Female Employees Of An Investment Company Analysis Of The Current Situation Of Work-family Conflict And Coping Strategies

With the development of the economy and the accelerating pace of society,the work pressure faced by female employees has gradually increased,and at the same time,work-family conflict has been the new normal and new problem generally faced by modern women in the context of China’s aging population and the culture of encouraging childbirth.This paper takes an investment company in Zhengzhou as the research object,which is a diversified company mainly engaged in real estate development and commercial operation.In recent years,the company has faced a difficult development environment and has been streamlining and laying off employees in order to reduce costs,and the high intensity and high workload as well as less resource support have made the work-family conflict of female employees increasingly serious and reduced job satisfaction,which seriously affects the work efficiency.In order to survive and develop in the midst of severe challenges,companies need to give full play to the value of existing personnel.Finding the causes of work-family conflict among female employees and formulating mitigation strategies are important to eliminate negative feelings of work-family conflict among female employees,improve work motivation,tap work potential,and enhance organizational performance.This paper firstly,by reviewing the theories related to work-family conflict,analyzing the current situation of female human resources in an investment company in Zhengzhou,identifying potential research questions,and proposing to investigate and analyze work-family conflict among female employees in an investment company in Zhengzhou from three dimensions of work-family conflict: time,stress,and behavior.Secondly,based on the existing mature scale and the characteristics of female employees in this company,a questionnaire suitable for this study was developed on the basis of a clear research purpose,and the quantitative analysis of the questionnaire was used to understand the extent and manifestations of work-family conflict among female employees in this company.Finally,on the basis of the questionnaire,the interview method was used to analyze the comparison between female employees with and without strong conflict feelings to further understand what conflicts there are,why these conflicts occur,the process of conflict formation and other issues.This paper found that,first,an investment company in Zhengzhou can differentiate different types of conflicts to improve the relevance of conflict mitigation.For example,for time-based work-family conflicts,measures can be taken to set up work positions rationally and simplify work processes;for stress-based work-family conflicts,measures can be taken to reduce employee stress in terms of salary,performance and promotion;for behavior-based work-family conflicts,measures can be taken to strengthen training and create a family-friendly culture.Second,a comparative analysis of employees who feel strongly about conflict and those who do not,reveals that female employees who do not feel strongly about conflict are concerned about the mutual benefits of work and family,have strong emotion management skills,can actively accept role changes,are good at using favorable conditions in the organization,and can effectively make work and family plans,etc.These strategies help mobilize key resources for female employees to mitigate work-family conflict,making individuals The strategies help to mobilize key resources to mitigate work-family conflict and enable individuals to proactively adopt positive and effective ways to cope with work-family conflict.