Study On The Influence Of Married Professional Women's Work-Family Conflict On Job Performance

With the popularity of information networking and the spread of mobile Internet,the boundaries between work and family have become increasingly blurred.It is normal for employees in the workplace to return home from work,so that they have no time to take care of the family,conflicts between work and family will arise in one day.Such conflicts are more common in modern society,and in a sense such conflicts cannot be completely erased.At the same time,more and more married women enter the workplace and become an integral part of the labor market.However,influenced by Chinese traditional culture,women are often required to spend more time to care for the elderly and raise children,especially with the aging of the population and the opening of the comprehensive two-child policy,making the family,especially married women,shoulder more family responsibilities,married female employees have to shoulder the burden of the family while they are working overtime.The pressure from both work and family will eventually collide and the work-family conflict will emerge.However,in the fierce market competition environment,maximizing the performance of employees'work is the basis for the existence of the company and its long-term development.How to avoid affecting their job performance because of work-family conflicts,especially the work-family conflicts of married professional women?It is the main research issue of this paper to successfully deal with such work-family conflicts,making such conflicts develop in a favorable direction without affecting job performance.Studies have shown that the leader's leadership style has an impact on the individual's job performance.As a kind of relational leadership,inclusive leadership has the affinity,inclusiveness and cooperation.They can be integrated into the employee group,listen to the voices of subordinates,and more easily reach the subordinates' emotions and sorrows,so they can meet in subordinates.Work-family conflicts effectively guide their behavior and promote the improvement of their work performance.At the same time,Hesser also found that the state of emotional state can be related to the resolution of conflicts.The conflict is a "double-edged sword".The negative emotional state will only make the conflict develop into a worse state.However,a good emotional state can not only correctly guide the conflict,but also promote the qualitative change of things and stimulate the favorable side of things.This study introduces inclusive leadership and emotional control as regulatory variables,trying to explore whether there is an impact on the performance of married professional women in the dependent variable,and whether the two can work at the organizational and individual levels.The role of family conflict and work performance plays an effective regulatory role.In a word,this study explores the impact of inclusive leadership and emotional control on job performance and the relationship between work-family conflict and job performance from the perspective of exploring the relationship between work-family conflict and employee performance.The research in this paper is divided into four major steps:The first step is to sort out the research context of the four variables by reviewing the historical documents of work-family conflict,inclusive leadership,emotional control and job performance.The definition,the scale measurement,the antecedent variables and the outcome variables of the four variables;the second step is to construct the five hypothesis research hypotheses of the study based on the correlation between the literature and the clear the variables in the first step.The theoretical model,based on the relevant theory to explain the existence of the hypothesis and the existence of the model;the third step,based on the relevant domestic and foreign mature measurement scales of the four variables,select one of the measurements to design the questionnaire,and then carry out in the 15 target enterprises in the selected Hefei Economic Development Zone,and screen the collected samples to obtain valid samples;the fourth step,analyse the overall reliability and validity test of the samples,and the reliability and validity analysis of individual four variables,then carry out the correlation analysis of the relationship between the four variables and hierarchical regression,and use SPSS Software regression results test whether the five hypotheses of this study exist.This study mainly draws the following five conclusions:(1)Work-family conflict has a negative impact on employee performance.In other words,the more work-family conflicts an individual experiences,the lower their job performance are;(2)Inclusive leadership is predicting job performance.That is to say,the more inclusive leadership atmosphere,the higher the employee's job performance are;(3)emotional control is positively predicting job performance.That is to say,the more rational the individual's emotional control,the higher the performance of his work is;(4)the inclusive leadership plays a regulatory role in the impact of work-family conflict on job performance,which can weaken the negative relationship of work-family conflict and job performance;(5)Emotional control plays a role in regulating the relationship between work-family conflict and job performance,which can alleviate the negative effect of work-family conflict on job performance.Based on the above conclusions,this paper proposes that organizations should not evade and prevent the work-family conflicts of employees,especially for married female employees,and correctly guiding employees and promoting the improvement of work performance is the right thing;at the same time,organizations should establish an inclusive leadership atmosphere.Inclusive and support employees,provide psychological support and effective resource support when employees encounter conflict problems,thus improving their work performance;in addition,the organization should organize training courses to enhance employees' personal emotional control ability and guide employees to establish correct and positive view of conflict behavior.