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首页> 外文期刊>Anxiety, stress, and coping >Interrole conflict and self-efficacy to manage work and family demands mediate the relationships of job and family demands with stress in the job and family domains
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Interrole conflict and self-efficacy to manage work and family demands mediate the relationships of job and family demands with stress in the job and family domains

机译：管理工作和家庭的互权冲突和自我效能要求在工作和家庭领域的压力中调解工作和家庭需求的关系

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Background and objectives: This study derives from Work-Home Resources model (ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work-home interface: The work-home resources model. American Psychologist, 67(7), 545-556. doi:10.1037/a0027974) and Social Cognitive Theory (Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs, NJ, US: Prentice-Hall, Inc.) to investigate mechanisms responsible for the effect of job and family demands on work- and family-related perceived stress. We hypothesized that interrole conflict and self-efficacy to manage work and family demands operate either independently or sequentially transmitting the effects of demands on perceived stress. Design: A sample of 100 employees of various occupations participated in the study conducted online in two waves: Time 1 (T1) and Time 2 (T2) with a three-month interval. Method: Regression analysis with bootstrapping was applied. Results: Interrole conflict (T1) did not mediate the relationships between demands (T1) and perceived stress (T2), whereas self-efficacy (T1) mediated only those between family demands (T1) and stress (T2). However, data supported the sequential mediation hypotheses: Demands (T1) were associated with increased interrole conflict (T1) which in turn decreased self-efficacy (T1) and ultimately resulted in the elevated perceived stress at work and in the family (T2). Conclusions: Demands originating in one domain can impact stress both in the same and other life areas through the sequence of interrole conflict and context-specific self-efficacy.
机译：背景和目标：本研究源于工作室资源模型（十Brummelhuis，LL，＆Bakker，AB（2012）。工作室界面的资源透视图：工作室资源模型。美国心理学家67（7 ），545-556。DOI：10.1037 / a0027974）和社会认知理论（Bancura，A.（1986）。社会认知理论的社会认知理论。Englewood Cliffs，NJ，美国：Prentice-Hall，Inc。 ）调查负责工作和家庭对工作和家庭相关的感知压力的影响的机制。我们假设管理工作和家庭需求的互权冲突和自我效能独立地运作或顺序地传递对感知压力的需求的影响。设计：参加两波线在线进行的研究的100名员工的样本：时间1（t1）和时间2（t2），间隔为三个月。方法：应用了带自举的回归分析。结果：Inter IntereLe冲突（T1）没有介导需求（T1）与感知应力（T2）之间的关系，而自我效能（T1）仅介导家庭需求（T1）和应力（T2）。然而，数据支持顺序调解假设：需求（T1）与增加的互权冲突（T1）相关联，其又降低了自效（T1），最终导致在工作中和家庭中的升高的感知应力（T2）。结论：在一个领域的需求可以通过互权冲突的序列和背景特异性自我效能影响相同和其他生命区域的压力。

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