心理学报 ›› 2024, Vol. 56 ›› Issue (10): 1384-1400.doi: 10.3724/SP.J.1041.2024.01384
卢海陵1,2, 董国庆1, 杨洋3, 王永丽4(), 谭玲5, 赖少东4
收稿日期:
2023-11-03
发布日期:
2024-07-10
出版日期:
2024-10-25
通讯作者:
王永丽, E-mail: wangyli@mail.sysu.edu.cn基金资助:
LU Hailing1,2, DONG Guoqing1, YANG Yang3, WANG Yongli4(), TAN Ling5, LAI Shaodong4
Received:
2023-11-03
Online:
2024-07-10
Published:
2024-10-25
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。
中图分类号:
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.
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* |
表1 研究1中各变量均值、标准差及变量间相关系数
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 | |
---|---|---|
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* |
表2 研究1回归分析结果
变量 | 感知工作表现失分 | |
---|---|---|
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*** |
表3 研究2中各变量均值、标准差及变量间相关系数
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*** |
变量 | 感知工作表现失分 | 工作努力意向 | 家庭投入减少 | |||
---|---|---|---|---|---|---|
模型1 | 模型2 | 模型3 | 模型4 | 模型5 | 模型6 | |
常量 | 2.36***(0.07) | 2.35***(0.07) | 3.59***(0.07) | 3.04***(0.17) | 2.73***(0.07) | 2.15***(0.15) |
家庭−工作冲突操纵 | 0.76***(0.14) | 0.76***(0.14) | 0.51***(0.14) | 0.34*(0.15) | 0.27*(0.13) | 0.08(0.13) |
性别 | 0.16(0.14) | 0.15(0.14) | ||||
家庭−工作冲突操纵×性别 | 0.59*(0.28) | |||||
感知工作表现失分 | 0.23**(0.07) | 0.24***(0.06) | ||||
R2 | 0.12 | 0.14 | 0.05 | 0.10 | 0.02 | 0.08 |
ΔR2 | 0.02* | 0.05** | 0.07*** |
表4 研究2回归分析结果
变量 | 感知工作表现失分 | 工作努力意向 | 家庭投入减少 | |||
---|---|---|---|---|---|---|
模型1 | 模型2 | 模型3 | 模型4 | 模型5 | 模型6 | |
常量 | 2.36***(0.07) | 2.35***(0.07) | 3.59***(0.07) | 3.04***(0.17) | 2.73***(0.07) | 2.15***(0.15) |
家庭−工作冲突操纵 | 0.76***(0.14) | 0.76***(0.14) | 0.51***(0.14) | 0.34*(0.15) | 0.27*(0.13) | 0.08(0.13) |
性别 | 0.16(0.14) | 0.15(0.14) | ||||
家庭−工作冲突操纵×性别 | 0.59*(0.28) | |||||
感知工作表现失分 | 0.23**(0.07) | 0.24***(0.06) | ||||
R2 | 0.12 | 0.14 | 0.05 | 0.10 | 0.02 | 0.08 |
ΔR2 | 0.02* | 0.05** | 0.07*** |
变量 | 个体内方差(σ2) | 个体间方差(τ00) | 个体内 方差占比(σ2/(σ2+τ00)) |
---|---|---|---|
1家庭−工作冲突 | 0.18 | 0.37 | 32.73% |
2感知工作表现失分 | 0.22 | 0.61 | 26.51% |
3工作努力 | 0.34 | 0.37 | 47.89% |
4家庭投入减少 | 0.43 | 1.42 | 23.24% |
表5 研究3核心变量个体内方差占比
变量 | 个体内方差(σ2) | 个体间方差(τ00) | 个体内 方差占比(σ2/(σ2+τ00)) |
