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首页> 外文期刊>Journal of Applied Psychology >Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family-Supportive Supervisor Behaviors
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Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family-Supportive Supervisor Behaviors

机译：澄清工作家庭干预过程：工作家庭冲突和家庭支持监督者行为的作用

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摘要

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisor training and self-monitoring intervention designed to increase supervisors' use of family-supportive supervisor behaviors. Pre- and postintervention surveys were completed, 9 months apart, by 239 employees at 6 intervention (N = 117) and 6 control (N = 122) grocery store sites. Thirty-nine supervisors in the 6 intervention sites received the training consisting of 1 hr of self-paced computer-based training, 1 hr of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to facilitate on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions, and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, whereas negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work-family intervention development and evaluation are discussed.
机译：基于整合了有关培训，工作家庭干预和社会支持的研究的概念模型，我们进行了半实验性实地研究，以评估主管培训和自我监控干预的影响，旨在增加主管对家庭支持的使用主管的行为。 239名员工分别在6个干预（N = 117）和6个对照（N = 122）杂货店现场完成了干预前后的调查，相隔9个月。 6个干预地点的39名主管接受了培训，包括1个小时的基于计算机的自定进度的培训，1个小时的面对面小组培训，其次是行为自我监控的说明（记录支持性行为的频率）行为）以促进在职迁移。结果表明，培训和家庭对工作冲突对员工工作满意度，离职意向和身体健康的影响之间存在不协调的相互作用。特别是，对于这些结果，家庭与工作冲突高的员工观察到积极的培训效果，而家庭与工作冲突低的员工则看到了负面的培训效果。这些节制的影响是通过培训和家庭与工作之间的冲突对员工对家庭支持的主管行为的看法的交互作用来介导的。讨论了我们的发现对未来工作家庭干预措施的开发和评估的意义。

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