将功补过！基于身份维护视角的家庭−工作冲突作用机制

doi:10.3724/SP.J.1041.2024.01384

摘要/Abstract

摘要：

家庭−工作冲突是组织管理领域的研究热点之一。本研究基于身份维护理论探讨了家庭−工作冲突对员工工作行为的积极效应。通过实验研究(研究1和2)和经验取样法研究(研究3)支持了理论假设：家庭−工作冲突导致员工感知工作表现失分, 从而促使他们提升工作努力程度并减少家庭投入。相对女性员工, 男性员工家庭−工作冲突通过感知工作表现失分对工作努力和家庭投入减少的正向间接效应较强。本研究的结论挑战了“家庭−工作冲突总是有害”的主流假设, 并为组织在应对员工家庭−工作冲突问题时提供了重要启示, 帮助其在实践中趋利避害。

关键词: 家庭?工作冲突, 身份维护理论, 感知工作表现失分, 工作努力, 家庭投入减少

Abstract:

Family and work are essential domains of most adults’ daily lives in the modern era. Family-work conflict is “a form of inter-role conflict in which role pressures from the work and family domains are mutually incompatible in some respects.” Although the negative consequences of family-work conflict have featured prominently in the literature, scholars have insinuated that it may yield positive work behaviors. However, there is little empirical evidence demonstrating the positive results of family-work conflicts and the mechanisms for such functional consequences. To address this theoretical gap, we drew upon the identity maintenance perspective and hypothesized that employees who experience family-work conflict perceive a loss of job performance and desire to maintain work identity, which, in turn, facilitates employees’ work effort and considers reducing family hours.

We conducted three studies to test our hypotheses. In Study 1, a recall experiment was conducted to test the causal effect between family-work conflict and perceived job-performance loss. We recruited 200 participants through Credamo platform. Family-work conflict was manipulated by asking participants to recall their experiences. The results support the causal relationship between family-work conflict and perceived job-performance loss. In Study 2, we confirmed the conclusion through a between-participant scenario experiment. We recruited 232 full-time employees from southern China. When the test was administered, the participants were randomly assigned to one of the two experimental conditions: a high family-work conflict (N = 120) and a low family-work conflict (N = 112). Subsequently, the participants were required to read and describe the scenario and its content, respectively. They then completed the manipulation check of family-work conflict, reported their perceived job-performance loss and work-effort intention, and considered reducing family hours. In Study 3, we conducted a multi-wave field study with 786 dyadic data points from 100 employees. At Time 1, the employees were asked to report their demographic information. At Time 2, the employees completed three reports daily for 10 consecutive days. In the first report, the employees rated their affectivity, overnight sleep quality, and family-work conflict. The second and third reports focused on perceived job-performance loss, work effort, and reducing family hours.

Confirmatory factor analysis, regression analysis, bootstrapping, and Monte Carlo methods were used for data analysis. The results showed that family-work conflict was positively associated with perceived job-performance loss. Employees’ perceived job-performance loss increases their work efforts and reduces family hours. Gender also moderated the positive effects between family-work conflict and perceived job-performance loss; this relationship was stronger for male employees. Furthermore, family-work conflict has a conditional, positive indirect effect on work effort and considers reduced family hours through perceived job-performance loss, such that the indirect effects are stronger for male employees than for female employees.

This study extends the theory and research on family-work conflict in three ways. First, we complement and extend the family-work conflict research by revealing the positive effects of family-work conflict on employee work behaviors. The existing literature generally emphasizes that family-work conflict is detrimental to work. This study challenged conventional wisdom and provided a more balanced and dialectical understanding of the relationship between family-work conflict and work behavior. Second, we enrich the empirical research on the conditional effect of identity maintenance by providing evidence that gender is a significant factor influencing the process of identity maintenance. Third, we draw upon identity maintenance theory to explore the mechanism of family-work conflict to stimulate employees’ identity maintenance process. We further revealed a new explanatory mechanism of the relationship between employees’ family-work conflict and behavioral outcomes.

Key words: family-work conflict, identity maintenance theory, perceived job performance loss, work effort, reducing family hours

中图分类号:

B849
C93

卢海陵, 董国庆, 杨洋, 王永丽, 谭玲, 赖少东. (2024). 将功补过！基于身份维护视角的家庭−工作冲突作用机制. 心理学报, 56(10), 1384-1400.

LU Hailing, DONG Guoqing, YANG Yang, WANG Yongli, TAN Ling, LAI Shaodong. (2024). Making up for merit! A study of the identity work of family-work conflict. Acta Psychologica Sinica, 56(10), 1384-1400.

图/表 12

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变量	M	SD	1	2
1家庭−工作冲突操纵	0.50	0.50
2性别	-	-	0.05
3感知工作表现失分	2.52	1.15	0.68^***	0.15^*

变量	M	SD	1	2
1家庭−工作冲突操纵	0.50	0.50
2性别	-	-	0.05
3感知工作表现失分	2.52	1.15	0.68^***	0.15^*

变量	感知工作表现失分
变量	模型1	模型2
常量	2.52^***(0.06)	2.51^***(0.06)
家庭−工作冲突操纵	1.54^***(0.12)	1.54^***(0.12)
性别	0.27^*(0.13)	0.26^*(0.12)
家庭−工作冲突操纵×性别		0.62^*(0.25)
R²	0.47	0.49
ΔR²		0.02^*

变量	感知工作表现失分
变量	模型1	模型2
常量	2.52^***(0.06)	2.51^***(0.06)
家庭−工作冲突操纵	1.54^***(0.12)	1.54^***(0.12)
性别	0.27^*(0.13)	0.26^*(0.12)
家庭−工作冲突操纵×性别		0.62^*(0.25)
R²	0.47	0.49
ΔR²		0.02^*

变量	M	SD	1	2	3	4
1家庭−工作冲突操纵	0.52	0.50
2性别	-	-	0.09
3感知工作表现失分	2.36	1.12	0.34^***	0.10
4工作努力意向	3.59	1.12	0.23^***	0.12	0.28^***
5家庭投入减少	2.73	0.99	0.13^*	0.05	0.29^***	0.52^***