目的:对临床医生的工作家庭冲突现状进行调查分析。方法:采用工作家庭冲突量表和领悟社会支持量表进行问卷调查。结果:临床医生的工作—家庭冲突(work interference with family,WIF)大于家庭—工作冲突(family interference with work,...目的:对临床医生的工作家庭冲突现状进行调查分析。方法:采用工作家庭冲突量表和领悟社会支持量表进行问卷调查。结果:临床医生的工作—家庭冲突(work interference with family,WIF)大于家庭—工作冲突(family interference with work,FIW);男性的WIF和FIW均高于女性;未婚者FIW显著高于已婚者;有子女者WIF显著高于无子女者,且和子女年龄呈显著负相关;WIF和每周工作时间呈显著正相关,FIW和领悟社会支持呈显著负相关。结论:临床医生的工作家庭冲突具有职业特性,性别、家庭情况、工作时间及社会支持等因素对不同方向冲突的影响不同。展开更多
Drawing upon the conservation of resources theory （Hobfoll, Am Psychol 44：513- 524, 1989）, social exchange theory （Blau, Exchange and power in social life, 1964） and the job demand-control model （Karasek, Adm Sc...Drawing upon the conservation of resources theory （Hobfoll, Am Psychol 44：513- 524, 1989）, social exchange theory （Blau, Exchange and power in social life, 1964） and the job demand-control model （Karasek, Adm Sci Q 24：285-308, 1979）, this study uncovers the theoretical mechanism that explains the relationship between work- family conflict and organizational citizenship behavior （OCB）. First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in, the mediated relationsip. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Aesults of hierarchical linear modeling （HLM） first shows that job satisfaction mediates the relationship between work interference with family （WIF） and OCB. In addition, employees＇ decision authority moderates the direct effect of WlF on OCB. Specifically, the negative relationship between WlF and OCB is stronger when employees＇ decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WlE and job satisfaction is weaker when employees＇ decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.展开更多
文摘目的:对临床医生的工作家庭冲突现状进行调查分析。方法:采用工作家庭冲突量表和领悟社会支持量表进行问卷调查。结果:临床医生的工作—家庭冲突(work interference with family,WIF)大于家庭—工作冲突(family interference with work,FIW);男性的WIF和FIW均高于女性;未婚者FIW显著高于已婚者;有子女者WIF显著高于无子女者,且和子女年龄呈显著负相关;WIF和每周工作时间呈显著正相关,FIW和领悟社会支持呈显著负相关。结论:临床医生的工作家庭冲突具有职业特性,性别、家庭情况、工作时间及社会支持等因素对不同方向冲突的影响不同。
基金This article was funded by National Natural Science Foundation of China （Nos. 71101148 and 71702184）.
文摘Drawing upon the conservation of resources theory （Hobfoll, Am Psychol 44：513- 524, 1989）, social exchange theory （Blau, Exchange and power in social life, 1964） and the job demand-control model （Karasek, Adm Sci Q 24：285-308, 1979）, this study uncovers the theoretical mechanism that explains the relationship between work- family conflict and organizational citizenship behavior （OCB）. First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in, the mediated relationsip. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Aesults of hierarchical linear modeling （HLM） first shows that job satisfaction mediates the relationship between work interference with family （WIF） and OCB. In addition, employees＇ decision authority moderates the direct effect of WlF on OCB. Specifically, the negative relationship between WlF and OCB is stronger when employees＇ decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WlE and job satisfaction is weaker when employees＇ decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.