---|---|---|---|
1家庭−工作冲突 | 0.18 | 0.37 | 32.73% |
2感知工作表现失分 | 0.22 | 0.61 | 26.51% |
3工作努力 | 0.34 | 0.37 | 47.89% |
4家庭投入减少 | 0.43 | 1.42 | 23.24% |
变量 | M | SD | 2 | 3 | 4 | 5 | 6 | 7 | 8 |
---|---|---|---|---|---|---|---|---|---|
1性别 | - | - | −0.05 | 0.07 | 0.05 | 0.14 | 0.25* | −0.06 | 0.11 |
2积极情绪 | 3.59 | 0.80 | — | −0.33* | 0.70*** | −0.41*** | −0.21 | 0.43*** | 0.25* |
3消极情绪 | 1.70 | 0.83 | 0.05 | — | −0.46*** | 0.64*** | 0.50*** | −0.24 | 0.21* |
4睡眠质量 | 3.32 | 1.08 | 0.36*** | −0.001 | — | −0.43*** | −0.19 | 0.29** | 0.05 |
5家庭−工作冲突 | 1.66 | 0.74 | 0.02 | 0.21** | 0.04 | — | 0.82*** | −0.52*** | 0.35*** |
6感知工作表现失分 | 1.79 | 0.91 | 0.04 | 0.18** | 0.04 | 0.18*** | — | −0.32** | 0.50*** |
7工作努力 | 4.34 | 0.85 | 0.13 | 0.11 | 0.11 | 0.11 | 0.14** | — | 0.10 |
8家庭投入减少 | 2.79 | 1.37 | 0.05 | 0.18*** | 0.06 | 0.07 | 0.18** | 0.04 | — |
表6 研究3中各变量均值、标准差及变量间相关系数
变量 | M | SD | 2 | 3 | 4 | 5 | 6 | 7 | 8 |
---|---|---|---|---|---|---|---|---|---|
1性别 | - | - | −0.05 | 0.07 | 0.05 | 0.14 | 0.25* | −0.06 | 0.11 |
2积极情绪 | 3.59 | 0.80 | — | −0.33* | 0.70*** | −0.41*** | −0.21 | 0.43*** | 0.25* |
3消极情绪 | 1.70 | 0.83 | 0.05 | — | −0.46*** | 0.64*** | 0.50*** | −0.24 | 0.21* |
4睡眠质量 | 3.32 | 1.08 | 0.36*** | −0.001 | — | −0.43*** | −0.19 | 0.29** | 0.05 |
5家庭−工作冲突 | 1.66 | 0.74 | 0.02 | 0.21** | 0.04 | — | 0.82*** | −0.52*** | 0.35*** |
6感知工作表现失分 | 1.79 | 0.91 | 0.04 | 0.18** | 0.04 | 0.18*** | — | −0.32** | 0.50*** |
7工作努力 | 4.34 | 0.85 | 0.13 | 0.11 | 0.11 | 0.11 | 0.14** | — | 0.10 |
8家庭投入减少 | 2.79 | 1.37 | 0.05 | 0.18*** | 0.06 | 0.07 | 0.18** | 0.04 | — |
模型 | χ2 | df | Δχ2(Δdf) | SRMR | RMSEA | CFI | TLI |
---|---|---|---|---|---|---|---|
假设的四因子模型 | 123.68 | 59 | — | 0.01 | 0.04 | 0.98 | 0.97 |
三因子模型(合并家庭−工作冲突和感知工作表现失分) | 753.40 | 62 | 629.72(3) | 0.09 | 0.12 | 0.73 | 0.66 |
三因子模型(合并工作努力和家庭投入减少) | 706.19 | 62 | 582.51(3) | 0.16 | 0.12 | 0.75 | 0.68 |
三因子模型(合并家庭−工作冲突和家庭投入减少) | 663.85 | 62 | 540.17(3) | 0.10 | 0.11 | 0.76 | 0.70 |
三因子模型(合并家庭−工作冲突和工作努力) | 862.01 | 62 | 738.33(3) | 0.14 | 0.13 | 0.69 | 0.61 |
表7 研究3多水平验证性因素分析结果
模型 | χ2 | df | Δχ2(Δdf) | SRMR | RMSEA | CFI | TLI |
---|---|---|---|---|---|---|---|
假设的四因子模型 | 123.68 | 59 | — | 0.01 | 0.04 | 0.98 | 0.97 |
