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首页> 外文期刊>Career Development International: The Journal for Executives, Consultants and Academics >Workaholic worker type differences in work-family conflict: The moderating role of supervisor support and flexible work scheduling
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Workaholic worker type differences in work-family conflict: The moderating role of supervisor support and flexible work scheduling

机译：工作与家庭冲突中的工作狂工人类型差异：主管支持的调节作用和灵活的工作计划

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Purpose - This study had three aims. First, to examine the validity of the workaholism triad as compared to the workaholism dyad. Second, to test the relationship between workaholism and work-family conflict. Third, to explore the three-way relationships between worker type, work-family conflict (WFC) and supervisor support and flexible work schedules. Design/methodology/approach - Participants consisted of 169 workers employed in the legal industry. The sample used was respondent-driven and questionnaires were self-administered, Workaholism was operationalised using two dimensions of the Spence and Robbins WorkBat: first, drive to work and second, work enjoyment, which produced four worker types (workaholics, enthusiastic workaholics, relaxed workers and uninvolved workers). Findings - Support was found for McMillan et al.'s dyad conceptualisation of workaholism as opposed to Spence and Robbins' triad model. Specifically it was found that the work involvement subscale had low internal reliability and an unreliable factor structure, Results demonstrated that worker type was significantly related to WFC. Specifically, workaholics and enthusiastic workaholics experienced significantly more WFC than relaxed and uninvolved workers. Regarding the three-way relationships, it was found that worker type moderated the relationship between schedule flexibility and WFC. Specifically, it was found that enthusiastic workaholics, in contrast to their workaholic counterparts, experienced declining WFC with access to flexible scheduling. Supervisor support was not significant. Practical implications - The current study suggests that blanket policies, designed to promote work-life balance, are unlikely to be effective for all employees. Indeed, it appears that although both workaholics and enthusiastic workaholics experience high levels of WFC, these two worker types may require different support mechanisms in order to achieve greater work-life balance. Originality/value - Despite their apparent conceptual linkage, the relationship between workaholism and work-family conflict has not been explored in the literature to date. The current study contributes to the field of organisational behaviour both through proposing an additional dispositional antecedent to WFC (i.e. workaholism) and through uncovering an additional consequence of workaholic behaviour patterns (i.e. WFC).
机译：目的-这项研究有三个目的。首先，要检查工作狂三合一与工作狂二重奏相比的有效性。其次，测试工作狂与工作家庭冲突之间的关系。第三，探索工人类型，工作与家庭冲突（WFC）与主管支持和灵活的工作时间表之间的三种关系。设计/方法/方法-参与者包括169名从事法律行业的工人。使用的样本是由受访者驱动的，并且问卷是自我管理的，工作狂是通过Spence和Robbins WorkBat的两个维度进行操作的：第一，开车去上班，第二，工作享受，产生了四种类型的工人（工作狂，热情工作狂，放松型）工人和无关人员）。发现-McMillan等人对工作狂的二元化概念（与Spence和Robbins的三元模型相反）得到了支持。具体而言，发现工作参与量表具有较低的内部可靠性和不可靠的因素结构。结果表明，工人类型与WFC密切相关。具体而言，工作狂和热心工作狂经历的WFC比放松和不参与的工人多得多。关于三向关系，发现工人类型减轻了日程安排灵活性与WFC之间的关系。具体而言，发现与狂热的工作狂相比，热情的工作狂经历了使用灵活调度的WFC下降。主管的支持并不重要。实际意义-当前的研究表明，旨在促进工作与生活平衡的全面政策不太可能对所有员工有效。的确，尽管工作狂和热情的工作狂都经历了高水平的WFC，但这两种工人类型可能需要不同的支持机制以实现更大的工作与生活平衡。独创性/价值-尽管工作狂与工作-家庭冲突之间存在明显的概念联系，但迄今为止，尚未在文献中对其进行探讨。当前的研究通过提出WFC的其他倾向性因素（即工作狂）和揭示工作狂行为模式的其他后果（即WFC），为组织行为领域做出了贡献。

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