Research On The Effect Of Business Managers' Work Family Conflict On Work Performance

With the rapid development of economy and the increasingly fierce market competition environment,the tremendous pressure of survival has increased the managers' working rhythm and working pressure,which caused they need more time and energy to gain industry status and economic benefitss.With the acceleration of urbanization,the deepening of the concept of "equality between men and women" and the increasing of distance between the family and the workplace,individuals have limited time and energy to reconcile their responsibilities in both areas.Too much resource in the field of work(family)leads to insufficient resources in family(work)area,which may cause work family conflict.Previous studies have shown that work family conflict can affect managers' working status and reduce their work performance.Psychological capital,as a positive resource,to some extent can alleviate the negative effects of conflict and pressure.So managers,as a special object,what is the impact of work family conflict on job performance amongt them? What are the differences in the impact of work-family conflict and family-work conflict on task performance and peripheral performance? What is the impact of each dimension of psychological capital on work performance? Can psychological capital adjust the negative impact of work-family conflict on work performance? How is the modetated effect? The above problems are the key research issues in this paper.The research objectives of this paper are as follows: Based on theoretical research and literature review,this paper explores the influence mechanism of managers' work-family conflict on work performance through empirical analysis.And explore the role of transactional psychological capital and interpersonal psychological capital in the impact of work-family conflict on job performance.It can provide the basis for the managers to alleviate the work-family conflict and improve the work performance.In order to achieve the goal of the research,the following research is carried out:(1)Theoretical Analysis and Literature Review.Through combing the relevant theories and literature,based on resource conservation theory and role conflict theory,itclarified the concept connotation and structural dimension of managers' work family conflict,psychological capital and work performance.The work family conflict can be divided into two dimensions: work family conflict and family work conflict.Psychological capital can be divided into two dimensions: transactional psychological capital and interpersonal psychological capital.Work performance can be divided into two dimensions: task performance and contextual performance.Based on the regulating effect of psychological capital,this paper establishes a structural model of the impact of working family conflict on work performance,and puts forward the research hypothesis.(2)An Empirical Study on the Influence of Enterprise Managers' Work Family Conflict on Work Performance.This part includes: Though descriptive statistical analysis,reliability analysis,difference analysis,correlation analysis of demographic variables,this paper performed a statistical analysis on data;Through structural equation model,this paper explored the directly impact of work family on work performance and psychological capital on work performance;Through hierarchical multiple regression method,this paper tested the regulating effect of psychological capital and its dimensions in the influence of work family conflict on work performance.(3)From two aspects of alleviating working family conflict and raising psychological capital,the promotion strategy of managers' work performance has been put forward.Through theoretical and empirical research,this paper draws the following conclusions:(1)Corporate managers' work-family conflict is at a medium level(3.03).Psychological capital(3.69),and work performance(3.83)are all at a medium-to-upper level.Different demographic variables have different effects on work-family conflict,psychological capital,and work performance.Specifically,there are significant differences in work-family conflicts perceived by managers of different gender,age,marital status,number of children,and education level.There are significant differences in managers' psychological capital with different genders,ages,and education levels.There are significant differences in managers' managerial performance with different ages and education levels.(2)The work-family conflict has a significant negative effect on work performance.It can be seen from the regression coefficient that the impact coefficient of family-work conflict on job performance is higher than that of work-family conflict.(3)There is a significant positive effect ofpsychological capital on work performance.From the perspective of regression coefficient,the influence coefficient of transactional psychological capital on task performance is higher than that of interpersonal psychological capital,and the coefficient of influence of interpersonal psychological capital on peripheral performance is higher than that of transaction.(4)Overall,psychological capital plays a buffering role in the impact of work-family conflict on work performance.Specifically,the two dimensions of psychological capital have no regulatory role in the impact of work-family conflict on task performance.They play a significant buffering role in the impact of work-family conflict on peripheral performance.They also play a role in the impact of family-work conflict on peripheral performance.The effect of buffering regulation is significant.Transactional psychological capital plays a significant buffering role in the impact of family-work conflict on task performance,while interpersonal psychological capital has no regulatory effect in the impact of family-work conflict on task performance.According to the research conclusions,the paper proposes corresponding strategies and suggestions for improving work performance from the aspects of reducing work-family conflict and cultivating psychological capital:(1)Reducing Work-Family Conflict.For enterprises,work-family conflict can be relieved by developing human resources support policies and focuing on corporate culture care,in that case can enhance the happiness of managers and their families.As for the family,in order to reduce the incidence of work family conflicts and improve job performance,the the enterprise managers should pay attention to family feelings.(2)Cultivate Psychological Capital.On one hand,the enterprise manager should Cultivate business-oriented psychological capital and develop self-motivated spirit.They should also cultivate self-strengthening tenacious qualities,identify their own abilities and shortcomings,and develop self-confidence and courageous traits.One the other hand,the enterprise manager should also cultivate their interpersonal psychological capital.For example,in the aspect of individual traits,they can focus on culticating modesty,gratitude,dedication,respect,polite and emotional quotient awareness.They should also have tolerance and forgiveness for their subordinates,and learn to understand others' position and growth environment.Through the cultivation of transaction-type psychological capital and interpersonal psychological capital,the level of managerial psychological capital will be improved,and the ability to resist pressure andself-adjustment will be enhanced and likewise the work performance will also be enhanced...