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Research On The Relationship Between Boundary-spanning Resources And Work Family Conflict

Posted on:2018-06-08Degree:MasterType:Thesis
Country:ChinaCandidate:Y WangFull Text:PDF
GTID:2359330536456516Subject:Business Administration
Abstract/Summary:PDF Full Text Request
With the continuous development of China's economic society,people's lives and the rhythm of work has undergone enormous changes.On the one hand,people face greater pressure on their work,and because women go to work,the traditional family structure of "male and female” is broken,not only both men and women need to bear greater family responsibilities,but also suffered a different degree of working family conflict.How to maintain the balance of work and family has become a major issue of modern people.Family-friendly policy as formal resource support within the organization to help employees balance their jobs and family duty,the results of domestic research are still relatively small,and the results of the study are not consistent in slowing the role of working family conflicts.Will family-friendly policy mitigate work-family conflicts? If so,what policies can it be? What is not? And what are the differences? At the same time,what is the relationship between family-supportive supervisor behavior which as an informal resource support within the organization and the work family conflict? What is the relationship between the internal dimensions of the family-supportive supervisor behavior and work family conflict? What is the path and mechanism of its relationship? What are the factors that are affected?So this article from the perspective of Resource Conservation Theory,the family friendly policy as a formal work resources,family-supportive supervisor behavior as an informal resource,to explore their relationship with family conflict and its internal dimensions.And organization of family supportive perception as the mediator variable,the work resource loss is the adjustment variable.Exploring the relationships within each variable to enrich existing research and provide management advice for practice.In this paper,283 valid questionnaires were used to collect the data by using the methods of qualitative and quantitative analysis,and the statistical analysis tools such as SPSS 21.0 and AMOS 21.0 were used to analyze the relationship between the variables relationship analysis and testing,and finally draw the following conclusions:(1)Family-friendly policies have a negative impact on working-family conflict.In other words,family-friendly policies negatively affect work-family conflict and familywork conflict.Family-friendly policies within the various dimensions: flexible work time,family care,leisure leave and staff assistance can negatively affect the work-family conflict.In the case of family-work conflict,except for flexible work,the other three dimensions can mitigate the family-work conflict.(2)Family-supportive supervisor behavior has a negative impact on workingfamily conflict.And also negative affected the work-family conflict and family-work conflict,which confirmed the positive role of informal resource support for alleviating work family conflicts.(3)Organization of family supportive perception mediate the relationship between family friendly policy and work family conflict.Specifically,organization of family supportive perception partly mediate the relationship between family friendly policy and work-family conflict;Fully mediate the relationship between family friendly policy and family-work conflict.At the same time,the organization of family supportive perception plays a mediating role between family-supportive supervisor behavior and work family conflicts and internal dimensions.(4)The loss of working resources moderate the relationship between the organization of family supportive perception and work-family conflict.
Keywords/Search Tags:Family Friendly Policy, Family-Supportive Supervisor Behavior, Organizational Family Supportive Perception, Work Family Conflict
PDF Full Text Request
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