The Relationship Among Employees’ Work Motivation, Work Engagement And Work Family Conflict

As the pace of life and work speeds up, there are always things going wrong when staffs balance the relationship between their life and work which can easily lead to the conflict between work and family. High levels of absenteeism, low productivity and low levels of job satisfaction usually attach to the work family conflict. Experience shows that, even facing with the alike working situation, people have the different level of work-family-conflict. In other words, different personality traits may lead to different experience of conflict. Therefore, starting with staff work motivation, the intrinsic force of all kinds of behaviors, this paper intends to explore the intrinsic mechanism of work family conflict, assuming that different types of motivation can affect the work family conflict differently.At the same time of exploring the influence of work motivation to work family conflict, the paper also pays much attention to the effect of work engagement. More and more attention of researchers has been paid to the work engagement, which belongs to the positive psychology category and it is a kind of positive and perfect work-related status. This study focuses on the possible negative effect of work engagement on organizations, that is the work family conflict, rather than the positive effect like most previous researches have focused on. How can the high level of work family conflict be avoided at the time of improving employees’ level of work engagement? In order to solve this problem in the perspective of motivation, this paper makes an intensive study on the relationship of work motivation, work engagement and work family conflict.In this study, 334 employees are used as the research samples in the way of the questionnaire survey. The study explored the effect of different dimensions of work motivation on work family conflict and discussed the mediating effect of work engagement between work motivation and work family conflict.On the foundation of the Cognition Evaluation Theory, this study establishes its theory model and analyses the data with SPSS, including the normality test, different test, correlation analysis and regression analysis. The conclusions are showed as follows:(1) Employees’ extrinsic motivation and work family conflict both exist significant differences on demographic variables of workplace categories, that is, staff in the government organization has the highest level of extrinsic motivation and the self-employed persons have the highest level of work family conflict. What’s more, the work family conflict level of married employees is much higher than that of unmarried employees.(2) Extrinsic motivation, work engagement and work family conflict are significantly related; work engagement and work family conflict are also significantly related.(3) Employees’ extrinsic motivation has effectively positive predictability to work engagement and work family conflict respectively. Work engagement has effectively positive predictability to work family conflict. Besides, work engagement plays a partial mediating role between extrinsic motivation and work family conflict.(4) There is no correlation between employees’ intrinsic motivation and their level of work family conflict but the intrinsic motivation has effectively positive predictability to work engagement. That is to say, stimulating staffs’ intrinsic motivation is a way to improve their level of work engagement which will not lead to strong experience of work family conflict.Finally, the results of this research have carried on the theoretical and practical significance to discuss, and put forward the corresponding management inspirations.