The Empirical Research Between Enterprise Employees’ Work Family Conflict. Perceived Organizational Support And Job Performance In The Context Of China

With the deepening development of civilization, employees’work and family life also start with change. Family structure change and impact of the work environment, gradually lead to people who are in working status to experience the conflict under the various roles and stress, which leads to growing work family conflict. Since the 1970s, foreign researchers had already started large study on work family conflict. Research results show that work family conflict will bring negative effects, such as psychological and physical discomfort, low work efficiency, job burnout, absenteeism, turnover, low quality of life and a decrease in the level of mental health, etc. In a word, work family conflict has an influence on individuals, mainly on physical health and mental health.While employees can experience the pressure of work family conflict, but not every individual’s job performance will be affected by similar. This is mainly because there are a lot of intermediary between stressors and stress response variables or adjusts variables, such as family support policy, the supervisor support provided by the organization, employee’s emotional support by the organization, etc. Perceived organizational support means that employees can feel support by the organization. In industrial countries, more and more enterprises formulate the family friendly policy, and help employees balance their work and family responsibilities. Flexibility can decrease absenteeism, and has a positive impact on employees’job satisfaction. Existing studies have shown that perceived organizational support plays a regulating role on work family conflict and stress results. But based on that China’s related research achievements of work family conflict is not sufficient, and research abroad in this field is not consistent with the current research conclusion, such as the relationship between the work family conflict and job performance, mechanism of perceived organizational support, etc.So combining previous research results, we set up the research framework with regulating role as the core. We choose employees in different nature of the company in Shanghai (state-owned enterprises, private enterprises, foreign enterprises and joint ventures) and perform corresponding study on the employees. We use empirical research to test whether perceived organizational support plays a regulatory role between work family conflict and job performance. In addition, a lot of research on work family conflict is carried out in a foreign environment, lack of local environment, so we want the validation of the research achievements based on predecessors’ research in china environment, and hope to be able to combine China’s national conditions, formulate more targeted strategy to reduce the work family conflict’s negative influence on job performance. And through the power of organizational support, adjust the negative relationship between them, and reduce the negative effect brought by the employees’work family conflict.Our results validate the negative relation between work family conflict and job performance, negative correlation between perceived organizational support and work family conflict. As the domestic and foreign research results are not consistent on the relationship between work - family conflict, family-work conflict respectively with job performance. Research results show that there is no significant negative correlation relationship between work-family conflict and job performance, but there is significant negative correlation between work-family conflict and job performance, and verify the regulating effects of perceived organizational support.