边界弹性与工作-家庭冲突、增益的关系：基于人?环境匹配的视角

本研究从人?环境匹配理论的视角探讨工作和家庭边界弹性能力和边界弹性意愿对个体工作?家庭冲突和工作?家庭增益的交互影响。通过问卷法共获得494份有效数据, 基于多项式回归分析和反应曲面分析的结果表明：工作弹性能力与工作弹性意愿的匹配对工作→家庭冲突有显著的负向效应, 对工作→家庭增益无显著影响; 家庭弹性能力与家庭弹性意愿的匹配对家庭→工作冲突、家庭→工作增益有显著的负向效应。

Boundary Flexibility and Work-family Conflict and Enrichment: from Person-environment Fit Perspective

Work and family are two important domains in an individual’s life. How to balance work and family domains have become an increasingly compelling and pressing issue for both the organizational scholars interested in theoretical advances, and for human resources practitioners seeking to promote the employee’s daily life. Individuals negotiate the boundaries between work and family in their daily activities. There are differences between the individual’s preference and the resource that provided by the organization in boundary management of work and family domain. In our study, using a person-environment (PE) fit theoretical base, we explored how the interaction between an individual’s boundary flexibility willingness and the perceived flexibility ability of the domain boundary affects work-family conflict and work –family enrichment. Specifically, we predict that the fit of domain boundary flexibility-ability and individual’s domain boundary flexibility-willingness would be associated with lower work-family conflict and higher work-family enrichment. Data were collected from a sample of 494 fulltime married employees from different industries. The questionnaire for employee included work-family boundary flexibility scale, work-family conflict and work-family enrichment. Among the major measures, the 16-items boundary flexibility scale was adopted from Matthews and Barnes-Farrell (2010), WFC was measured via 10 items that was adopted from Netemeyer and Boles (1996), the eight item WFE scale was adopted from Wayne, Musisca and Fleeson (2004). Results show that the Cronbach’s alpha coefficients for the above measures range from 0.72 to 0.89. Polynomial regression and response surface methodology were utilized to examine the proposed hypotheses. In line with the predictions, results of polynomial regression and response surface methodology demonstrate that work-to-family conflict decreased as work flexibility-ability (WFA) approached work flexibility-willingness (WFW), and increased as WFA exceeded WFW, family-to-work conflict decreased as family flexibility-ability (FFA) approached family flexibility-willingness (FFW), and increased as FFA surpassed FFW. The results also showed that the fit of WFA and WFW has no effect on work-to-family enrichment, and the fit of FFA and FFW has the significant effect on family-to-work enrichment, but it is opposite to the hypotheses. Specifically, family-to-work enrichment decreased as FFA approaching FFW, and increased as FFA exceeded FFW. The present study extends to our understanding the mechanism of the process of the work-family conflict and work-family enrichment happens. Finally, the theoretical and managerial implications of the findings, limitations and future research directions were also discussed.