高新技术企业员工职业特征对满意度影响的实证研究——以家庭亲善文化与员工工作—家庭促进为视角  

An Empirical Study on Relations Between Occupational Characteristics of High-Tech Enterprise Employees and Work-Family Satisfaction Under Family Friendly Culture:The Mediating Role of Work-To-Family Facilitation

作　　者：张伶[1] 聂婷[2] 连智华[2] 

机构地区：[1]南开大学商学院,天津300071 [2]澳门科技大学行政与管理学院,澳门500853

出　　处：《科学学与科学技术管理》2012年第12期136-143,共8页Science of Science and Management of S.& T.

基　　金：国家自然科学基金项目“基于RGD观点的工作-家庭促进及其效应研究”(70872051),“中国情境下家庭亲善工作实践的内容结构、前因与后果研究”(71272181);澳门基金会项目“职业价值观演变研究”(0184)

摘　　要：通过对全国12个省市自治区662名高新技术企业员工的职业特征、工作—家庭促进感知、工作和家庭满意度、家庭亲善文化的调查,检验工作—家庭促进的中介效应以及家庭亲善文化的调节效应。统计分析发现:工作发展机会、工作自主性均会通过工作—家庭促进对于员工的工作满意度和家庭满意度产生积极影响;家庭亲善文化可以通过职业特征影响员工的工作—家庭促进感知;家庭亲善文化会调节发展机会以及工作自主性同家庭满意度的关系,家庭亲善文化的实施会增强发展机会以及工作自主性对家庭满意度的积极影响;而家庭亲善文化对于发展机会以及工作自主性同工作满意度的调节效应在本研究中没有得到证实。In this study, we investigate 662 high-tech enterprise employees 12 provinces and autonomous regions and discuss the relations between occupational characteristics work-to-family facilitation, satisfaction and family friendly culture. Through statistical analysis, we found that： developmental experiences and job autonomy have a positive impact on employees＇ job, satisfaction and family satisfaction through the mediator of work-to-family facili- tation; family friendly culture have a positive impact on work-to-family facilitation through the mediator of occupa- tional characteristics; family friendly culture will moderate the relations between development opportunities, job au- tonomy and family satisfaction. The implementation of family friendly culture will enhance the perceived develop- mental experiences and job autonomy on family satisfaction; the moderating effect of family friendly cultural on development opportunities, job autonomy and job satisfaction has not been confirmed in this study.

关 键 词：工作发展机会 工作自主性 工作-家庭促进 满意度 家庭亲善文化 

分 类 号：F272[经济管理—企业管理]