本文選題：家庭友好政策 + 家庭支持型主管行為　； 參考：《深圳大學》2017年碩士論文

【摘要】：隨著中國經(jīng)濟社會的不斷發(fā)展,人們生活和工作的節(jié)奏發(fā)生了翻天覆地的改變。一方面人們在工作上面臨更大的壓力,同時由于女性走上工作崗位,傳統(tǒng)的“男主外,女主內(nèi)”家庭結(jié)構(gòu)被打破,現(xiàn)如今無論男女都需要承擔較大的家庭責任,也遭受著不同程度的工作家庭沖突。如何維持工作與家庭的平衡已成為現(xiàn)代人的一大課題。近年來,學者逐漸關(guān)注對工作和家庭同時產(chǎn)生影響的資源,如跨域資源�？缬蛸Y源包括正式的資源(家庭友好政策)和非正式的資源(家庭支持型主管行為)。此種資源是否對工作家庭沖突產(chǎn)生作用?與工作家庭沖突內(nèi)部各維度的關(guān)系是怎樣的?資源產(chǎn)生作用的路徑和機制如何?受到什么因素影響?為此,本文從資源保存理論出發(fā),將家庭友好政策作為正式的跨域資源、家庭支持型主管作為非正式的跨域資源,探索其對于工作家庭沖突及其內(nèi)部各維度的作用,以組織家庭支持理念為中介變量,工作資源損失為調(diào)節(jié)變量。探索各個變量間的關(guān)系,以豐富現(xiàn)有研究成果并為實踐提供管理建議。本文通過283份有效問卷的采集,運用定性與定量相結(jié)合的方法,通過查閱國內(nèi)外已有研究成果,設(shè)計調(diào)查問卷收集數(shù)據(jù),并借助SPSS 21.0、AMOS 21.0等統(tǒng)計分析工具對各變量之間的關(guān)系進行分析檢驗,最終得出如下結(jié)論:(1)家庭友好政策對工作家庭沖突和內(nèi)部各維度具有負向影響作用。換言之,家庭友好政策負向影響工作-家庭沖突和家庭-工作沖突。家庭友好政策內(nèi)部各個維度:彈性工作制、親屬照顧、休閑假期和員工援助均能負向影響工作-家庭沖突。在家庭-工作沖突方面,除彈性工作制外,其余三個維度均能對家庭-工作沖突起緩解作用。(2)家庭支持型主管行為對工作家庭沖突具有負向影響作用。且對工作家庭沖突內(nèi)部各維度:工作-家庭沖突、家庭-工作沖突均能起到負向的作用,證實了非正式的跨域資源對于緩解工作家庭沖突的積極作用。(3)組織家庭支持理念在家庭友好政策與工作-家庭沖突、家庭-工作沖突之間起著中介作用,其中組織家庭支持理念完全中介家庭友好政策與家庭-工作沖突之間的關(guān)系。同時,組織家庭支持理念在家庭支持型主管行為與工作-家庭沖突、家庭-工作沖突間起著中介作用。(4)工作資源損失正向調(diào)節(jié)組織家庭支持理念與工作-家庭沖突之間的關(guān)系。但在組織家庭支持理念與家庭-工作沖突的關(guān)系中調(diào)節(jié)作用不明顯。
[Abstract]:With the development of Chinese economy and society, the rhythm of people's life and work has changed dramatically. On the one hand, people face greater pressure at work, and because women go to work, the traditional family structure of "men and women inside" has been broken. Nowadays, both men and women need to take on greater family responsibilities. Also suffer from different degrees of work-family conflicts. How to maintain the balance between work and family has become a major issue for modern people. In recent years, scholars have paid more and more attention to resources that affect both work and family, such as cross-domain resources. Cross-domain resources include formal resources (family friendly policies) and informal resources (family support executive behavior). Does such resources have an impact on working-family conflicts? What is the relationship between the internal dimensions of the work-family conflict? What are the paths and mechanisms through which resources work? By what factors? Therefore, based on the theory of resource conservation, this paper regards family friendly policy as a formal cross-domain resource, family support supervisor as an informal cross-domain resource, and explores its effect on work-family conflict and its internal dimensions. The concept of organizational family support was used as intermediary variable and work resource loss as adjustment variable. Explore the relationship between the variables to enrich the existing research results and provide management advice for practice. Through the collection of 283 valid questionnaires and the combination of qualitative and quantitative methods, this paper designs the questionnaire to collect data by consulting the existing research results at home and abroad. With the help of SPSS 21.0 / Amos 21.0 and other statistical analysis tools, the relationship between the variables is analyzed and tested. The conclusion is as follows: 1) Family friendly policy has a negative effect on work-family conflict and internal dimensions. In other words, family-friendly policies negatively affect work-family conflicts and family-work conflicts. Each dimension of family friendly policy: flexible work, kinship care, leisure vacation and employee assistance can negatively affect work-family conflict. In the aspect of family-work conflict, except flexible work system, the other three dimensions can alleviate the family-work conflict. 2) Family support supervisor behavior has a negative effect on work-family conflict. And all the dimensions of work-family conflict: work-family conflict, family-work conflict can play a negative role. It is confirmed that informal cross-domain resources play a positive role in mitigating working-family conflicts.) the concept of family support plays an intermediary role between family-friendly policies and work-family conflicts and family-work conflicts. The concept of organizational family support completely mediates the relationship between family friendly policy and family-work conflict. At the same time, the concept of organizational family support plays an intermediary role between the behavior and work-family conflict of the family support supervisor and the work-family conflict. 4) the loss of work resources positively regulates the relationship between the concept of organizational family support and the work-family conflict. However, the role of regulation in the relationship between the concept of organizational family support and family-work conflict is not obvious.
【學位授予單位】：深圳大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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