工作需求与家庭支持型主管行为对员工幸福感的双路径影响

基于资源保持理论并结合工作需求-资源模型,本研究探讨了工作需求和家庭支持型主管行为影响员工幸福感的具体路径,以及工作-家庭冲突的中介效应。研究发现,工作需求能够正向影响情绪耗竭、负向影响工作满意度;家庭支持型主管行为能够负向影响情绪耗竭、正向影响工作满意度;工作-家庭冲突完全中介工作需求和工作满意度之间的关系,部分中介工作需求与情绪耗竭之间的关系;工作-家庭冲突部分中介家庭支持型主管行为和情绪耗竭、工作满意度之间的关系。因此,企业应关注员工的家庭需求,避免过高的工作需求,并给予员工家庭方面的支持,以帮助其平衡好工作和家庭并提升幸福感。     

新生代农民工工作家庭冲突对工作满意度的影响

在众多工作满意度的影响因素中,工作家庭冲突和工作满意度之间的关系一直是人力资源研究的热点,但目前很多关注于工作家庭冲突对工作满意度的影响研究中,针对新生代农民工的研究很少。在回顾国内外相关研究的基础上,本文提出研究工作家庭冲突与工作满意度之间关系的框架。本文参考该领域经典量表,编制调查问卷,向广东地区的新生代农民工发放问卷。然后利用SPSSI9.0统计软件进行信度和效度分析、差异性分析以及相关分析。本文的主要结论如下:(1)年龄,父母情况,婚姻状况和子女情况不同的新生代农民工所感知的工作家庭冲突、工作满意度存在显著差异,性别和学历则不存在显著性差异;(2)新生代农民工工作家庭冲突处于中偏下水平,其中工作对家庭冲突高于家庭对工作冲突;(3)新生代农民工的工作满意度处于中等偏上水平,其中对上司关系和同事关系的满意度最高,对薪酬水平和晋升机会的满意度最低;(4)工作对家庭冲突水平与工作满意度之间是显著的正相关关系,而家庭对工作冲突水平与工作满意度之间则不存在显著的相关关系。     

工作—家庭冲突对知识型员工工作满意度的影响——基于心理所有权的效应分析

文章以我国西部、中部、东部三地的453名知识型员工为例,探究工作—家庭冲突对知识型员工工作满意度的影响,以及首次检验心理所有权在它们之间是否存在调节效应。结果表明,工作—家庭冲突对知识型员工工作满意度有显著负向影响,心理所有权却对其有显著正向影响;良好的心理所有权感将有助于减弱工作—家庭冲突对知识型员工工作满意度的负向影响。     

工作家庭界面下物流业员工的工作满意感与离职意向研究

采用工作→家庭增益、工作→家庭冲突、离职意向和工作满意度量表对来自物流业的416名员工进行测量,使用结构方程模型方法构建了员工工作→家庭增益、工作→家庭冲突与离职意向、工作满意度之间的理论模型。结果显示,工作→家庭增益是独立于工作→家庭冲突的变量;工作→家庭冲突对离职意向和工作满意感都有正向作用,且对离职意向有更大影响;工作→家庭增益对工作满意感有正向作用,对离职意向有负向作用,且对工作满意感有更大影响。     

工作家庭界面下物流业员工的工作满意感与离职意向研究

采用工作→家庭增益、工作→家庭冲突、离职意向和工作满意度量表对来自物流业的416名员工进行测量，使用结构方程模型方法构建了员工工作→家庭增益、工作→家庭冲突与离职意向、工作满意度之间的理论模型。结果显示，工作→家庭增益是独立于工作→家庭冲突的变量；工作→家庭冲突对离职意向和工作满意感都有正向作用，且对离职意向有更大影响；工作→家庭增益对工作满意感有正向作用，对离职意向有负向作用，且对工作满意感有更大影响。     

