摘要
本文基于资源保存理论和身份认同理论理的视角,构建工作家庭冲突对员工工作行为(即组织公民行为和反生产行为)的理论模型,采用工作日志的调查方法收集了121个员工的数据,利用SPSS和HLM进行数据分析,探究工作家庭冲突对员工工作行为的作用机制以及身份认同(即关系认同和集体认同)的调节作用。研究结果表明,工作家庭冲突通过情绪耗竭的中介作用对员工的组织公民行为产生负向影响,对反生产行为产生正向影响。关系认同和集体认同在第一阶段(工作家庭冲突促进情绪耗竭)发挥调节作用。在高关系认同或高集体认同的情况下,工作家庭冲突对员工的组织公民行为和反生产行为的影响强度减弱。
With the development of society,the pace of people’s life is getting faster.It is more difficult to balance the time and energy assigned to our work and family.The popularity of the Internet and mobile communications makes it possible for people to work at home,resulting in the increasingly blurred boundary of work and family.The conflicts between work and family are becoming more and more prominent,which cannot be ignored.Work-to-family conflicts(WFC)will undoubtedly affect the psychological of employees,and thus influencing the work behaviors of employees,including organizational citizenship behavior(OCB)and counterproductive work behavior(CWB).Therefore,it is important to research the transmission mechanism and situational factors between work-family conflicts and employees’work behaviors.In the first part,based on the literature review,work-to-family conflicts have a negative effect on the employees’organizational citizenship behavior and have a positive impact on counterproductive work behavior.Although many scholars have studied the relationship between WFC and employees’work behaviors(job performance,the intention of separation,etc.)from different perspectives,they missed discussions on its mechanism and boundary conditions.Therefore,this paper adopts a new theoretical perspective to expand this study.Based on conservation of resources theory,we propose the mediating role of emotional exhaustion.Work-to-family conflicts promote emotional exhaustion,reduce the organizational citizenship behavior of employees,and increase counterproductive work behaviors.Further,from the perspective of identity theory,the relational level identity orientation and collective level identity orientation are the moderators among the relationships.In the second part,we used the work log method to collect 121 employees’data,including between-individuals and within-individuals.To avoid homology errors,our questionnaires are divided into three different points in time.Participants are asked to fill the questionnaires of independent variables,mediator variable,dependent variables,and moderator variables at noon,afternoon,and evening.We also tested the reliability and validity of the data to ensure the data’s quality.In the third part,we use SPSS and HLM to analyze the data,test the hypotheses,and show our test results.The results show that work-to-family conflicts have a negative impact on employees'organizational citizenship behaviors through the mediating of emotional exhaustion,which has a positive impact on employees'counterproductive behaviors.Relational level identity orientation and collective level identity orientation play a moderating role in the first stage(work-family conflict promotes emotional exhaustion).The influence of work-to-family conflicts on employees'organizational citizenship behaviors and counterproductive behaviors are weakened under the condition of high relational level identity orientation and collective level identity orientation.In the last part,we discuss the conclusions,the theoretical contributions,the practical significance of management,the limitations of this study,and the future research directions.In summary,based on the conservation of resources theory and identity theory,this study explores the impact mechanism and situational factors of the work-to-family conflicts for the work behaviors and enriches the study of work-to-family conflicts and the organizational citizenship behaviors,as well as the counterproductive behaviors.
作者
卫武
倪慧
WEI Wu;NI Hui(Economics and Management School of Wuhan University,Wuhan 430072,China)
出处
《管理工程学报》
CSSCI
CSCD
北大核心
2020年第1期25-33,共9页
Journal of Industrial Engineering and Engineering Management
基金
国家自然科学基金资助项目(71272231)。
关键词
资源保存理论
身份认同理论
工作家庭冲突
情绪耗竭
Conservation of resources theory
Identity theory
Work-to-family conflicts
Emotional exhaustion
