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首页> 外文期刊>Applied psychology. Health and well-being >Psychosocial Determinants of Work-to-Family Conflict among Knowledge Workers with Boundaryless Work
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Psychosocial Determinants of Work-to-Family Conflict among Knowledge Workers with Boundaryless Work

机译：具有无国界工作的知识型员工之间的家庭与家庭冲突的社会心理决定因素

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摘要

The aims of the present study were to investigate (1) whether antecedents of work-to-family conflict identified in previous research have similar effects among knowledge workers, whether work environmental factors, particularly relevant for boundaryless work and not explored previously, affect work-to-family conflict in this group, and (2) whether the workplace culture (family friendliness and demands on availability) has a main effect on work-to-family conflict and moderates the effects of the work environmental factors. A sample of 396 Danish knowledge workers selected frbm a national, representative cohort study was followed up after 12 months. Data were analysed with a multiple GLM procedure with and without adjustment for baseline values. The results identified adjustment behavior toward deadlines as an important precursor for the development of conflicts. Further, a family-friendly workplace culture protected against conflicts and moderated the effect of influence at work. Well-known antecedents, such as quantitative demands and number of work hours, were further confirmed as relevant also in this specific context. It is concluded that a workload of a suitable size, sustainable behavior related to deadlines, and a family-friendly workplace culture could potentially improve the likelihood that employees feel confident that they perform successfully both at work and at home.
机译：本研究的目的是调查（1）先前研究中确定的工作与家庭冲突的前因在知识工作者之间是否具有相似的影响，工作环境因素，特别是与无边界工作相关且先前未探讨过的因素是否会影响工作， （2）工作场所文化（家庭友善和对可用性的要求）是否对工作与家庭之间的冲突有主要影响，并缓解了工作环境因素的影响。在12个月后，对396名丹麦知识工作者的样本进行了抽样调查，该样本来自全国代表性的队列研究。使用和不调整基线值的多重GLM程序分析数据。结果表明，对截止日期的调整行为是冲突发展的重要先兆。此外，一种家庭友好的工作场所文化可以防止冲突并减轻工作中影响的影响。在此特定情况下，还进一步确认了诸如数量需求和工时数之类的众所周知的前提条件。结论是，适当规模的工作量，与截止日期相关的可持续行为以及家庭友好的工作场所文化可以潜在地提高员工对自己在工作和在家中成功表现出自信的可能性。

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