饭店业员工工作压力与工作满意度关系的实证研究

本文以浙江省6家高星级饭店271名员工为调查对象,采用SPSS18.0的层级回归方法,从性别和职位的研究视角探讨该方法在饭店业工作压力(工作要求和人际冲突)与员工工作满意度之间的作用。研究结果表明:工作要求和人际冲突都分别与工作满意度有显著负相关关系;性别与职位在工作要求与员工工作满意度之间起到调节作用,但没有发现二者在人际冲突与工作满意度之间有调节影响。本研究结论对饭店业人力资源管理实践具有启示作用。     

中国情景下工作-家庭冲突与离职倾向的关系

在中国情景下,工作和家庭生活的冲突对员工在工作场所的行为有着怎样的影响?本文在理论研究的基础上,以250名员工为样本进行实证分析,结果表明,工作-家庭冲突中的时间冲突和压力冲突维度对员工的离职倾向没有预测效应,行为冲突维度对离职倾向有着显著的影响;员工中心性在行为冲突与离职倾向之间起着调节作用。为兼顾组织效率和员工的工作-家庭的平衡,组织应关心员工的家庭需求,提供家庭友好的实践活动,同时对不同工作-家庭中心性的员工进行分类管理,并制定有针对性的招聘、激励和培训策略。     

工作-家庭文化对员工工作投入的影响——工作-家庭冲突的中介效应

在中国文化背景下,员工的工作投入会受到工作-家庭文化的影响,进而影响企业竞争力。本文通过实证分析工作-家庭文化对工作投入的影响机制,构建了工作-家庭冲突在工作-家庭文化与工作投入之间的多元多重中介模型。结果表明,管理支持能对工作投入产生正向促进作用,时间需求和职业顾虑对工作投入呈显著的负向作用;工作干扰家庭在工作-家庭文化与工作投入之间起中介作用。基于此,企业应充分尊重员工的价值,关心其家庭需求,尽量减少工作时间要求,打消其职业顾虑以保证家庭友好计划的有效实施,进而提升工作投入。     

工作—家庭冲突与组织承诺：工作—家庭支持的调节作用

工作—家庭支持是影响组织承诺的重要因素。既有文献认为工作—家庭冲突应与工作—家庭支持相匹配,但对＂如何匹配＂研究较少。文章分析组织支持、领导支持、情感支持和工具性支持等工作—家庭支持要素对工作—家庭冲突与组织承诺之间关系的调节作用,提出若干研究命题并构建出概念模型。研究发现,工作—家庭冲突对组织承诺有直接的负向影响,工作—家庭支持将调节工作—家庭冲突与组织承诺的关系。工作—家庭支持水平越高,工作—家庭冲突与组织承诺的负向关系越弱。工作—家庭支持水平越低,工作—家庭冲突与组织承诺的负向关系越强。组织支持、领导支持、情感支持和工具性支持都将调节工作—家庭冲突与组织承诺的关系,组织支持、领导支持、情感支持和工具性支持水平越高,工作—家庭冲突与组织承诺的负向关系越弱。组织支持、领导支持、情感支持和工具性支持水平越低,工作—家庭冲突与组织承诺的负向关系越强。     

饭店业工作要求对员工工作态度的影响研究——JD-R模型在中国饭店业情境下的验证

如何缓解饭店业员工工作压力、提高员工工作满意度和降低其离职意向,已成为业界与学界共同关注的焦点。本文运用6家饭店271份调查问卷结果,采用PASW18.0多元调节回归分析对工作要求-资源模型(JD-R)进行了验证,结果表明:工作要求和工作资源都分别对工作态度具有主效应;工作控制没有在工作要求即员工工作态度间起调节作用;一般自我效能仅在超负荷工作量-工作满意度、人际冲突-离职意向间起调节作用。此研究结论对饭店业人力资源管理实践具有一定启示意义。     

Knowledge sharing,work–family conflict and supervisor support: investigating a three-way effect

Despite the importance of knowledge sharing in competitive environments, there is a paucity of studies examining the relationship between employee knowledge sharing and work–family conflict. Drawing on insights from conservation of resources theory, this study investigated how employees may reduce their knowledge-sharing behaviors when they experience resources lost from work interference with family (WIF) or family interference with work (FIW). Furthermore, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was explored as a valuable resource. Using data collected from 159 employees in South Korea, we found support that WIF is negatively related to knowledge sharing. In addition, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was the strongest when WIF is low and FIW is high, thus supporting the hypothesized a three-way effect. Theoretical and practical implications are discussed.     

