摘要
以人-环境匹配理论、边界理论与需求满足理论为基础,从工作家庭边界管理的视角,将组织与人的因素同时纳入研究,探讨了组织与人的工作家庭边界管理一致性对员工工作满意度的影响并且为深入探究发生机制构建了以工作-家庭促进为中介的研究模型。采用多项式回归与响应面分析技术,以745名来自不同行业、职位的员工为调查对象,分析结果表明:①相较于不匹配,个体偏好-组织供给匹配使得员工工作满意度更高;②个体偏好-组织供给匹配情况下,二者的匹配程度与员工工作满意度呈倒U型曲线关系;③工作-家庭促进起到了部分中介作用。
Based on the Person-Environment theory, Boundary and Need Satisfaction theory, this paper aims at exploring the relationship between the person-organization work family boundary management fit and employees’ job satisfaction from the perspective of work-family boundary by introducing both personal and organizational characteristics. In order to explore the mechanism deeply, it also constructs the research model by introducing the mediate variable, that is work-family facilitation. Based on analysis of data collected from 745 employees in different industries and positions by Polynomial Regression and Response Surface analysis, results show that, compared with misfit, personal preference-organizational supply fit leads to the high job satisfaction. In the condition of fit, the fit degree has a U-shaped effect on job satisfaction. Finally, work-family facilitation plays a partial mediate role in the mechanism.
作者
马丽
马梦媛
MA li;MA Meng-yuan(School of Economics and Management, Yanshan University,Qinhuangdao 066004;Research Center for Regional Economic Development, Yanshan University,Qinhuangdao 066004)
出处
《软科学》
CSSCI
北大核心
2019年第10期82-86,92,共6页
Soft Science
基金
国家自然科学基金项目(71502158、71572170)
河北省教育厅人文重点研究基地资助项目(JJJD1813)
关键词
工作家庭边界管理
工作满意度
工作-家庭促进
人-环境匹配
work family boundary management
job satisfaction
work-family facilitation
person-environment fit
