Diagnosis Work-family Conflict And The Proposed Interventions

For the past few years,Along with the fast development of educational services,qualified personnel has become a limiting factor.And the huge demand of industry market?the shortage of talent market?the high turnover rate of educational services are all the key factors leading to the lack of qualified personnel.When analyzing the turnover data of SC branch of a large education and training institution in recent three years,the author finds that behind the high turnover rate,work family conflict is also a major reason.In the 20 th century,one of the most important factors for employees to have work pressure is work family conflict.The earliest research on work family conflict comes from the theory of role conflict.Resource preservation theory and work resource requirement model can fully explain the formation mechanism of conflict.Therefore,this paper first summarizes the above theories,and further elaborates the variables,measurement methods and balance policies of work family conflict.In the meantime,Through depth-interviews and questionnaire,the paper got data on work family conflict among teachers of educational services,analyzes the work stress index,the emotional support and instrumental assistance of family,and the status quo of work family conflict.Through the analysis,the interview results and the results of questionnaire basically reached the same point: with the increase of the level of teachers in educational enterprises,teachers feel stronger work pressure.There is a positive correlation between work family conflict and work stress.The higher the family's instrumental support,the less work pressure and work family conflict the teachers feel.Finally,referring to the excellent practice of work family balance enterprises in foreign countries,combined with the resources and actual situation of SC branch school,the author puts forward suggestions and measures to reduce the work pressure of teachers in education and training institutions and optimize and balance their work family relationship from the aspects of recruitment,teacher training,curriculum business model innovation,staff work policy support,and family friendly support projects.