性别对工作→家庭冲突的影响机制:基于社会角色理论的实证分析

采用问卷调查法,对来自上海地区的261名企业管理者进行调查,探讨了性别与组织分割供给、工作中心度及工作→家庭冲突的关系。结果表明:⑴性别对工作→家庭冲突的预测作用显著,男性比女性经历的工作→家庭冲突更多;⑵组织分割供给和工作中心度在性别与工作→家庭冲突之间的中介效应均显著。相比女性而言,男性员工因获得的组织分割供给较少且其自身的工作中心度较高,导致其经历的工作→家庭冲突更多。

Effects Mechanism of Gender on Work-to-Family Conflict: An Empirical Study Based on the Social Role Theory

Abstract According to the Social Role Theory, people have higher expectations on men’s work role while have higher expectations on women’s family role. Under such expectations, men and women form different attitudes to work role as well as family role (i.e. male may be more work focused). Yet, the conclusion of previous researches about the gender differences in work-to-family conflict are not consistent, which is due largely to the improper controlling of the confounding variables, such as job categories, positions, spouses’ work status, number of babies, et al. Therefore, the main purpose of this study is to investigate: ⑴ the effect of gender on the work-to-family conflict in the background of Chinese culture, under the proper control of some key confounding variables. ⑵ the mediating effects of the work centrality (the importance of work relative to family ) and segmentation supplies (a series of boundary management practices provided by the organizations that encourage their staff to keep work away from non-work domain) between gender and work-to-family conflict based on the Social Role Theory. Participants were 261 managerial staff (mean age = 39.5 years old, 155 male) from Shanghai an eastern province in mainland China. They were requested to complete the work centrality scale, the segmentation supplies scale and the work-to-family conflict scale (the time based subscale and strain based subscale) on the spot. The Bias Corrected Bootstrap Method in the PROCESS (loaded to SPSS) was used to test the research hypotheses. Having controlled some key confounding variables (i.e. age, marital status, spouses’ work status, number of babies, positions and tenure), the research showed: ⑴ gender (0=female, 1=male) could predict the work-to-family conflict based on strain with the total effect of .27 whose 95% confidence interval was [.06, .48]. The mediating effect of segmentation supplies was .11 (accounting for 40.74% of the total effect) whose 95% confidence interval was [.05, .21], meanwhile the mediating effect of work centrality was .08 (accounting for 29.63% of the total effect) whose 95% confidence interval was [.02, .16]. ⑵ gender could predict the work-to-family conflict based on time with the total effect of .58 whose 95% confidence interval was [.36, .81]. The mediating effect of segmentation supplies was .13 (accounting for 22.41% of the total effect) whose 95% confidence interval was [.06, .24], meanwhile the mediating effect of work centrality was .11 (accounting for 18.97% of the total effect) whose 95% confidence interval was [.03, .22].In conclusion, men experience more work-to-family conflict compared with women, and there are multiple mediating effects of work centrality and segmentation supplies between gender and work-to-family conflict. This study not only reveals the specific process and influence mechanism of how gender affects the work-to-family conflict, but also encourages organizations to provide their male staff with more understanding and support to help them handle the work-to-family conflict.