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首页> 外文期刊>Journal of occupational health psychology >Do Positive Affectivity and Boundary Preferences Matter for Work-Family Enrichment? A Study of Human Service Workers
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Do Positive Affectivity and Boundary Preferences Matter for Work-Family Enrichment? A Study of Human Service Workers

机译：积极情感和边界偏好是否对工作家庭充实至关重要？服务人员研究

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More individuals than ever are managing work and family roles, but relatively little research has been done exploring whether boundary preferences help individuals benefit from multiple role memberships. Drawing on Greenhaus and Powell's (2006) work-family enrichment theory, along with Boundary Theory (Ashforth, Kreiner, & Fugate, 2000) and Conservation of Resources Theory (Hobfoll, 2002), we explore the impact of personal characteristics as enablers of work-family enrichment, and in turn, work outcomes relevant to human service workers: turnover intentions and emotional exhaustion. In a 2-wave study of 161 human service employees, we found that individuals high in positive affectivity were more likely to experience both work-to-family and family to-work enrichment, whereas those with preferences toward integration were more likely to experience work-to-family enrichment (but not family to-work enrichment). In turn, work-to-family enrichment (but not family to-work enrichment) was related to lower turnover intentions and emotional exhaustion. Enrichment served as a mediating mechanism for only some of the hypothesized relationships. Implications for theory and practice are discussed.
机译：管理工作和家庭角色的个人比以往任何时候都多，但有关边界偏好是否有助于个人从多个角色成员资格中受益的研究相对较少。利用格林豪斯和鲍威尔（2006）的工作家庭富集理论，以及边界理论（Ashforth，Kreiner和Fugate，2000）和资源保护理论（Hobfoll，2002），我们探索了个人特征作为工作推动者的影响。 -家庭充实，进而提供与服务人员有关的工作成果：离职意图和情绪疲惫。在一项对161名服务人员的2波研究中，我们发现，具有积极情感的人更有可能同时经历工作对家庭和家庭对工作的充实，而那些倾向于融合的人则更有可能经历工作到家庭的充实（但不是家庭上班的充实）。反过来，从工作到家庭的充实（而不是家庭到工作的充实）与离职意愿降低和情绪疲惫有关。富裕仅充当某些假设关系的中介机制。讨论了对理论和实践的影响。

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