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The Effects of Work-Family Conflict and Enrichment on Self-Regulation, Networking, and the Creation of Social Networks.

机译：工作家庭冲突和充实对自我调节，建立网络和建立社交网络的影响。

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摘要

In two studies, I employ theories of self-regulation to examine how work-family conflict and family-to-work enrichment affect self-regulation processes necessary for networking behaviors; in turn, networking behaviors affect the size and diversity of professional social networks ("the pattern of ties linking a defined set of persons or social actors;" Siebert, Kramer, & Liden, 2001). I hypothesize that work-family conflict depletes self-regulatory and energy resources and primes a self-regulatory prevention focus, while family-to-work enrichment enhances resources and primes a self-regulatory promotion focus, affecting networking behaviors. A ten-day experience sampling study (Study 1) reveals that on days when family-to-work conflict is high, employees report lower levels of self-regulatory promotion focus and are less likely to engage in network investing behaviors. On days when family-to-work enrichment is high, employees report higher levels of self-regulatory promotion focus, and engage in more network investing behaviors. An ego network study (Study 2) explores between-person effects of work-family conflict, family-to-work enrichment, self-regulation, and networking on employee social networks and career outcomes. Study 2 reveals that family-to-work enrichment and investing and restoring networking behaviors positively relate to network size and diversity; family-to-work enrichment positively relates to advancement potential through increased network size. Self-regulatory promotion focus also positively relates to network size and diversity through effects on investing behaviors.
机译：在两项研究中，我运用自我调节理论来研究工作家庭冲突和家庭对工作的丰富化如何影响网络行为所必需的自我调节过程。反过来，网络行为会影响专业社交网络的规模和多样性（“将已定义的一组人或社会参与者联系起来的纽带的模式；” Siebert，Kramer和Liden，2001年）。我假设工作与家庭之间的冲突会耗尽自我调节和能源资源，并引发自我调节预防重点，而家庭到工作的充实则增强资源并引发自我调节促进重点，从而影响网络行为。一项为期十天的经验抽样研究（研究1）显示，在家庭与工作之间的冲突较高的日子里，员工报告的自我调节促进重点水平较低，并且不太可能参与网络投资行为。在家庭到工作的丰富度很高的日子里，员工会报告更高级别的自我调节促进重点，并参与更多的网络投资行为。一项自我网络研究（研究2）探讨了工作与家庭冲突，家庭对工作的充实，自我调节以及员工社交网络和职业结局之间的人际关系。研究2表明，家庭对工作的丰富以及对网络行为的投资和恢复与网络的规模和多样性呈正相关。通过增加网络规模，家庭到工作的充实与发展潜力正相关。通过对投资行为的影响，自我调节促进的重点也与网络的规模和多样性密切相关。

著录项

  • 作者

    Dahm, Patricia C.;

  • 作者单位

    University of Minnesota.;

  • 授予单位 University of Minnesota.;
  • 学科 Organizational behavior.;Organization theory.
  • 学位 Ph.D.
  • 年度 2015
  • 页码 209 p.
  • 总页数 209
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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