社会与工程心理学研究室知识库

当前社会经济背景下，员工的工作投入不仅关乎个人的职业发展，更与企业的可持续发展和整个社会的经济活力密切相关。随着全球化的不断深入，企业面临着更加激烈的市场竞争和快速变化的经济环境。员工的积极参与和创新精神不但能够为企业带来新的增长点和竞争优势，也有助于提升员工自身的职业技能和市场价值。在这样的背景下，员工的高度工作投入成为企业适应市场变化、提高竞争力的关键因素。此外，随着对个人身心健康的重视，员工越来越寻求在工作与个人生活之间找到平衡点。这种趋势要求企业在提高员工工作投入的同时，也要关注员工的身心健康和生活质量。现有研究往往独立考察工作压力、家庭角色压力或者个人资源，较少有研究从家庭系统的角度探讨这些因素之间的动态交互作用以及对员工工作投入的影响，尤其是双职工家庭，伴侣的工作角色压力对员工工作投入的间接影响，这一领域的研究相对稀缺。本论文工作选取一线城市双职工夫妻为研究对象，采用独立的问卷调研法，深入探究伴侣工作角色压力与员工工作投入之间的影响机制，并引入了“员工情绪调 节策略”与“员工心理资本”两个调节变量，研究在这一链式机制之中的调节作用。

论文内容主要包括两个研究。研究一：利用问卷调研法研究伴侣工作角色压力，伴侣情绪耗竭，员工家庭角色压力和员工工作投入的直接效应，中介效应以及链式中介效应。以一线城市 180 对双职工夫妻为研究样本，详细采集夫妻双方角色压力、情绪耗竭和工作投入等量表数据，利用 AMOS 26. 0 软件进行数据录入和分析。研究二：基于研究一的结果，进一步提出两个调节变量 “情 绪调节策略” 和 “心理资本” ，检验其对于降低家庭角色压力和提高工作投入的积极作用，再次选取一线城市 250 对双职工夫妻，邀请被试在完成研究一所 包含的变量问卷基础上，增加对于 “情绪调节策略” 和 “心理资本” 这两个样本的数据采集。利用 AMOS 26.0 软件进行再次的数据录入及分析，检验其调节效应。

论文研究结果：研究一结果表明(1)伴侣的工作角色压力对于伴侣情绪耗竭有正向预测作用；(2)伴侣个个人情绪耗竭对员工家庭角色压力有正向预测作用；(3)员工的家庭角色压力对员工个人工作投入有负向预测作用; (4)伴侣的个人绪耗竭中介了伴侣工作角色压力和员工家庭角色压力的关系，员工家庭角色压力中介了伴侣情绪耗竭与员工工作投入的关系;(5)伴侣工作角色压力，伴侣情绪耗竭，员工家庭角色压力与员工工作投入存在显著的链式中介效应。研究二结果表明(1) 员工个人情绪调节策略能够调节伴侣的个人资源耗竭与员工家庭角色压力之间的关系，高效的情绪调节策略会减弱伴侣个人情绪耗竭对员工家庭角色压力的正向影响；(2)员工的心理资本能够调节员工家庭角色压力与员工工作投入之间的关系，高心理资本水平下员工家庭角色压力对工作投入的负面 影响会被缓解。

结论：本研究深入探讨了夫妻双方家庭与工作之间的相互作用。研究一发现，当一方在工作场所感受到压力时，这种压力不仅会转化为其个人的情绪耗竭，还可能对另一方的家庭角色造成压力，进而影响另一方的工作投入。进一步的研究二发现，个体的情绪调节策略和心理资本在缓解这种压力传递过程中扮演了重要角色，有效的情绪调节策略和心理资本能够减轻来自家庭的负面影响，更好的应对工作与家庭之间的角色冲突，从而维护其工作投入和整体福祉。综上所述，本研究为理解工作与家庭角色之间的相互作用提供了新的视 角，并强调了情绪调节和心理资本在其中的关键作用。这些发现不但拓展了工作家庭冲突的交叉研究，同时为制定有效的员工工作投入促进计划提供了实证支持，对于组织在设计人力资源政策和员工支持计划时具有重要的指导意义，有助于促进员工的工作生活平衡和提高工作满意度。

