Which Dominates? The Relative Importance of Work-Family Organizational Support and General Organizational Context on Employee Outcomes

Recent research has examined the influence of organizational work-family context on employee outcomes. However, this construct has not been investigated in concert with broader indicants of organizational context. Thus, it remains unexplored whether work-family context accounts for unique variance in employee outcomes or whether its potential effects are confounded by, or better explained by, general organizational context. This study used dominance analysis to investigate the relative effects of general organizational context and work-family context on several important employee outcomes. Results indicate that work-family context is important in explaining variance in work-family specific outcomes such as work-to-family conflict. However, work-family context fails to explain unique variance in job satisfaction and affective commitment when studied alongside three broader indicants of general organization context (perceived organizational support, perceived fair interpersonal treatment, and trust). These findings have implications for both research and practice.     

工作家庭两不误为何这么难？基于工作家庭边界理论的探讨

为探讨工作家庭冲突对员工工作态度和行为倾向的影响, 以国内某大型制造企业集团位于北京、杭州、西安等地7家分公司的545名员工为样本, 采取问卷调查法在两个不同时段获取数据, 考察了角色压力(角色冲突、角色模糊和角色超载)在工作干涉家庭和家庭干涉工作这两种对偶冲突模式与员工工作满意度和离职意向之间的中介作用机制。结果显示：角色压力在工作家庭冲突与工作满意度和离职意向之间起到完全中介作用, 工作满意度在角色压力和离职意向之间起到部分中介作用。结论有助于分析工作家庭冲突的深层原因并采取恰当的干预策略, 降低工作家庭冲突对员工工作态度和行为倾向的负面影响。     

工作-家庭支持的结构与测量及其调节作用

在深度访谈和开放式问卷调查的基础上, 编制了工作-家庭支持问卷。探索性因素分析和验证性因素分析结果表明, 中国文化背景下的工作-家庭支持由组织支持、领导支持、情感支持和工具性支持四个维度构成。问卷的信效度指标良好。无约束结构方程模型分析结果表明, 工作-家庭支持能够有效调节工作-家庭冲突与离职意向的关系。     

集体主义-个体主义文化视角下工作-家庭关系差异分析

工作-家庭关系研究是组织与管理心理学中研究的热点议题,社会文化因素是工作-家庭关系研究中的重要影响因素。本文在分析已有相关文献的基础之上,总结发现:个体主义文化下的员工工作和家庭之间的关系对等并且领域之间界限明晰,而集体主义文化下个体的工作-家庭之间的关系并非完全对等,且员工的工作和家庭之间存在更多联结。如何在现有的工作-家庭关系研究的基础上明晰适合我国文化背景的研究理论以及挖掘能够体现我国工作-家庭关系特征的研究主题是今后研究的方向与任务。     

“增益”还是“损耗”?挑战性工作要求对工作-家庭增益的“双刃剑”影响

基于资源保存理论和不确定管理理论, 采用日记研究法收集81个样本10个工作日的数据, 从静态和动态两个视角, 通过明晰挑战性工作要求的不同属性(每日水平、平均水平、日间变动、波动变化), 全面检验了挑战性工作要求对工作-家庭增益的影响。研究结果表明：(1)在静态模型中, 挑战性工作要求通过工作专注度(增益路径)和放松(损耗路径)作用于工作-家庭增益, 且在个体间的平均水平模型中, 放松的中介作用更为显著; (2)在动态模型中, 挑战性工作要求的日间变动和波动变化, 均通过减少员工工作专注度和放松, 进而降低工作-家庭增益。最后, 本研究讨论了管理者应重视挑战性工作要求的双刃剑作用等实践启示。     

An exploratory study of current performance management practices: Human resource executives’ perspectives

A survey of performance management (PM) practices in 101 U.S. organizations explored whether their PM systems, as perceived by human resources (HR) executives, reflect the best practices advocated by researchers to provide a benchmark of current PM practices. Results suggest that many of the PM practices recommended in the research literature are employed across the organizations surveyed, but several gaps between research and practice remain. Results also indicated that the majority of PM systems are viewed by HR executives as effective and fair. Implications for the science and practice of PM are discussed.     

The relative contribution of formal and informal organizational work-family support

Recent work-family research has proposed that informal means of organizational work-family support (e.g., managerial support) are more useful than formal means of organizational work-family support (e.g., work-family benefit availability) in explaining variance in employee affective, intentional, and behavioral outcomes. However, the relative contributions of formal and informal means of support have not yet been empirically tested against each other. The proposition is tested using data from the Families and Work Institute's 1997 National Study of the Changing Workforce (Bond, Galinsky, & Swanberg, 1998). Two relative importance procedures are used to analyze the data. The results offer compelling evidence that informal means of work-family support explain a greater share of variance in employee outcomes than formal mechanisms do. Implications for researchers and practitioners are discussed.     

