How Work-Family Conflict Influence Job Satisfaction:Organizational Commitment As A Moderator

With the arrival of the mobile Internet economy,the speed of global economic integration grows faster,bringing unprecedented business opportunities for enterprises,and unprecedented fierce competition among enterprises.Against this background,the enterprises need employees threw themselves into the work to improve performance and maintain further improvement.On the other hand,in China,working families are very common,and the family planning policy came together,so that the new generation of young workers would have to support four elderly couple,exacerbating material and mental stress of many young workers.Both at home and at work in which individuals assume the role of a higher demand,in which case the individual is often difficult to maintain a balancing act,energy and psychology.Thus,they will feel strong contradiction between family roles and work roles.This contradiction produces a series of negative impacts on workplace behavior and attitude,and lead to reduce job satisfaction,turnover rate arise,job performance decline and other phenomena.This makes the Work-Family Conflict research is very necessary.Research on the relationship between Work-Family Conflict and Job Satisfaction is not uncommon in the realm of this theory,but its conclusions are not unified.Take Organizational Commitment to the research model is uncommon.The same time considering Chinese cultural context is of considerable value.This article is to explore if and how the Organizational Commitment moderate the relationship between Work-Family Conflict and Job Satisfaction under Chinese cultural context.On the basis of previous research results and self-determination theory,combined with cultural context that Chinese people attach more importance to the family than work,this paper put forward the hypothesis that the three dimensions of Organizational Commitment moderate the relationship between Work-Family Conflict in both directions and Job Satisfaction in different ways.First,the Work-Family Conflict negatively impact on Job Satisfaction;Second,Affective Commitment weakened the negative impact Work Influence Family on Job Satisfaction,however,Continued Commitment and Normative Commitment is to strengthen the negative effect;and finally,Affective Commitment and Continued Commitment weakened the negative impact Family Influence Work on Job Satisfaction,however,Normative Commitment is to strengthen the negative effect;In this paper,the survey sample is selected from different sectors of the six companies in Province Jiangsu,the paper questionnaires distributed 750 parts and received 671 valid questionnaires.In the statistical analysis section,the author use both Lisrel and SPSS data analysis software to conduct a series data analysis.Data analysis results show the same of the proposed hypotheses are right.The following hypotheses have been proven:Work-Family Conflict has negative impact on Job Satisfaction,Continued Commitment and Normative Commitment strengthens the negative impact of Work Influence Conflict on Job Satisfaction,Continued Commitment undermines the negative impact of Family Influence Work on Job Satisfaction.Finally,the author summarized the article are,and on this basis describes the theoretical and practical significance of this paper.Then,pointed out the shortcomings of the article,while providing direction and advice on related research in the future.