中国科学院心理健康重点实验室知识库

目的:考察国企员工工作-家庭平衡与工作投入、工作满意度之间的关系,同时探索人格特质在其中起到的调节效应。方法:采用工作-家庭平衡量表(WFBS)、工作投入量表(UWES)、工作满意度量表(JSS)以及大五人格简版(BFI-10),对263名某大型国企员工进行问卷测查。结果:工作-家庭平衡正向预测工作满意度(β=0.4,P<0.01)和工作投入(β=0.5,P<0.01);同时,神经质和宜人性调节了工作-家庭平衡对工作满意度的影响(β=-0.11,P<0.05;β=-0.12,P<0.05);而在工作-家庭平衡对工作投入的预测中,只有尽责性起到了调节作用(β=-0.11,P<0.05)。结论:对于国企员工来说,工作-家庭平衡可以很好的预测其工作满意度以及工作投入,神经质、宜人性以及尽责性特质在其中起到了一定的调节作用。

To examine the effect of work-family balance(WFB) on work engagement and job satisfaction and explore the moderating effect of personality traits. Methods: 263 employees of a petrochemical enterprise were assessed with Work-Family Balance Scale(WFBS), Utrecht Work Engagement Scale(UWES), Job Satisfaction Scale(JSS) and Big Five Inventory(BFI-10). Results: The hierarchical regression analysis showed that: ①After controlling for gender, age, and marital and educational status, WFB positively predicted job satisfaction(β=0.4,P <0.01) and work engagement(β=0.5, P <0.01). ②Neuroticism and Agreeableness moderated the effect of WFB on job satisfaction(β=-0.11,P <0.05；β=-0.12,P <0.05); Conscientiousness moderated the effect of WFB on work engagement(β=-0.11,P <0.05). Conclusion: For the employees, WFB has a positive effect on their happiness at work and their personality traits contribute as a moderating role.