线性还是非线性？工作家庭双向冲突与工作绩效的关系研究

Linear or Nonlinear? A Study of the Relationship between the Bidirectional Work Family Conflict and Job Performance

本文以企业员工为调查对象,旨在研究工作家庭冲突的两个维度工作-家庭冲突和家庭-工作冲突对员工工作绩效的影响,并在此基础上探讨了工作满意度的中介作用。现有研究多从线性关系考虑工作家庭冲突与工作绩效间的关系,忽略了二者间可能存在的曲线关系。本文基于资源保存理论和激活理论提出了工作-家庭冲突、家庭-工作冲突、工作满意度和工作绩效的理论模型。实证结果表明:工作-家庭冲突与工作绩效呈倒U型曲线关系,即存在最佳的工作-家庭冲突水平可以使员工获得最佳工作体验和工作绩效,工作满意度中介了二者间的倒U型曲线关系。家庭-工作冲突跨领域对工作绩效产生了消极影响,工作满意度中介了二者间的负相关关系。

Based on the data from companies＇ employees, this study explores the impact of the two-dimensional conflict （work-family conflict and family-work conflict） upon the employees＇ job performance, as well as the mediating effects of job satisfaction. Considerable amount of present research on this study focused mainly on the linear relationship between work family conflict and job performance while ignoring the possible curve relationship. Based on the Conservation of Resource Theory and Activation Theory, this paper proposes a theoretical model among work-family conflict, family-work conflict, job satisfaction and job performance. The results indicated that there is an inverted U-shaped relationship between work-family conflict and job performance. That is to say there is an optimal level of work-family conflict which can enable employees to obtain the best job performance. And the job satisfaction mediates their nonlinear relationship. The family-work conflict has a negative impact on job performance, and the job satisfaction mediates the negative correlation between family-work conflict and job performance,