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6000论文将“家庭工作冲突”作为核心概念，以资源保存理论为基础构建了一个综合的分析框架，探讨了家庭工作冲突（WFC和FWC双向）的前因（工作压力和管理层支持）及后果（工作满意度和生活满意度）。更重要的是，文章还考察了工作资源（工作压力和管理层支持）对家庭工作冲突与工作（生活）满意度是否具有调节作用。研究发现：（1）工作资源损失将导致更加严重的家庭工作冲突，而资源获得可以有效降低员工家庭工作资源冲突的程度；（2）家庭工作资源冲突（WFC和FWC）越严重，员工的工作（生活）满意度越低；（3）调节作用的结果显示，工作压力会增强WFC对员工工作和生活满意度的负向影响，而与管理层关系良好则可以有效缓解FWC对员工生活满意度的冲击。文章从资源保存论视角出发，着眼于工作压力与管理层关系等非正式工作资源，探讨了家庭工作冲突的议题，希望能从一个新的视角来促进员工的家庭工作平衡。
家庭工作冲突与个人生活福祉——强化与支持非正式工作资源的观点
摘要
参考文献
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引用本文
穆滢潭. 家庭工作冲突与个人生活福祉——强化与支持非正式工作资源的观点[J]. 财经研究, 2020, 46(10): 123-138.
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