Research On The Relationship Of Work Family Conflict And Subjective Well-being Of Female Professors

No matter in working or in life, happiness will have a significant impact onindividual’s attitude and behavior, and then affect their quality of work and life.High-level innovative talents were put on crucial position in national long-term talentdevelopment program (2010-2020)."High-level" refers to a senior title personnel orperson who has outstanding contribution in a particular field. Female professors(including associate professors) in university as part of it, play an important role in theprogress and development of national education and scientific research career.Therefore, the happiness problem of this group should be concerned by the society,and the inducing factors and solution also should be studied.A remarkable feature of this group is the flexible forms of work, and that makestheir work-family interface rather vague. It is easy to produce conflict of time,behavior and other aspects. According to the theory of role conflict, work familyconflict is a kind of role conflict, produced by certain pressure of work and familyareas. If they can not balance between work and family, and struggle in the “idealwoman” and “women’s ideal” dilemma, they may have confusion, anxiety and othernegative emotions which resulting in the decrease of happiness, further affecting thequality of their work, such as education and scientific research, as well as the qualityof family life.Therefore, this paper mainly study female professors’ level of work-familyconflict, the relationship between work-family conflict and subjective well-being, andthe role of social support between them. Through the questionnaire surveying anddata analysis, this paper gets the following conclusions:(1) Work family conflict has anegative impact on subjective well-being, which work to family conflict(WFC) andfamily to work conflict(FWC) both have negative impact on subjective well-being;(2) Social support plays a moderating role between work family conflict and subjectivewell-being, which objective support, subjective support and support utilization allplay moderating roles between work family conflict and subjective well-being.This study provides some management inspiration: on the issue of FemaleProfessors subjective well-being, managers in the organization should attach greatimportance to their work-family conflict, if the resources and capacity allow,managers should provide effective social support to relieve their work-family conflictand enhance their subjective well-being. Such as providing policy, welfare and otherobjective support, giving respect, understanding and other subjective support, to makethem have a positive mental state to work and live, and better fulfill their social andfamily responsibilities. Female professors should use all kinds of support actively toresolve work family conflict and improve the quality of work and life.