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工作家庭匹配领域的研究是在工作家庭冲突理论的基础上发展演变而来。根据已有工作家庭匹配相关研究文献,提出了研究的三个假设,探讨了工作家庭匹配水平的性别差异,并分男性和女性两类共260个样本,考察了未满足的工作灵活性期望、社会支持和工作家庭的溢出交叉影响对工作家庭匹配的影响。未满足的工作灵活性期望和上司支持对男性和女性的工作家庭匹配均有显著的影响;配偶支持对男性有显著的正影响,但对女性没有发现类似的影响;工作向家庭的溢出对女性的工作家庭匹配有显著的负影响,但对男性没有发现类似的影响。
The research on the field of working-family matching evolved from the theory of work-family conflict. According to the literature about the existing work-family matching, this paper puts forward three hypotheses and probes into the gender differences in the work-family matching level, and classifies 260 male and female workers into two categories. Expected unmet flexibility expectations, The impact of social support and work-family spillover cross-impact on work-family match. Unmet job flexibility Expectations and boss support have a significant impact on male and female working families; spousal support has a significant positive impact on men, but no similar effect on women; job-to-family spillover on women The working family match had a significant negative impact, but no similar effect was found on men.