CAJ | 학술논문

摘要采用问卷调查法，对来自上海地区的261名企业管理者进行调查，探讨了性别与组织分割供给、工作中心度及工作→家庭冲突的关系。结果表明：（1）性别对工作→家庭冲突的预测作用显著，男性比女性经历的工作→家庭冲突更多；（2）组织分割供给和工作中心度在性别与工作→家庭冲突之间的中介效应均显著。相比女性而言，男性员工因获得的组织分割供给较少且其自身的工作中心度较高，导致其经历的工作一家庭冲突更多。
적요채용문권조사법，대래자상해지구적261명기업관리자진행조사，탐토료성별여조직분할공급、공작중심도급공작→가정충돌적관계。결과표명：（1）성별대공작→가정충돌적예측작용현저，남성비녀성경력적공작→가정충돌경다；（2）조직분할공급화공작중심도재성별여공작→가정충돌지간적중개효응균현저。상비녀성이언，남성원공인획득적조직분할공급교소차기자신적공작중심도교고，도치기경력적공작일가정충돌경다。
According to the Social Role Theory, people have higher expectations of men＇s role at work place and higher expectations of women＇s role at home. Under such expectations, men and women form different attitudes to work roles as well as family roles （i.e., males may be more work focused）. Yet, the conclusions of previous studies about the gender differences in the work-family conflict are not consistent, which is largely due to the improper controlling of the confounding variables, such as job categories, positions, spouses＇ work status, number of children. Therefore, the main purpose of this study is to investigate：（1） the effect of gender on the work-family conflict in the Chinese culture, under the proper control of some key confounding variables; （2） the mediating effects of the work centrality （the importance of work relative to family ） and segmentation supplies （a series of boundary management practices provided by the organizations that encourage their staff to keep work away from non-work domain） between gender and the work-family conflict based on the Social Role Theory. Participants were 261 managerial staff （Mago = 39.5, 155 males） from Shanghai, China. They were requested to complete the work centrality scale, the segmentation supplies scale and the work- family conflict scale （the time based subscale and strain based subscale） on the spot. The Bias Corrected Bootstrap Method in the PROCESS （loaded to SPSS） was used to test the research hypotheses. Having controlled some key confounding variables （i.e., age, marital status, spouses＇ work status, number of children, positions and tenure）, the research showed：（1） gender predicted the work- family conflict based on strain with the total effect of 0.27 with a 95% confidence interval [0.06,0.48]. The mediating effect of segmentation supplies was 0.11 （accounting for 40.74% of the total effect） with a 95% confidence interval [0.05, 0.21 ]. Meanwhile, the mediating effect of work centrality was 0.08 （accounting for 29.63% of the total effect） with a 95% confidence interval [0.02,0.16]. （2） Gender predicted the work- family conflict based on time with the total effect of .58 with a 95% confidence interval [0.36, 0.81]. The mediating effect of segmentation supplies was .13 （accounting for 22.41% of the total effect） with a 95% confidence interval [0.06,0.24]. Meanwhile, the mediating effect of work centrality was. 11 （accounting for 18.97% of the total effect） with a 95% confidence interval [0.03,0.22]. In conclusion, men experience more work-family conflict compared with women, and there are multiple mediating effects of work centrality and segmentation supplies between gender and the work-family conflict. This study not only reveals the specific process and influence mechanism of how gender affects the work- family conflict, but also encourages organizations to provide their male staff with more understanding and support to help them handle the work-family conflict.