Research On Mechanism Of Work-family Balance Oriented Human Resource Practices On Job Performance

The relationship between work and family affects people's career development and happiness.With the rising competition pressure,the work-family conflict increasing obviously.This phenomenon has been widespread concern in academic circles and enterprises.Previous studies on the relationship between work and family are not in the minority,through the continuous development,scholars proposed that Work-Family Balance Oriented Human Resource Practices can help employees balance work and family,reduce employees' work family conflict,so that employees can enjoy work family facilitation.High performance is always pursued by corporate managers,and it's also an important factor for the enterprises to maintain a competitive advantage.Research on employee performance has been an important part of management disciplines.So how to charge the problem of work-family conflict,enhance the work family facilitation,and then to improve the employee performance has become a major issue in front of human resource managers.This thesis reviewed systematically the study of work-family balanced human resource practices,work family conflict,work family facilitation,psychological capital,job performance from the literature at home and abroad.Then we proposed our hypotheses and theoretical model.We choose work-family balance oriented human resource practices as antecedent variables,work family conflict and work family facilitation as mediate variables,job performance and its three dimensions as outcome variables,psychological capital as a moderate variable,to discusses the the mechanism of work-family balance oriented human resource practices through work and family relationships to affect the job performance and to explore the the moderating role of psychological capital in the process.Then,We designed related scales according to the needs of model,and then collect data through questionnaires.Using SPSS and AMOS such statistical analysis tools to do series analysis on the collected data.Following four conclusions were made from analyzing 283 valid data.First,work-family balanced human resource practices have significant positive effect on work family facilitation.Second,work family conflict has a significant negative impact on employee's performance,and work family facilitation has a significant positive impact on employee's performance.Third,work family facilitation mediated the impaction of work-family balanced human resource practices on employee's performance.Fourth,the impaction of work-family balanced human resource practices on job performance through the work family facilitation is moderated by psychological capital.These findings can theoretically improve the research of the effecting mechanism between work-family balanced human resource practices and job performance,Based on these conclusions,this thesis elaborated there inspirations and advices on the management practices,which are provide more and better work-family balanced human resource practices,pay attention to the effectiveness of human resource practices,foster employees' psychological capital.