The mediating influence of work–family conflict and the moderating influence of gender on employee outcomes

Finding a balance between work and home continues to be a challenge for many employees. The influence of work–family conflict both from work interfering with family (WIF) and from family interfering with work (FIW) on employee outcomes is not well understood. Although substantial empirical research supports the general view that work–family conflict results from employees having conflicting roles, many previous studies examine work–family conflict and outcomes in the same, or ‘matching’ domains. Some studies on work conflict also have found cross domain outcomes that are largely unexplained. This research addresses this gap in the field by developing and testing the hypothesis that cross domain relationships will be mediated by conflict in the matching domains. Specifically, this study proposes that WIF mediates the relationship between FIW and four employee work outcomes (job satisfaction, organizational commitment, organizational citizenship behavior and task performance), and that FIW mediates the relationship between WIF and life satisfaction. This research also examines the moderating role of gender on the relationships while controlling for age and family status. The results of this study using a sample of 435 full time employees in the US provide support for most of the hypothesized relationships. The theoretical and practical implications of these findings are discussed.     

Exercise as a Means of Reducing Perceptions of Work‐Family Conflict: A Test of the Roles of Self‐Efficacy and Psychological Strain

Prior research suggests that exercise has positive benefits for individuals and the organizations they work for. Using the literature related to social cognitive theory and exercise, the present study hypothesizes and tests the effects of exercise on two directions of work‐family conflict: work interference with family (WIF) and family interference with work (FIW). Using a sample of 476 working adults, we found that exercise was both positively related to self‐efficacy for managing work‐family conflict and negatively related to reported psychological strain, which in turn were related to reductions in work‐family conflict. Model fit for the data support our contention that exercise indirectly influences work‐family conflict via its direct impact on increased self‐efficacy and reduced psychological strain. © 2014 Wiley Periodicals, Inc.     

The effects of family-friendly practices and gender discrimination on job attitudes: the moderating role of supervisor support

This study examined the effects of family-friendly practices and gender discrimination on female employees' job attitudes and the moderating role of supervisor support. The results of our analysis, based on a sample of 1556 female employees in Korea, indicate that family-friendly practices and workplace environments reflecting gender discrimination are significantly related to their job satisfaction and workplace benefits stress. In addition, supervisor support moderated the effects of family-friendly practices and workplace environments reflecting gender discrimination on Korean female employees' job satisfaction and work stress. These results suggest that perceived organizational support has considerable influence on the job attitudes of Korean female employees through its interactions with supervisor support. Therefore, firms should consider the ‘fit’ between organizational support and supervisory roles to enhance Korean female employees' job satisfaction and to reduce their work stress.     

Women entrepreneurs and work-family conflict: an analysis of the antecedents

Over the years, academic attention towards work-family conflict (WFC) issues has been constantly growing due to the socio-economic changes occurring in society. In line with this, great effort has been devoted to investigating WFC experienced by employees, while still almost untapped is the conversation with reference to women entrepreneurs. Moreover, the few studies that deal with women entrepreneurs’ WFC have mainly analysed its negative consequences rather than its predictors. Thus, this study aims to fill such research gap by analysing women entrepreneurs’ WFC antecedents. Based on the bidimensional conceptualization of WFC, distinguishing between work interference with family (WIF) and family interference with work (FIW), this study verifies an expanded model of the WFC which takes into consideration either the within-domain effects or the cross-domain effects of work and family stressors on WIF and FIW experienced by women entrepreneurs. In doing so, an analysis based on data from 669 women entrepreneurs has been conducted. Results show that both within-domain relationships and cross-domain relationships play a key role in explaining the WFC experienced by women entrepreneurs.

