Abstract. Based on the research of the relationship between work-family conflict and job performance literature review analysis,we found the relationship between work family conflict and job performance are diverse. This paper first summarizes the research about the relationship between work family conflict and job performance based on the two theories:COR theory and the work demand -resource model. Secondly points out that the future literature can follow the following three aspects: one is to consider work family conflict affect the job performance through mediation variables, second is considering regulating variable in the mechanism of action of work family conflict affect job performance, three is to consider the research about work family conflict and job performance of the relationship between the different dimensions. In general the future needs more empirical research to study the relationship between work family conflict and job performance.
Abstract-Family friendly work practice (FFWP) has received considerable attention and research support over the past decade. Now the time has come to refine and better understand how it impacts job satisfaction. This study investigates the moderating effect of work-family facilitation.To be specific, we tested this mediated model with matched data among a sample of 261 employees in China. We found that family friendly work practice (FFWP) is positively related to work-family facilitation and consequently job satisfaction. Our discussion highlights the benefits of understanding the roles of work-family facilitate involved in the effectiveness of family friendly work practice and how they can be practically implemented. We discuss the theoretical and practical implications of the findings and provide suggestions for future research.
Abstract-In the past, the psychological capital was often regarded as the resources of the individual, and this paper tries to study whether the psychological capital can be regarded as an individual trait that affects the distribution of individual resources,that is psychological capital will moderate the impaction of work family conflict on job dedication. Through empirical research, we find that familywork conflict has a negative impact on the job dedication , work-family conflict doesn't have a negative impact on the job dedication, psychological capital moderates the negative relationship between family-work conflict and job dedication ,psychological capital doesn't moderate the negative relationship between work-family conflict and job dedication. The results provide a useful implication for the enterprise to manage employee's work family conflict and job dedication.
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