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首页> 外文期刊>Journal of managerial psychology >Work-family conflict and synergy among Hispanics
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Work-family conflict and synergy among Hispanics

机译：西班牙裔美国人之间的工作家庭冲突和协同作用

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Purpose - Hispanics represent a growing segment of the US population and workforce, yet there is a lack of empirical research on Hispanics in relation to work-family conflict and synergy. Drawing on work-family and job demands-resources theories, the authors model predictors (autonomy, schedule flexibility, social support, work hours) and outcomes (health and satisfaction) of work-family variables among Hispanics and non-Hispanic whites. The paper aims to discuss these issues. Design/methodology/approach - This quantitative study examined responses from respondents (n = 2,988) of the 2008 National Study of the Changing Workforce using descriptive statistics, Wests, ANOVAs, and structural equation models (SEM). The paper focusses primarily on Hispanics and also examined gender differences for Hispanics and non-Hispanic whites. Findings - Hispanic women reported the highest work-family conflict (work interfering with family (WIF) and family interfering with work (FIW)) and synergy (work-family synergy (WFS)) levels. Job resources are related to WIF for Hispanic women but not Hispanic men. Autonomy was the best predictor of WFS for all groups. Coping mediated the depression-life satisfaction relationship. WIF and WFS were each significantly related to job satisfaction. Job satisfaction and life satisfaction were significantly related for all groups except Hispanic women. Job satisfaction-turnover paths were significant. Research limitations/implications - Although based on a high-quality national probability sample, all information was gathered from one extensive interview. There is also a need to examine subgroups of Hispanics beyond the scope of this data set. Practical implications - Results suggest similarities as well as differences in work-family variables for Hispanics and non-Hispanic whites. Corporate work-family policies and initiatives may need to be altered in light of ethnicity and gender issues as the workforce becomes more diverse. Originality/value - This study examined work-family conflict and synergy among Hispanics. The predominance of research on non-Hispanic whites needed to be extended to different racial/ethnic groups who may experience WTF, FIW, and WFS differently.
机译：目的-西班牙裔美国人在美国人口和劳动力中所占的比例不断增长，但缺乏与工作家庭冲突和协同作用有关的西班牙裔美国人的实证研究。作者利用工作家庭和工作需求-资源理论，对西班牙裔和非西班牙裔白人中工作家庭变量的预测变量（自主权，进度灵活性，社会支持，工作时间）和结果（健康和满意度）进行建模。本文旨在讨论这些问题。设计/方法/方法-这项定量研究使用描述性统计数据，Wests，ANOVA和结构方程模型（SEM），对2008年国家劳动力变动研究进行了调查（n = 2,988）。该论文主要关注西班牙裔，还研究了西班牙裔和非西班牙裔白人的性别差异。调查结果-西班牙裔妇女报告了最高的工作家庭冲突（工作干扰家庭（WIF）和家庭干预工作（FIW））和协同作用（工作家庭协同（WFS））水平。西班牙裔妇女的工作资源与WIF相关，而西班牙裔男性的工作资源与WIF相关。自治是所有小组中WFS的最佳预测指标。应对介导了抑郁-生活满意度的关系。 WIF和WFS均与工作满意度显着相关。除西班牙裔女性外，所有群体的工作满意度和生活满意度均显着相关。工作满意度的转变途径很重要。研究的局限性/意义-尽管基于高质量的国家概率样本，但所有信息都是通过一次广泛的采访收集的。还需要检查此数据集范围之外的西班牙裔亚组。实际意义-结果表明西班牙裔美国人和非西班牙裔白人在工作家庭变量上具有相似性和差异性。随着员工队伍的多样化，可能需要根据种族和性别问题来更改公司的工作家庭政策和计划。原创性/价值-这项研究探讨了西班牙裔美国人之间的工作与家庭冲突和协同作用。非西班牙裔白人的研究主要需要扩展到可能经历WTF，FIW和WFS不同的不同种族/族裔群体。

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