發(fā)布時間：2021-07-29 10:52

　　當今社會,人們逐漸意識到人才是組織中最重要的資產,因此雇傭和留住優(yōu)秀人才成為了組織工作的主旋律。然而,個人追求和職業(yè)生涯之間的矛盾往往會導致組織內部嚴重的員工離職率。個人和職業(yè)之間的沖突以及沖突所帶來的壓力會對組織承諾、工作滿意度和員工離職率等造成嚴重影響。在加納的各種組織中都可以觀察到個人追求和職業(yè)生涯存在沖突的現(xiàn)象。本研究主要針對加納的公務員,由于他們在守時、誠信、工作效率和遵守工作規(guī)定等方面表現(xiàn)的差強人意,所以他們經常被冠以冷漠或者低效率的名頭。2015年,共有297名人員通過自愿或非自愿的方式退出行政服務機構,包括調入其他公共服務機構、休假、曠工、辭職,被解雇或死亡等方式。一些行政機構在各年度工作報告中進一步指出,低水平的人員配置和人員能力不足是導致行政機構無法有效運行的主要原因。本研究探討了導致工作和生活沖突的主要因素、沖突的發(fā)生對員工福利的影響以及加納公務員為確保工作生活的平衡而采取的應對策略。本研究主要分為五個部分。第一章圍繞研究背景展開,包括文獻綜述、研究目的和意義、研究問題和假設、研究范圍以及研究局限性。第二章主要為相關理論,包括定義關鍵詞、工作與生活平衡的兩個主要觀... 

【文章來源】：哈爾濱工業(yè)大學黑龍江省 211工程院校 985工程院校

【文章頁數(shù)】：88 頁

【學位級別】：碩士

【文章目錄】：
摘要
Abstract
Chapter 1: Introduction
    1.1 Background of the study
    1.2 Significance of the Study
    1.3 Literature Review
        1.3.1 Review of Related Foreign Literature
        1.3.2 Review of literature at home
    1.4 Aim, objectives and research questions
        1.4.1 Aim of the research
        1.4.2 Research Questions
    1.5 Content and Structure
Chapter 2: Theoretical and Conceptual Framework on Work-Life Conflict
    Introduction
    2.1 Perspectives in work-life conflict
        2.1.1 Conflict perspective
        2.1.2 Work-life enrichment perspective
    2.2 Work-life conflict
        2.2.1 Causes of Work-Life Conflict
        2.2.2 Outcomes of Work-Life Conflict
    2.3 Coping and Well-Being
    2.4 Conceptual Framework
    2.5 Chapter Summary
CHAPTER 3: Methods for Instrument Design Data Collection and Analysis
    Introduction
    3.1 Research Design
    3.2 Data Collection Instrument and Development
    3.3 Ethical Issues in Data Collection
    3.4 Data Analysis
    3.5 Chapter Summary
Chapter 4: Analysis of the Impact and Coping Strategies to Work-life Conflict
    Introduction
    4.1 Demographic Characteristics of Sample
    4.2 Incidence of Work-Life Conflict
    4.3 Impacts of Work-Life Conflict and Employee Demographic Factor
        4.3.1 Work-Life Conflict and Physical Well being
        4.3.2 Work-Life Conflict and Psychological Wellbeing
        4.3.3 Work-Life Conflict and life satisfaction
        4.3.4 Work-Life Conflict and family satisfaction
        4.3.5 Work-Life Conflict and Job Satisfaction
        4.3.6 Work-Life Conflict and Physical Health
    4.4 Ways Civil Servants Cope with Work-life Conflict
        4.4.1 Personal Interventions
        4.4.2 Organisational Support
    4.5 Key Findings of the study
    4.6 Chapter Summary
Chapter 5: Recommendations and Policy implications
    Introduction
    5.1 Recommendations for Employees in the Ghana Civil Service
    5.2 Recommendation for Ghana Civil and other Public Services
    5.3 Suggestions Future Research
    5.4 Chapter Summary
Conclusions
References
Appendix: Questionnaire to Ascertain the Impact of Work-life Conflict among Ghanaian Civil Servants
Acknowledgements
Resume



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