交叉影响还是直接影响?工作—家庭冲突的影响机制  

Cross-over Effects or Direct Effects? The Mechanism Linking Work-family Conflict with Outcomes

作　　者：张勉[1] 李海[2] 魏钧[3] 杨百寅[1] 

机构地区：[1]清华大学经济管理学院,北京100084 [2]北京师范大学经济与工商管理学院,北京100875 [3]北京科技大学经济管理学院,北京100085

出　　处：《心理学报》2011年第5期573-588,共16页Acta Psychologica Sinica

基　　金：国家自然科学基金(70972023;70972120);国家杰出青年科学基金(70725005)资助

摘　　要：考察了带有方向性的两个工作-家庭冲突变量(工作对家庭的冲突、家庭对工作的冲突)对一些常见的结果变量的影响,检验了交叉影响模型和直接影响模型在中国样本中的适用性。以工作优先行为规范为基础,在来自中国企业的管理人员的两个样本中发现:家庭对工作的冲突对工作相关结果(工作满意感、留职意向、组织承诺)具有显著的负向影响,而工作对家庭的冲突则没有显著影响;工作对家庭的冲突对生活满意感具有显著的负向影响。本文的发现表明交叉影响模型可以作为解释中国管理人员工作-家庭冲突影响机制的理论,而直接影响模型不能推广到中国样本中。The purpose of this study is to investigate the effects of work-family conflict on well-being and work-related outcomes among Chinese managers. Work-family conflict is viewed as a bi-directional construct in which work can interfere with family （referred to as work-to-family conflict, WIF） and family can interfere with work （referred to as family-to-work conflict, FIW）. The central idea of this study is that how people perceive work versus family roles affects work-family conflict. We posited the Chinese work priority may limit the generalization of some findings from Western studies to Chinese samples. To test our proposition, we investigated the relationship between work-family conflict and two types of consequences. Specifically, we examined the effects of WIF and FIW on a psychological well-being consequence （life satisfaction） and three work-related consequences （organizational commitment, intent to stay and job satisfaction） among Chinese managers. Our literature review identified two mechanisms linking work-family conflict to consequences： ＂cross-over＂ effects model and ＂direct＂ effects model. The ＂cross-over＂ model postulates that one likely experiences high levels of psychological distress associated with a given role if one is frequently struggling to meet the demands of that role because of hindrance stemming from another role. In line with this rationale, WIF predicts family-related affective and behavioral consequences such as family satisfaction, while FIW predicts work-related consequences such as job satisfaction. A complementary argument （＂direct model＂） posits that one may blame the role domain causing conflict and thus experience high levels of dissatisfaction associated with the given role. Consistent with this rationale, WIF affects work-related affective and behavioral consequences, while FIW influences family-related consequences. In this study, we argue that the Chinese work priority is critical to understanding consequences of work-family conflict amo

关 键 词：工作-家庭冲突 生活满意感 工作满意感 组织承诺 留职意向 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]