A Study On The Relationship Among Work Family Conflict,Rerceived Organizational Support And Job Performance Of New Generation Employees

In the 1950 s and 1960 s,with more and more women getting rid of the role of housewives,the contradiction between work and family has gradually become the focus of scholars.With the development of time,scholars have done a detailed study on the relationship between work and family.Finally,the work family relationship is divided into four categories,namely work family conflict,work family balance,family work conflict and family work balance.Among them,work family conflict refers to the serious impact on employees' families due to work reasons.Through the research,it is found that employees' feelings of work family conflict are far higher than other work family relationships.At the same time,scholars have also studied the individual characteristics of employees and work family conflict,and found that employees with different individual characteristics will have different performance in the face of life satisfaction,turnover intention and work performance and other outcome variables of work family conflict.Generation Y in the west is more sensitive to work family conflict than employees of other ages and levels.However,the post-90 s generation employees in China have a similar growth environment with those in the western y-era.Therefore,this paper examines whether the work family conflict of the post-90 s generation in China has an impact on their work performance.Before the 1970 s,scholars used the theory of segmentation to explain the relationship between work and family.With the development of time,scholars have found that the emotions generated by employees at work will be brought into family life,and the emotions generated from family will also be brought into work,which is the spillover theory.In addition,some scholars study work family conflict from role conflict theory and boundary theory.However,these theories do not provide strong theoretical support for the solution of work family conflict.This paper takes social exchange theory and person organization matching theory as theoretical basis and organizational support as moderating variable to seek the operating mechanism of reducing work family conflict.In this paper,through carefully combing the literature of previous scholars,this paper puts forward the corresponding research hypotheses,and on this basis,constructs the theoretical model of work family conflict,organizational support and job performance of the new generation of employees.By referring to the scale of scholars,this paper collects the required data by using the questionnaire on satellite network.In the process of data statistics,spss23.0 analysis software is used.Based on the reliability and validity of the scale,descriptive statistics,correlation analysis and regression analysis are carried out on the data.The main conclusions are as follows:(1)work family conflict and work performance There was a significant negative correlation between the effects.(2)There is a positive correlation between perceived organizational support and job performance,and the three dimensions of perceived organizational support have a positive impact on job performance.(3)Perceived organizational support can be used as a moderating variable to regulate the relationship between work family conflict and job performance...