三因子模型(合并家庭−工作冲突和感知工作表现失分) | 753.40 | 62 | 629.72(3) | 0.09 | 0.12 | 0.73 | 0.66 |
三因子模型(合并工作努力和家庭投入减少) | 706.19 | 62 | 582.51(3) | 0.16 | 0.12 | 0.75 | 0.68 |
三因子模型(合并家庭−工作冲突和家庭投入减少) | 663.85 | 62 | 540.17(3) | 0.10 | 0.11 | 0.76 | 0.70 |
三因子模型(合并家庭−工作冲突和工作努力) | 862.01 | 62 | 738.33(3) | 0.14 | 0.13 | 0.69 | 0.61 |
变量 | 感知工作表现失分 | 工作努力 | 家庭投入减少 | |
---|---|---|---|---|
模型1 | 模型2 | 模型3 | 模型4 | |
常量 | 1.79***(0.08) | 1.79***(0.08) | 4.34***(0.06) | 2.82***(0.12) |
天数(周内) | 0.01(0.04) | 0.02(0.04) | 0.09(0.06) | 0.03(0.06) |
正弦 | 0.01(0.06) | 0.02(0.06) | 0.11(0.10) | 0.05 (0.10) |
余弦 | 0.01(0.03) | 0.01(0.03) | −0.08*(0.03) | 0.002(0.04) |
积极情绪 | 0.03(0.04) | 0.04(0.03) | 0.12(0.08) | 0.04(0.07) |
消极情绪 | 0.20*(0.08) | 0.18*(0.08) | 0.12(0.08) | 0.29**(0.09) |
睡眠质量 | 0.02(0.03) | 0.01(0.03) | 0.07(0.05) | 0.05(0.04) |
前一天感知工作表现失分 | −0.04(0.08) | −0.04(0.07) | ||
前一天工作努力 | 0.06(0.08) | |||
前一天家庭投入减少 | −0.04(0.05) | |||
家庭−工作冲突 | 0.17**(0.05) | 0.20***(0.05) | 0.09(0.10) | 0.01(0.10) |
性别 | 0.40*(0.17) | |||
家庭−工作冲突×性别 | 0.26*(0.12) | |||
感知工作表现失分 | 0.14*(0.06) | 0.21*(0.10) | ||
Pseudo R2 | 0.06 | 0.10 | 0.07 | 0.06 |
表8 研究3多层线性回归分析结果
变量 | 感知工作表现失分 | 工作努力 | 家庭投入减少 | |
---|---|---|---|---|
模型1 | 模型2 | 模型3 | 模型4 | |
常量 | 1.79***(0.08) | 1.79***(0.08) | 4.34***(0.06) | 2.82***(0.12) |
天数(周内) | 0.01(0.04) | 0.02(0.04) | 0.09(0.06) | 0.03(0.06) |
正弦 | 0.01(0.06) | 0.02(0.06) | 0.11(0.10) | 0.05 (0.10) |
余弦 | 0.01(0.03) | 0.01(0.03) | −0.08*(0.03) | 0.002(0.04) |
积极情绪 | 0.03(0.04) | 0.04(0.03) | 0.12(0.08) | 0.04(0.07) |
消极情绪 | 0.20*(0.08) | 0.18*(0.08) | 0.12(0.08) | 0.29**(0.09) |
睡眠质量 | 0.02(0.03) | 0.01(0.03) | 0.07(0.05) | 0.05(0.04) |
前一天感知工作表现失分 | −0.04(0.08) | −0.04(0.07) | ||
前一天工作努力 | 0.06(0.08) | |||
前一天家庭投入减少 | −0.04(0.05) | |||
家庭−工作冲突 | 0.17**(0.05) | 0.20***(0.05) | 0.09(0.10) | 0.01(0.10) |
性别 | 0.40*(0.17) | |||
家庭−工作冲突×性别 | 0.26*(0.12) | |||
感知工作表现失分 | 0.14*(0.06) | 0.21*(0.10) | ||
Pseudo R2 | 0.06 | 0.10 | 0.07 | 0.06 |
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[1] | 卢海陵, 杨洋, 王永丽, 张昕, 谭玲. “激将法”会激发还是打击员工?感知能力不被领导信任的“双刃剑”效应[J]. 心理学报, 2021, 53(12): 1376-1392. |
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