In the current social and economic context, employees' work engagement is crucial for personal career development and closely linked to the sustainable growth of enterprises and overall economic vitality. With globalization intensifying market competition and rapidly changing economic conditions, high levels of employee involvement have become key in enabling companies to adapt to market changes and enhance competitiveness. Active participation and innovation among employees can bring new growth opportunities and competitive advantages while enhancing their professional skills and market value. Furthermore, as emphasis on physical and mental health increases, employees are seeking a balance between work and personal life. This trend requires companies to prioritize employee well-being alongside improving work engagement by providing flexible working arrangements, health benefits, among other measures. Existing studies often examine work stress or family role stress independently with few exploring dynamic interactions between these factors from a family systems perspective - particularly indirect effects of couple's job role stress on dual-income families' employee work engagement. There are relatively few studies in this field; thus this paper selects dual-worker couples in first-tier cities as research subjects using an independent questionnaire survey method to deeply explore how couple's job role stress influences mechanisms of employee job engagement. Two regulating variables - "employee emotion regulation strategy" and "employee psychological capital" - are introduced.

The paper primarily includes two studies. Study 1: A questionnaire survey was conducted to examine the direct, mediating, and chain mediating effects of job role stress in couples, personal emotional exhaustion in couples, family role stress in employees, and job engagement in employees. Data was collected from 180 working couples residing in first-tier cities. AMOS 26.0 software was used for data entry and analysis. In study 2, building upon the findings from study 1, two moderating variables - "emotional regulation strategy" and "psychological capital" - were investigated for their positive impacts on reducing family role pressure and enhancing work involvement. A sample of 250 dual-income couples living in first-tier cities completed the variable questionnaire included in study 1. Additional data collection was carried out for the two samples pertaining to "emotion regulation strategies" and "psychological capital". AMOS 26.0 software was utilized again for data entry and analysis to assess the adjustment effect.

The initial study findings suggest that: (1) Couple's job-related stress predicts couple's personal emotional exhaustion; (2) Couple's personal emotional exhaustion predicts family role stress; (3) Employees' experience of family role stress negatively affects their work involvement; (4) Couple's personal emotional exhaustion acts as a mediator between couple's work-related stress and employee's family role stress, while employee's family role stress mediates the relationship between couple's personal emotional exhaustion and employee's work engagement; (5) There is a significant chain mediation effect among couple's work-related stress, couple’s personal emotional exhaustion, family role stress, and employee’s work involvement. The results of study 2 reveal that: (1) Employees' use of emotion regulation strategies can regulate the association between couple resource depletion and family role stress. Effective employment of emotion regulation strategies can mitigate the positive impact of couple resource depletion on family role stress; (2) Employees' psychological capital can moderate the relationship between employees’ experience of family role stress and their level of work involvement. A high level of psychological capital can alleviate the negative impact exerted by employees’ family role stress on their engagement in work.

Conclusion: This study explores the complex relationship between family and work for both couples. Study 1 shows that when one partner experiences workplace stress, it not only affects their own emotional well-being but also impacts the other partner's familial role, which in turn affects their work engagement. Additionally, Study 2 demonstrates that effective use of emotional regulation strategies and cultivation of psychological capital can help reduce the transmission of such stress. By employing these strategies and fostering psychological capital, individuals can effectively manage work-family conflicts and minimize the negative effects of family-related challenges on their commitment to work and overall well-being. Overall, this study provides valuable insights into understanding the interaction between work and family roles while highlighting the importance of emotional regulation and psychological capital in this context. These findings not only expand existing research on work-family conflict but also offer empirical support for developing effective employee engagement enhancement plans—a valuable resource for organizations aiming to design human resource policies and initiatives that promote a harmonious work-life balance and enhance job satisfaction.