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Employee perceptions of work/family benefits: An analysis of individual differences.

机译：员工对工作/家庭福利的看法：对个人差异的分析。

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As workforce demographics and employee values change, many employees face the challenge of balancing responsibilities of work and family. The stress that results from the imbalance of the competing roles has an impact on employee functioning both at work and home. Organization leaders are beginning to see work/family concerns as legitimate employee issues in which the organization can intervene and assist in order to maximize positive workplace attitudes and behaviors. Employee benefits that address such issues are referred to as work/family benefits. The relatively new field of work and family has gained increased research attention during the last decade, however some fundamental issues remain unresolved.; This study addressed several major weaknesses in the field by evaluating employee perceptions of identified work/family benefits. The first part of this research resulted in a list of benefits that employees believed to address work and family issues as well as appropriate benefit definitions. The work/family benefits and their definitions were then used to evaluate individual differences such as gender, responsibility for dependents and work/family conflict for their effect on employee perceptions of benefit desirability, perceived benefit value, familiarity with benefits and stigma associated with benefit use. Results indicated that female employees, employees with dependent care responsibilities, and employees experiencing work/family conflict desire, value, and feel that work/family benefits are helpful in balancing work and family responsibilities. Overall, employees reported familiarity with work/family benefits and little stigma associated with use of work/family benefits. These perceptions did not differ between different groups of employees. Finally, the assessed dimensionality of employee perceptions of work/family benefits found that different groups of employees perceived work/family benefits in multiple dimensions. This finding may indicate that employees perceive work/family benefits in a cognitively complex way.; The outcomes of this study have important implications for both research and practice by providing evidence to questions in the field regarding how different employees view and value work/family benefits. The results should be helpful to human resource managers and benefit administrators as they make strategic decisions regarding benefit needs assessment, benefit offering, and communication/marketing of benefit options.

机译：随着员工人口统计和员工价值观的变化，许多员工面临着平衡工作和家庭责任的挑战。竞争角色不平衡造成的压力会影响员工在工作和家庭中的工作。组织领导者开始将工作/家庭问题视为合法的员工问题，组织可以在其中进行干预和协助，以最大程度地发挥积极的工作场所态度和行为。解决此类问题的员工福利称为工作/家庭福利。在过去的十年中，相对较新的工作领域和家庭越来越受到研究的关注，但是一些基本问题仍然没有解决。这项研究通过评估员工对已确定的工作/家庭福利的看法，解决了该领域的几个主要弱点。这项研究的第一部分列出了员工认为可以解决工作和家庭问题的福利以及适当的福利定义。然后使用工作/家庭福利及其定义来评估个体差异，例如性别，对受抚养者的责任以及工作/家庭冲突，因为它们对员工对福利的期望，期望的福利价值，对福利的熟悉程度以及与福利使用相关的污名感的影响。结果表明，女性雇员，承担抚养责任的雇员以及经历工作/家庭事务的雇员的愿望，价值，以及认为工作/家庭津贴有助于平衡工作和家庭责任。总体而言，员工表示熟悉工作/家庭福利，并且几乎没有与工作/家庭福利的使用相关的污名。这些看法在不同的雇员群体之间没有差异。最后，对员工对工作/家庭福利的看法的评估维度发现，不同类别的员工在多个维度上对工作/家庭利益的看法。这一发现可能表明员工以认知上复杂的方式感知工作/家庭的利益。通过为有关不同员工如何看待和重视工作/家庭福利的实地问题提供证据，这项研究的结果对研究和实践都具有重要意义。结果对于人力资源经理和福利管理员在制定有关福利需求评估，福利提供以及福利选项的沟通/营销的战略决策时应该有所帮助。

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作者
Greising, Leslie A.;
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University of Missouri - Saint Louis.;

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授予单位 University of Missouri - Saint Louis.;
学科 Psychology Industrial.; Business Administration Management.
学位 Ph.D.
年度 2004
页码 153 p.
总页数 153
原文格式 PDF
正文语种 eng
中图分类工业心理学;贸易经济;
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专利

1. Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: implications for work-family conflict and employee well-being. [J] . Lapierre LM, Allen TD Journal of occupational health psychology . 2006,第2期

机译：支持工作的家庭，支持家庭的监督，组织福利的使用以及针对问题的应对：对工作家庭冲突和员工福祉的影响。
2. Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: implications for work-family conflict and employee well-being. [J] . Lapierre LM, Allen TD Journal of occupational health psychology . 2006,第2期

