has a significant negative effect on task performance.Professional women’s time conflict and stress conflict（including family-work direction andwork-family direction）have significant negative impact on contextual performance.(2)Threeof professional women’s personalities have significant positive effect on job performance，theeffect ranks from large to small in turn: responsible trait, agreeableness and emotionalstability.(3)professional women’s personality traits of extroversion， openness andagreeableness have significant negative effect on work-family conflict.(4)Professionalwomen’s extroversion, responsible trait and agreeableness have strengthening effect on thenegative influence of family-work stress conflict on job performance. Responsible trait hasweakening effect on the negative influence of family-work time conflict and family-work behavior conflict on job performance. Agreeableness has weakening effect on the negativeinfluence of work-family stress conflict on job performance.Suggestions:(1)Managers of enterprises should pay attention to the work-family conflictof professional women, and make relevant formulate system to relieve their work-familyconflict in order to improve their work performance.(2)Professional women who are older, inlower education level, married, general staff or higher managers and who have children wouldbear larger work-family conflict pressure, and human resource managers can formulatecorresponding working system, such as shift and reducing work to alleviate their work-familyconflict in order to improve performance.(3)Managers should pay attention to the personalitydifference of female employees and take different measures according to different personalitytraits and work-family conflict situation in order to improve job performance.