新生代知识员工队伍的工作家庭冲突——基于人口特征差异交互效应的视角

Work-Family Conflict among New Generation Knowledge-Workers:An Analysis Based on Interactions of Demographics Differences

本研究以来自高科技企业的500名新生代知识员工为样本,采用单因变量多因素方差分析法揭示了工作家庭冲突的人口特征差异,以及不同人口特征变量之间的交互效应。检验结果表明:(1)新生代知识员工的工作家庭冲突存在显著的性别差异与工龄差异,而职位层次差异并不显著;(2)工作家庭冲突的性别差异分别与工龄差异、职位层次差异之间存在显著的二维交互效应;(3)性别差异与工龄差异、职位层次差异之间存在显著的三维交互效应。

The New generation knowledge - workers are employees who were born in 1980s or 1990s, and who have apparent inde-pendence and autonomy and think highly of life - long education and growth. As the generation born after one - child policy implemen-ted in 1979, they get married as the one -child couple and more such one -child couples have got married in recent years. Family re-sponsibilities have been growing since they have to not only take care of their elderly parents, but also provide high quality educationalresources and excellent growth environment for their children. Additionally, they are facing unprecedented work pressures and inreasing-ly intense job market competition. So they have to not only fulfill their present job responsibilities but also keep learning to stay abreastof the advanced technology and improve their social status and career competence. Work - family conflict will arise when work demands,time pressures, and stress from the work domain hinder their capacity to meet demands and responsibilities from the family domain. Thispaper will test demographic differences of the new generation knowledge - workers＇ work - family conflict, and provide the target - orien-ted work -family balance strategies to employees who are experiencing the conflict. The demographic differences of the work - family conflict and the interaction effects of the demographic variables were tested basedon the data collected from 500 new generation knowledge - workers from the branches of a high - tech group corporation. This paper tookgender, tenure and job level as independent variables and work - family conflict, measured by five items adapted from the work - familyconflict scale developed by Gutek et al. （ 1991 ）, as dependent variables. The reliability of the work - family conflict scale in this studywas . 74. In addition, this paper took two sets of control variables firstly, two other demographic variables, education and income,which might have impact on the results of this study, were controlled; secondly, two other outcome variables, job satisfaction and lifesatisfaction, proven to be highly correlated with the work -family conflict in existing researches, were also controlled. Job satisfactionwas measured by six items from the job satisfaction scale developed by Tsui et al. （1992） with a reliability of. 81, and life satisfactionwas measured by five items from the life satisfaction scale developed by Diener et al. （ 1985 ） with a reliability of. 84. Hypotheses were tested by ANOVAs in this study. Results showed that significant differences of gender and tenure were observedsuch that males experienced higher level of the work - family conflict than females and employees with high tenure experienced higherlevel of the work - family conflict than employees with low tenure. Results also indicated that the two - way interaction effect of genderwith tenure and job level respectively was significant such that although females＇ work - family conflict was lower than males＇, the in-crease of females＇ work -family conflict was higher than males＇; male managers＇ work -family conflict was higher than ordinaryemployees＇, but female managers＇ work - family conflict was lower than ordinary employees＇. Besides, the three - way interaction effectof gender, tenure and job level was significant in this study. This finding means that the work - family conflict of ordinary male employ-ees with low tenure was higher than that of male managers ; the work - family conflict of ordinary male employees with medium or hightenure was lower than that of male managers ; the increase of the work - family conflict of male managers was higher than that of ordinarymale employees ; the level and increase of the work - family conflict of female managers were both lower than that of ordinary female em-ployees.