Role resources and work–family enrichment: The role of work engagement

This article proposes a theoretical model of work-family enrichment and tests the mediating role of work engagement. The inclusion of work engagement extends prior research on work-family interface, and allows for examination of the effects of role resources (job resources, family support) on work-family enrichment. A two-wave survey was conducted among a matched sample of 786 employees in China. The model was tested with structural equation modeling techniques. The results showed that work engagement was the most proximal predictor of work-family enrichment. Work engagement fully mediated the relationship between family-friendly organizational policies and work-family enrichment, and also between job autonomy and family-work enrichment. Further, work engagement partially mediated the relationships between two job resources (supervisor support, job autonomy) and work-family enrichment, and also between family support and family-work enrichment. No difference was found in gender and marital status in the proposed model. Implications for future research and practices are discussed.     

Role resources and work–family enrichment: The role of work engagement

This article proposes a theoretical model of work-family enrichment and tests the mediating role of work engagement. The inclusion of work engagement extends prior research on work-family interface, and allows for examination of the effects of role resources (job resources, family support) on work-family enrichment. A two-wave survey was conducted among a matched sample of 786 employees in China. The model was tested with structural equation modeling techniques. The results showed that work engagement was the most proximal predictor of work-family enrichment. Work engagement fully mediated the relationship between family-friendly organizational policies and work-family enrichment, and also between job autonomy and family-work enrichment. Further, work engagement partially mediated the relationships between two job resources (supervisor support, job autonomy) and work-family enrichment, and also between family support and family-work enrichment. No difference was found in gender and marital status in the proposed model. Implications for future research and practices are discussed.     

Pathways to Housing Policy: Translating Research to Policy to Achieve Impact on Well Being

Policy emerges from the legislative, agency, and practice levels and from several pathways, including litigation; high profile or tragic events; community‐based service provision and practice innovations; and research evidence. This commentary places an emphasis throughout on discussions of the articles included in this issue. It explores pathways that influenced the development of housing policy targeting child and family well being and provides examples to illustrate each pathway. The article further highlights how research on housing and child well being has influenced policy and practice and notes gaps for further research. It concludes with suggestions for structuring research to more effectively assist policymakers to make informed decisions that achieve positive change for children, youth, and families.     

Gender Differences in Work-Family Guilt in Parents of Young Children

The transition to parenthood is a watershed moment for most parents, introducing the possibility of intra-individual and interpersonal growth or decline. Given the increasing number of dual-earner couples in the United States, new parents’ attitudes towards employment (as well as the ways in which they balance employment and personal demands) may have an impact on their overall well-being. Based on anecdotal accounts, guilt about the conflict between employment and family (termed work-family guilt) appears particularly pervasive among U.S. mothers of young children; specifically, mothers, but not fathers, express high levels of a subtype of work-family guilt, that pertains to the negative impact their work has on their families (termed work-interfering-with-family guilt). However, little research within psychology has explicitly examined this phenomenon, and to our knowledge, no quantitative study has investigated gender differences in work-family guilt among U.S. parents of young children. In a cross-sectional, correlational study involving 255 parents of toddlers from the greater Southern California area, we coded parents’ narrative responses to a series of open-ended questions regarding employment and family for the presence of work-family guilt and work-interfering-with-family guilt (in the form of guilt about the negative impact of employment on children). Mothers had significantly higher work-family guilt and work-interfering-with-family guilt relative to fathers. We discuss our findings in terms of theory on gender roles, as well as the questions they generate for future areas of investigation.     

Using selection,optimization, and compensation to reduce job/family stressors: effective when it matters

Previous research has demonstrated that the use of general behaviors specified by a life-management strategy entitled Selection, Optimization, and Compensation (SOC) reduces, if only to a small extent, the perceived amounts of the main antecedents (i.e., job/family stressors) of work-family conflict. The results of the current study demonstrate that several variables that impact the amount of resources demanded of, or resources available to, an individual (e.g., supervisor support) moderate the relationship between SOC behaviors and job/family stressors. Specifically, SOC strategies are more effective than previously thought at reducing job/family stressors for precisely those individuals in the most demanding situations.     

