工作家庭匹配影响因素性别差异研究  

A Study on Gender Difference of Influencing Factors of Work-family Fit

作　　者：梁巧转[1] 孙慧[2] 

机构地区：[1]西安交通大学管理学院,陕西西安710049 [2]新疆大学经济与管理学院,新疆乌鲁木齐830046

出　　处：《人口与发展》2008年第2期75-79,21,共6页Population and Development

基　　金：国家自然科学基金资助(批准文号:70372054,70121001,70772109);新疆自治区科研计划资助(XJEDU2006I03)

摘　　要：工作家庭匹配领域的研究是在工作家庭冲突理论的基础上发展演变而来。根据已有工作家庭匹配相关研究文献,提出了研究的三个假设,探讨了工作家庭匹配水平的性别差异,并分男性和女性两类共260个样本,考察了未满足的工作灵活性期望、社会支持和工作家庭的溢出交叉影响对工作家庭匹配的影响。未满足的工作灵活性期望和上司支持对男性和女性的工作家庭匹配均有显著的影响;配偶支持对男性有显著的正影响,但对女性没有发现类似的影响;工作向家庭的溢出对女性的工作家庭匹配有显著的负影响,但对男性没有发现类似的影响。Based on literature review on work-family fit, three hypotheses were derived. The paper explores gender difference of work-family fit between men and women. Using male and female two groups of sample of 260, the effect of unmet expectation of job flexibility, social sup-port, and the spillover from job to family or from family to job were tested. Unmet expectations of job flexibility and supervisor＇s support have significant impacts on work-family fit for both men and women. Spouse＇s support has significant positive impact on work-family fit for men but not for women. Spillover from job to family has significant negative impact on work-family fit for women but not for men.

关 键 词：工作家庭匹配 影响 性别差异 

分 类 号：C931.2[经济管理—管理学]