题目：工作——家庭冲突与个人结果的权变关系：来自中国大陆经理人员的实证数据 （The contingent relationship between work-to-family conflict and individual consequences:Empirical evidences from Chinese managers）
主讲人：赵锴博士，经管学院领导力与组织管理系
时间：2017.10.27，星期五，14:00-16:00
地点：新主楼A1039
摘要:
Existing literature identified two perspectives (i.e., resource depletion and source attribution)that link work-to-family conflict (WIF) to individual consequences in both of work and family domains. Using Chinese managers as our research samples, we aim to extend the two perspectives by testing the contingent effects from multiple theoretical perspectives.In study 1, based on social role theory and a gender role perspective, we specify the moderating effects of gender and gender role orientation on the relationships between WIF and perceived family/workaccomplishment. Our empirical results showed that 1) compared with female managers, the negative relationship between WIF and perceived family accomplishment was stronger for male managers;2) within the male group,the negative relationship between WIF and perceived family accomplishment was stronger for male managers with an egalitarian gender role orientation than those with a traditional gender role orientation; 3) for male managers with a traditional gender role orientation, there was a positive relationship between WIF and perceived work accomplishment.In study 2, to extend the perspective of source attribution, this study examines the contingent relationship between WIF and job satisfaction by testing role segmentation enactment and gender role orientation as moderators of that relationship. The empirical evidences demonstrated that 1) WIF had a negative relationship with job satisfaction only among “segmenters” (i.e., individuals with high levels of role segmentation); 2) for male managers, gender role orientation and role segmentation enactment played a joint moderating role in explaining this relationship such that the negative moderating effect of role segmentation enactment on the relationship between WIF and job satisfaction was stronger among male managers with a non-traditional gender role orientation,compared to those with a traditional gender role orientation. Finally, the theoretical and managerial implications for understanding these findings, limitations of the two studies, and future research directions are discussed.
主讲人简介：
个人简介：赵锴，山西太原人，现任9999js金沙老品牌领导力与组织管理系讲师。主要研究方向：组织创造力与创新、团队管理、工作-家庭界面、领导力。2017年毕业于清华大学9999js金沙老品牌，获工商管理专业博士学位，曾获国家留学基金委（CSC）全额资助赴美国爱荷华大学蒂彼商学院管理与组织系联合培养一年。
经管学院科研办
2017-10-24
