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Research on the Influence of Work-Family Conflict on the College Instructor¡¯ Job Attitudes

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Tutor: LiuShiYong
School: China University of Geosciences
Course: Applied Psychology
Keywords: Work-family conflict,Job Attitude,Organizational commitment,Job satisfaction,Tur
CLC: B842
Type: Master's thesis
Year:  2011
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Abstract:
With the changes in the structure of work and family, the relationship between work and family become hotspot in the fields of management psychology, applied psychology, organizational behavior, human resources management in the domestic and foreign. Since the 20th century,70 years, Studying on the relationship between work and family, experienced the development from Work-Family Conflict to Work-Family Promotion, Work-Family Matches, Work-Family Balance, In the field of relationship between work and family, Work-Family Conflict is still a focus. Predecessors has accumulated a rich empirical and theoretical research on dimension,influence factors,consequences an intervention strategies.While the sample groups have been involved in blue-collar workers, white collar workers, police, nurses, flight attendants, teachers and other groups, sample still has some limitations.In this paper, the college instructor for the object, from the perspective of the Work-Family Conflict, explore the status of Work-Family Conflict and the influence of job attitudes.On the basis, mitigation measures about Work-Family Conflict proposed from organization,family,personal.The results of the study indicate that:Firstly:The College instructors¡¯Work-Conflict-Family is greater than Family-Conflict-Work. Based on time, pressure and behavior of Work-Conflict-Family is greater than based on time, pressure and behavior of Family-Conflict-Work respectively.Secondly:The results of Independent sample t-test and analysis of variance indicate that: There was a significant difference in working hours, education, working importance, marriage, working years about Work-Conflict-Family. There was a significant difference in working hours, working importance, spouses¡¯work bout Family-Conflict-Work.There was a significant difference in family importance, working importance about Organizational commitment. There was a significant difference in age, working importance about Job satisfaction. There was a significant difference in working importance about Turnover intention.Thirdly:correlation analysis and regression analysis indicate that:Work-Conflict-Family and Family-Conflict-Work and Organizational commitment are significance negative correlation. The greater the Work-Conflict-Family, the lower Organizational commitment. The greater the Family-Conflict-Work, the lower the Organizational commitment.Work-Conflict-Family and Family-Conflict-Work and Job satisfaction are significant negative correlation. The greater the Work-Conflict-Family, the lower the Job satisfaction. The greater the Family-Conflict-Work, the lower the Job satisfaction.Work-Conflict-Family and Family-Conflict-Work and Turnover intention are significant positive correlation. The greater the Work-Conflict-Family, the greater the Turnover intention;The greater the Family-Conflict-Work, the greater the Turnover intention.Fourthly:multiple regression analysis indicate that:Organizational support, family support, strategies play a significant regulatory role for Work-Conflict-Family on Organizational commitment, job satisfaction. Organizational support play a significant regulatory role for Work-Conflict-Family on Turnover intention. Organizational support, family support, strategies play a significant regulatory role for Family-Conflict-Work on Organizational commitment, Job satisfaction. Organizational support play a significant regulatory role for Family-Conflict-Work on Turnover intention.
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