     

Chinese hotel employees in the smiling masks: roles of job satisfaction,burnout, and supervisory support in relationships between emotional labor and performance

Using survey data obtained from 206 frontline hotel employees (Study 1) and 111 employee–supervisor dyads (Study 2), we examined how the emotional labor of hotel employees was associated with affective and behavioral outcomes. We found that surface acting was negatively related to job satisfaction but positively related to burnout. Meanwhile, deep acting was positively related to job satisfaction but negatively related to burnout. Additionally, job satisfaction and burnout were found to mediate the relationship between emotional labor and work performance. We further found that supervisory support moderated the relationships between emotional labor and job satisfaction and burnout.     

Does leadership matter? Leadership styles,family supportive supervisor behaviour and work interference with family conflict

Abstract

Based on transformational leadership and social support theories, we examined the direct effects of transformational and transactional leadership on work interference with family (WIF) conflict and family supportive supervisor behaviour (FSSB) as mediator. Using organisational support theory, we examined perceived organisational support (POS) as a moderator. Survey data were collected from 368 managers in Sri Lanka. The results show that transactional and transformational leadership positively relate to FSSB and transformational leadership negatively relates to WIF conflict. In addition, transformational leadership augments the effect of transactional leadership on FSSB. While FSSB mediates the effect of transactional leadership on WIF conflict, it only partially mediates the effect of transformational leadership on WIF conflict. However, the negative relationship reported between transformational leadership and WIF conflict changes into a positive relationship when FSSB is introduced as a mediator. This suggests that transformational leadership has a positive and negative impact on WIF conflict simultaneously. Finally, contrary to expectations, POS does not moderate the effect of FSSB on WIF conflict.     

Intercultural competence and expatriates

This study examines the simultaneous effects of employees' fit with their organization, job and supervisor on their job satisfaction, organizational commitment and turnover intention in Turkish banks by paying special attention to the moderating role of perceived organizational support (POS) in these relationships. Survey data collected from 213 employees who work in five different banks operating in Istanbul, Turkey, show that employees' value fit with their organization increases their job satisfaction and organizational commitment significantly while having no direct effect on their turnover intention. The results also suggest a positive association between employees' fit with their job (needs–supplies fit) and their job satisfaction along with the negative, direct impact of job fit on turnover intention. The hypothesized relationships between employees' value fit with their supervisor and selected employee outcomes are not supported. With respect to the moderating role of POS, the overall findings indicate that a high level of organizational support suppresses the effects of employees' value fit with their organization on their job satisfaction and organizational commitment as well as reducing the relationship between their job fit and job satisfaction and turnover intention.     

Depletion or expansion? Understanding the effects of support policy use on employee work and family outcomes

Past research on the effects of employees' use of work–family support policies tends to draw on a depletion perspective suggesting that using these policies may reduce work–family conflict. The emphasis on depletion fails to consider the expansion perspective that assumes that using work resources may enrich family functioning. Using a sample of 113 matched employee–supervisor pairs and a 1‐month separation between predictor and criterion measurement, we found support for the expansion rather than the depletion perspective. Specifically, the relationships between support policy use and employee job satisfaction and family efficacy (but not organisational citizenship behaviour) were mediated by work‐to‐family enrichment; these effects were realised only for employees with high levels of family identity. In contrast, no support was found for family‐to‐work conflict as a mediator of the model.     

Dual sources of support for dual roles: how mentoring and work–family culture influence work–family conflict and job attitudes

This study examines the influence of mentoring support and perceptions of a supportive work–family culture on the level of work–family conflict (WFC), job satisfaction and affective commitment reported by employees in a Fortune 100 professional services organization. Main effects and interaction effects between mentoring and work–family culture were explored. Results indicate that the presence of a mentor is significantly related to affective commitment while a supportive work–family culture was associated with less WFC – both family interference with work and work interference with family – and greater job satisfaction and affective commitment. For both job satisfaction and affective commitment, there is an interaction effect that suggests a synergy between direct and contextual support. Implications for practice and future research are discussed.