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Alternative TitleWork-family Conflict on Job Involvement and Organizational Commitment: The Moderating Effect of Perceived Supervise Support and The Mediating Effect of Job Satisfaction
Thesis Advisor陈毅文
Degree Grantor中国科学院大学
Place of Conferral中国科学院心理研究所
Degree Name理学硕士
Degree Discipline应用心理学
Keyword工作一家庭冲突 上司支持感 工作满意度 工作卷入 组织承诺





Other Abstract

When the world responsibility is incompatible with family responsibility, Work-family conflict occurs and job satisfaction reduces. When employees perceive support from the organization or supervisor, based on social exchange theory and equity theory, they exchange results of action to achieve psychological fairness. Employee's job involvement and organizational commitment will be rise correspondingly. Previous studies have found that work-family conflict is negatively related to job satisfaction, but there is little research on the mechanism of work-family conflict on job involvement and organizational commitment.

Conservation of Resource (COR) theory is the individual is always trying to get and maintain the valuable resource with internal and external incentives to meet the relevant requirements. When confronted with work-family conflict, individual lost the specific resources and feel insecurity and anxiety, which result in lower job satisfaction. At this point, if perceived high supervisor support, individual will obtain new resources anal make it possible to meet the relevant requirements, therefore, the negative effects of work-family conflict and job satisfaction will be weakened. Research scholars have also found, job satisfaction positively predicts job involvement and organizational commitment. So, whether job satisfaction is the mediating variable of work-family conflict and the influence of job involvement and organizational commitment is not clear at present.

Therefore, from the perspective of influence of work-family conflict on work attitude, this study aims to investigate the effect of job satisfaction in the relationship between work-family conflict on job involvement and organizational commitment, and explore mechanism of perceived supervisor support. 558 employees from small and middle enterprise participated our research, they came form 19 organizations in eight regions such as Beijing, Shenyang and Hangzhou. By hierarchical regression and bootstrapping, our hypotheses have been supported. Results showed that perceived supervisor support moderated the effect of work-family conflicts on job satisfaction. Under low perceived supervisor support, work-family conflicts negatively predicted job satisfaction; however, under high perceived supervisor support, work-family conflicts had no effect on job satisfaction. We also supported the moderated mediation model, job satisfaction mediated the interaction of work-family convicts and perceived supervisor support on job involvement and organizational commitment.

Theoretical contribution, practical significance, application suggestions and the limitation of the study were discussed in detail in this paper.

Key words: work-family conflict, job satisfaction, perceived supervisor support, job involvement, organizational commitment.

Document Type学位论文
Recommended Citation
GB/T 7714
刘臣臣. 工作家庭冲突对工作卷入与组织承诺的影响:上司支持感的调节作用和工作满意度的中介作用[D]. 中国科学院心理研究所. 中国科学院大学,2016.
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