The Measurement And Application Of Work-Family Balance Of Dual-Earner Employees

The tremendous changes in the labor structure,more and more women step into the workplace,the number of dual-earner employees has increased year by year.Work and family had become the two most important areas in the life of dual-earner employee.The relationship of work and family was getting closer,and the wok-family border was increasingly blurred.The problem of work-family balance has become a huge challenge for dual-earner,which will had a serious impact on their happiness and marital satisfaction.Therefore,the research was mainly based on the work-family border theory,a total of 1007 dual-earner employees’ work-family balance were investigated by the literature research,the interview,and the questionnaire survey method.The questionnaire of work-family balance was compiled,the current situation and features of the work-family balance of dual-earner employees were deeply explored,and the relationship between the work-family balance of dual-earner employees and psychological capital and marital satisfaction was also discussed.The results showed that:(1)The work-family balance questionnaire consist of the three dimensions,time management,emotional spillover and role conversion.The internal consistency α coefficient of total questionnaire and its three sub-dimensions were in the range of 0.80-0.89,and the composite reliability of total questionnaire and its three sub-dimensions were in the range of 0.81-0.90,which was higher than the critical value of 0.70.The re-tested reliability of total questionnaire and its three sub-dimensions were in the range of 0.52-0.60.Furthermore,the correlation coefficient of the total score of the work-family balance questionnaire and its three sub-dimensions were between 0.75 and 0.84,and the internal correlation of the three dimensions of the work-family balance questionnaire were between 0.39 and 0.53.The work-family balance significantly and negatively correlated with the work-family conflict,and it significantly and positively correlated with job satisfaction.What’s more,there was a significant and positive correlation between the work-family balance and the questionnaire of work-family balance established by Grzywacz and Carlson.(2)The work-family balance of dual-earner employee was at the upper-middle level.There was a significant age difference in the dual-earner employees’ work-family balance,the older the dual-earner employees become,the higher level of work-family balance they get.The dual-earner employees’ work-family balance was also a significant difference in the level of education,the lower the level of education,the higher work-family balance level.The dual-earner employees’ work-family balance was also a significant difference in the length of work per day,the less time they work per day,the higher work-family balance level they can get.The dual-earner employees’ work-family balance was also a significant difference in the number of children,of which the dual-earner employees with one child had the highest level of work-family balance.However,the dual-employee’ work-family balance was not significantly difference in genders and occupations,that is,the scores of dual-earner employees’ work-family balance was no significant difference in the different genders and occupations.(3)Psychological capital significantly and positively predicted the work-family balance of dual-earner employees.The dual-earner employees’ work-family balance significantly and positively predicted marital satisfaction,and the dual-earner employees’ work-family balance played a partial mediating role in the relationship between psychological capital and marital satisfaction.Therefore,the work-family balance questionnaire had a good reliability and validity,and can be used to measure the work-family balance of employees.The dual-earner employees’ work-family balance was also a significant difference in the age and number of children and so on.In management,managers need to understand the basic situation of employees,formulate corresponding strategy of management and work-family friendly policies,so as to lay a good theoretical foundation in improving the level of employees’ work-family balance and marriage satisfaction.