东莞市劳动密集型企业员工的工作家庭冲突现状

Current status of work interference with family among labor-intensive enterprise employees in Dongguan,China

目的了解东莞市劳动密集型企业员工的工作家庭冲突现状,为企业的经营管理提供参考依据。方法使用工作家庭冲突量表,对东莞市8家劳动密集型企业的884名员工进行问卷调查,并对数据进行统计分析。结果东莞市劳动密集型企业员工的工作-家庭冲突(WIF)得分为3.25±0.74,家庭-工作冲突(FIW)得分为2.62±0.69。男性员工的FIW得分为2.70±0.70,高于女性的2.52±0.67(P<0.05);年龄<30岁员工在基于行为的工作-家庭冲突(BWIF)上的得分显著高于30~39岁员工(P<0.05);家庭年收入>10万元的员工其WIF得分及基于时间的工作-家庭冲突(TWIF)得分均低于家庭年收入<5万元及家庭年收入5~10万元员工,且差异均具有统计学意义(P<0.05);已婚需要照顾子女的员工其WIF得分高于已婚不需要照顾子女的员工和未婚员工,差异均有统计学意义(P<0.05);某食品企业员工和某运动器材企业员工的WIF得分均明显高于某电子企业员工的WIF得分,差异具有统计学意义(P<0.05);而不同年龄段、不同学历及不同岗位员工在WIF和FIW上的得分差异无统计学意义(P>0.05)。结论东莞市劳动密集型企业员工的工作家庭冲突水平偏高,企业应着重关注特殊人群(30岁以下员工、低收入员工和已婚需要照顾子女的员工等)的工作家庭冲突,同时企业应从组织层面来缓解员工的工作家庭冲突,高度重视人的价值,给予员工更多的人文关怀。

Objective To investigate the current status of work interference with family among labor-intensive enterprise employees in Dongguan,so as to provide insights into the operational management of these enterprises.Methods A total of 884 employees from 8 labor-intensive enterprises in Dongguan were surveyed using the Work Interference with Family（WIF）Scale and Family Interference with work（FIW）Scale.Data were collected and statistically analyzed.Results The mean WIF score of these employees was 3.25±0.74,and the mean score of FIW was 2.62±0.69.The FIW score in males was higher than that in females（2.70±0.70 versus 2.52±0.67,P〈0.05）;the behavior-based WIF（BWIF）score in employees younger than 30 years was significantly higher than those aged 30 to 39（P〈0.05）;both the WIF score and time-based WIF（TWIF）score in employees with an annual household income〉100 000 RMB were significantly lower than those with an annual household income 50 000 RMB or ranging from 50 000 to 100 000 RMB（P〈0.05）;the WIF score in married employees who had to care for their children was significantly higher than that in unmarried employees and married employees who did not have to care for their children（P〈0.05）;the WIF score in employees from a food enterprise and a sports equipment enterprise was significantly higher than those from an electronic enterprise（P〈0.05）.The WIF and FIW scores did not vary significantly with age,educational background,or working position（P〈0.05）.Conclusion The WIF level is relatively high among labor-intensive enterprise employees in Dongguan.It is important for enterprises to consider WIF of specific populations（e.g.employees younger than 30,low-income employees,and married employees who have to care for their children）,make efforts to relieve employees′WIF from the organizing aspect,pay more attention to human values,and provide more humanistic care to employees.