机译：支持工作的家庭，支持家庭的监督，组织福利的使用以及针对问题的应对：对工作家庭冲突和员工福祉的影响。
3. Family-supportive organization perceptions, multiple dimensions of work-family conflict, and employee satisfaction: A test of model across five samples [J] . Laurent M. Lapierre, Paul E. Spector, Tammy D. Allen, Journal of vocational behavior . 2008,第1期

机译：家庭支持的组织看法，工作与家庭冲突的多个维度以及员工满意度：五个样本的模型测试
4. How Does Individual-Team Matching Affect Employees' Subjective Well-Being at Work: Taking Family Support as the Moderating Variable [C] . Pingting Fu, Shiying Li, Jianfeng Chen, International Conference on Advances in Management Science and Engineering . 2020

机译：个人团队匹配如何在工作中影响员工的主观福祉：将家庭支持作为审控变量
5. A Quantitative Explanatory Analysis Examining the Moderating Effect of Family Care Responsibilities on Family-Work Conflict And Employee Engagement Among Employed Individuals in the United States [D] . King, Michael J. 2018

机译：定量解释性分析，研究了家庭护理责任对美国就业个体中家庭工作冲突和员工敬业度的调节作用
6. Web-based computer adaptive assessment of individual perceptions of job satisfaction for hospital workplace employees [O] . Tsair-Wei Chien, Wen-Pin Lai, Chih-Wei Lu, 2011

机译：基于网络的计算机自适应评估用于医院工作场所员工对工作满意度的个人看法
7. Decision-making is the process of analyzing information about a problem situation and comparing it to a specific conclusion in order to solve a specific problematic (Yıkılmaz, 2001; Miller and Byrnes, 2001). Decision-making styles are a mechanism that is influenced by the internal and external conditions that determine the direction of the decisions of the individual, the content of the decision-making process, and the outcome of the decision-making process (Payne, Bettman and Johson, 1993; Bavol’ár and Orosová, 2015). ACT is a contemporary member of the Cognitive Behavioral Therapy family. ACT (Acceptance and commitment therapy) has both similar and different directions with Behavioral Therapies and Cognitive Therapies (Herbet and Forman, 2011; Hayes, 2004). KKT responds to classical behavioral treatments using both existential and cognitive approaches in the analysis of behavior. KKT is a science wing that tries to solve human problems with a wider perspective aimed at solving problematic human behaviors (Plumb, Stewart, Dahl and Lundgren, 2009). It is seen that there is very little research about the new approach of ACT approach when the aiming country of our country is screened and it is thought that our country will contribute to the field of psychological counseling with the work done. In the scope of the research, experimental and control groups and preliminary test, post-test and follow-up measurements of 2x3 experimental design were used. The study's study group consists of a total of 24 (12 experimental and 12 control groups) university students studying in different departments and levels, continuing their education in the academic year of 2015-2016 in Ağrı province and İbrahim Chechen University in 2015-2016 academic year. The average age of participants in the experiment and control group is 20. There were 12 participants in the experimental group, 7 female and 5 male, and 12 participants, 7 female and 5 male in the control group. Personal Information Form and Decision Making Style Scale prepared by the researcher were used in the research. In order to decide on the tests to be used in the course of analyzing the data, the scores of the participant's Decision Styles Scale pre-test, which are placed primarily in the experimental and control groups, it was analyzed whether the basic expectations of parametric tests were answered. As a result of the analysis made, the scores, skewness and kurtosis coefficients obtained from the Decision Making Styles Scale were given to the experimental and control groups. It was determined that the distribution was normal in the result of Shapiro-Wilk test, in which the skewness and kurtosis coefficients of each sub-scale were ranked between -1 and +1. Participants in the experimental and control groups; homogeneity test results for decision-style pre-test measurements indicate that the data are homogeneous. According to the results of the Mauchly Globalness Test, it has been determined that working supports the hypothesis. It was determined that there was no significant difference between the pre-test scores obtained from dependent decision-making style of experiment and control groups, but the test group showed lower mean scores at the significant level within the scores of post-test and follow-up tests. Therefore, it can be said that the ACT-oriented psychoeducation program applied to the experimental group reduces the dependent decision-making style scores from the decision style sub-dimensions and the psychoeducation program has a lasting effect. It was determined that there was no significant difference between pre-test, post-test and follow-up scores obtained from the Spontaneous-Instant Decision Style of experiment and control groups. Thus, it can be said that this situation does not cause a significant difference in the Spontaneous-Decision-Making Style scores from the decision style sub-dimensions of the ACT-oriented psychoeducation program applied to the experimental group. The ACT -oriented psychoeducation program had a decline in the intuitive decision-making styles of the individuals, but this decrease did not create significant differences. Thus, it can be said that this situation does not make a meaningful difference in the intuitive decision style scores from the decision style sub-dimensions of the KKT oriented psychoeducation program applied to the experimental group. The pre-test scores obtained from the rational decision-making style of the experimental and control groups showed that there was a difference between the post-test and the follow-up scores, but this difference was not significant. As a result of the analysis, it was determined that the test group had higher levels of rational decision style than the pre - test scores in the post test and follow - up scores, whereas the post test and follow - up test scores in the control group rational decision style showed a decrease compared to the pre - test scores. the pre - test scores. Decision-making Styles Scale Avoidant Decision Making As a result of the analysis of the mean scores of the subscale scores of pre-test, post-test and follow-up measures, the group effect was found to be insignificant. It was determined that the experimental and control groups differed significantly from the pre-test scores obtained from the avoidant decision-making style but did not show any significant change within the scores of the post-test and follow-up tests. [O] . mustafa ercengiz, ali haydar şar 2018

