The Relationship Of Work－family Conflict And Employee Well-being

Along with the enterprise competition turns white-hot with each passing day,“Human capital” plays a more and more important role in enterprise. Employee is thedriving force and fountainhead of development. All enterprise’s growth anddevelopment are inseparable from the employees for their hard work and quietdedication. Enterprise can hardly do without employees. So, creating a happy life foremployees is the sacred duty of corporate managers. If enterprises can meet thewell-being of employees, employees will return business with professionalism anddedication, which is a positive interaction with the ideal relationship between theemployees and enterprise. However, the work and family is integral to the employeesof the two areas, each role increasing in investment means that the reduction in theinput of the other roles, and this will inevitably result in work-family conflict. It willreduce the efficiency of the employees and quality of life when work and family areat odds. Therefore, reducing work-family conflict for employees and enhancingemployee well-being will help enterprise to provide better working conditions andopportunities for employees, and a long time to maintain the loyalty of employees,and to inspire the employees’ entrepreneurial enthusiasm and energy, and create betterbenefits for enterprise. Meanwhile, basing their actual situation, it can help employeesbalance work and family and improve their own well-being.Foreign researches on work-family conflict and employee well-being have beenquite in-depth theory. However, the research of the relationship between work-familyconflict and employee well-being in the context of Chinese culture is relatively small.Also, the research in the West is difficult to be applied directly to Chinese enterprises.This article plans to explore the relationship between work-family conflict andemployee well-being, and grope for the moderating effect of perceived organizationalsupport. Based on the reliability of scales, we processed the obtained data by analysisof variance, correlation analysis and regression analysis, and we get main conclusionas following:(1) There are differences in the nature of the enterprise and employee gender onemployee well-being. The well-being of women is higher than men. Employeewell-being improves with increasing positions. Employees of state-owned enterpriseshave the highest happiness, significantly higher than that of joint ventures and private enterprises.(2) Two dimensions of work-family conflict has different effect on employeewell-being: The work-family conflict has a significant negative influence onemployee well-being. Work-family conflict significant negatively impacts on lifesatisfaction, positive emotions and well-being. But work-family conflict does notimpact on job satisfaction and negative emotions significantly.There is no correlationbetween family-work conflict and employee well-being.(3)Perceived organizational support has a significant moderating effect betweenthe total work-family conflict and employee well-being. When perceivedorganizational support is higher, the negative relationship between work-familyconflict and employee well-being is weaker; perceived organizational support is lower,the negative relationship between work-family conflict and employee well-being isstronger.