工作-家庭支持对员工创造力的影响探讨

采用问卷调查法, 以773对上级-下属配对数据为样本, 探讨了工作-家庭支持对员工创造力的影响及其内在作用机制。结果表明, 在我国文化背景下, 工作-家庭支持由组织支持、领导支持、情感性支持和工具性支持四个因素组成, 其中组织支持和领导支持统称为工作领域支持, 情感性支持和工具性支持统称为家庭领域支持; 工作投入中介工作领域支持对员工创造力的影响; 创造性人格在工作投入与员工创造力关系之间起调节作用。     

工作-生活平衡理念下的家庭支持:概念、维度及作用

家庭支持是帮助个体应对工作和生活领域的多重角色需求,维持工作-生活平衡的关键资源。在工作-家庭平衡研究的基础上,本文引入工作-生活平衡理念,对家庭支持概念的内涵进行拓展,探索了家庭支持的维度结构,并梳理了家庭支持对个体维持工作-生活平衡的积极作用。最后,对未来研究方向进行了展望。     

工作家庭间跨界增益:逻辑主线与模型

已有工作家庭界面研究主要立足于冲突视角,近年来部分研究开始从积极视角揭示工作家庭关系的本质。工作家庭增益强调角色资源的跨界渗溢有助提升个体另一角色表现和生活品质的程度。工作家庭资源会增强个体心理资源,进而影响体验工作家庭间的跨界增益,资源的累积循环与工作家庭增益互为持续保障,跨界增益的程度受到工作家庭边界特征的调节影响。论证和提出了"角色资源累积-个体心理因素改变-跨界增益-角色评价与投入"的逻辑主线,以此构建工作家庭间角色资源跨界增益模型。     

非工作时间连通行为对工作—家庭平衡满意度的影响研究：一个有调节的中介模型

工作-家庭平衡满意度（SWFB）这一新兴构念正日益受到学界关注,信息时代下的新工作特征——非工作时间连通行为对SWFB已产生不可忽视的影响。本文基于工作-家庭边界理论,探讨非工作时间连通行为对SWFB的影响机制。通过问卷调查了237份配对样本数据,结果表明：非工作时间连通行为负向预测SWFB,心理脱离中介了非工作时间连通行为与SWFB间关系;工作-家庭中心性调节了心理脱离在非工作时间连通行为与SWFB间的中介作用。     

2001 DIVISION 27 PRESIDENTIAL ADDRESS: Emotional Intelligence and the Good Community

Suggests various ways in which the concept of emotional intelligence (EI) can inform community research and action. Begins by defining EI and reviewing the growing body of research on its contribution to educational, health, and occupational outcomes. Next distinguishes between EI and the related concept of emotional and social competence. Then considers the connection between EI and several topics of interest to community action researchers including prevention and wellness promotion, implementation and dissemination of innovative programs, community development, and the value of diversity. Concludes by suggesting that the ecological perspective can help inform research and practice relating to EI.     

工作连通行为的双刃剑效应：多重任务倾向的调节作用

随着移动通信工具飞速发展,“全天候保持工作连通”的新时代已到来。在此背景下,工作连通行为对员工工作与生活的影响受到广泛关注。基于工作要求-资源模型,通过258份三时点的领导-员工配对数据探究工作连通行为的双刃剑效应。路径分析结果表明,工作连通行为一方面会通过工作目标进展进而影响员工工作绩效(积极路径),另一方面又会通过工作负荷进而导致工作-家庭冲突(消极路径)。多重任务趋向在上述两条路径过程中发挥调节作用,对于高多重任务趋向的员工, 积极路径的效果被强化,而消极路径的效果被削弱。     

Integrating Qualitative and Quantitative Research Methods: A Research Model

A historical antagonism between proponents of qualitative methods and quantitative methods has prevented recognition of the benefits to be gained by employing both methods (that is, a multi-method approach) during the same study or program of studies. Increasingly, family therapy researchers have begun to recognize the value of a multi-method approach in bridging the current gaps among theory, research, and practice. However, current writings have yet to move beyond the discussion stage. This article proposes a bidirectional continuum that includes both qualitative and quantitative methods. An ethnographic content analysis approach is presented to illustrate the procedural stages of this continuum. The article ends with a discussion of the challenges in carrying out a bidirectional, multi-method approach and the potential contributions that an integrative research methodology will give both researchers and clinicians.     

It's the nature of the work: examining behavior-based sources of work-family conflict across occupations

The consequences of work-family conflict for both individuals and organizations have been well documented, and the various sources of such conflict have received substantial attention. However, the vast majority of extant research has focused on only time- and strain-based sources, largely neglecting behavior-based sources. Integrating two nationally representative databases, the authors examine 3 behavior-based antecedents of work-family conflict linked specifically to occupational work role requirements (interdependence, responsibility for others, and interpersonal conflict). Results from multilevel analysis indicate that significant variance in work-family conflict is attributable to the occupation in which someone works. Interdependence and responsibility for others predict work-family conflict, even after controlling for several time- and strain-based sources.