机译：决策是分析有关问题情况的信息并将其与特定结论进行比较的过程，以解决特定的问题（Yıkılmaz，2001; Miller和Byrnes，2001）。决策风格是一种机制，受到内部和外部条件的影响，确定个人决定的方向，决策过程的内容以及决策过程的结果（PAYNE，BETTMAN和BEDNE） Johson，1993;Bavol'ár和奥萨洛瓦，2015）。法案是认知行为治疗家庭的当代成员。行为（验收和承诺治疗）具有与行为疗法和认知疗法的类似和不同方向（Herbet和Forman，2011; Hayes，2004）。 KKT在分析行为中使用存在性和认知方法来响应古典行为治疗方法。 KKT是一个科学翼，试图解决人类问题，旨在解决有问题的人类行为（铅垂，斯图尔特，Dahl和Lundgren，2009）。有人认为，当我们国家的瞄准国家进行筛选时，有关行动方法的新方法几乎没有研究，并且认为我们的国家将为完成工作做出贡献的心理咨询领域。在研究的范围内，使用实验和对照组和初步测试，使用后测试和后续测量的2x3实验设计。该研究的研究小组包括共24名（12个实验和12个对照组）大学学生在不同的部门和水平上学习，在2015-2016学术上继续进行2015-2016的学术年度2015-2016学年年。实验和对照组参与者的平均年龄是20.实验组中有12名参与者，7名女性和5名男性，12名参与者，7名女性和5名男性。研究人员准备的个人信息表格和决策制定风格规模在研究中使用。为了决定在分析数据的过程中使用的测试，参与者的决策风格刻度预测的分数主要在实验和对照组中进行，分析了参数的基本期望吗？测试得到了回答。由于对实验和对照组给出了从决策曲调标度获得的分数，偏移和峰度分子系数。确定该分布是正常的在成熟的-WILK试验结果中，其中每亚级的偏差和刚度系数在-1到+1之间排名。实验和对照组的参与者;决策式预测测量的同质性测试结果表明数据是均匀的。根据毛毛环保试验的结果，已确定工作支持假设。据确定，从依赖决策风格的实验和对照组获得的预测分数之间没有显着差异，但测试组在测试后的分数内显示出较低的平均分数和后续的分数 - 测试。因此，可以说，应用于实验组的面向活动的心理教育程序减少了决策风格子维度的依赖决策风格分数，并且心理教育程序具有持久的效果。据确定，从实验和对照组自发决策风格获得的预测试，测试后和后续评分之间没有显着差异。因此，可以说这种情况不会导致从应用于实验组的活动导向的心理教育程序的决策风格分数的自发决策风格分数显着差异。行为的心理教育计划在个人直观的决策风格下降，但这种减少并没有产生显着的差异。因此，可以说，这种情况不会在从应用于实验组的KKT导向的心理教育程序的决策风格分数中产生有意义的决策风格分数。从实验和对照组的理性决策风格获得的预测分数显示后检验后和随访评分之间存在差异，但这种差异并不重要。由于分析，确定测试组的理性决策风格较高，而不是后测试和后续分数的预测分数，而对照组合理决策风格的后测试和后续测试分数显示出与预测试分数相比的减少。预测分数。决策款式扩展避免决策由于分析了预测试，测试后和后续措施的班次评分的平均分数，发现群体效应是微不足道的。确定实验和对照组从避免决策风格获得的预测评分中显着不同，但在测试后和后续测试的分数内没有显示出任何重大变化。

Employee perceptions of work/family benefits: An analysis of individual differences.

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