摘要
通过对企业中301名在职员工的问卷调查,本研究考察了工作嵌入在工作-家庭促进与留职意愿之间的中介作用以及工作家庭文化和情感倾向的调节作用。结果显示:(1)员工的工作-家庭促进的两个维度(工作→家庭促进和家庭→工作促进)与其留职意愿正相关;(2)社区嵌入和组织嵌入作为工作嵌入的两个维度分别中介了工作→家庭促进以及家庭→工作促进与留职意愿之间的关系;(3)工作家庭文化对工作→家庭促进与留职意愿之间的关系具有调节作用;(4)消极情感调节了家庭→工作促进与组织嵌入的关系。
Using 301 employees as sample, we aim to study the mediating effect of job embeddedness between work-family facilitation and intention and the moderating roles of work family culture and affectivity. The results show that： 1） work-to-family facilitation and family-to-work facilitation have significant positive impact on intention to retain; 2） community embeddedness and organization embeddedness have mediating effect on the relation between family-to-work facilitation ,work-to-family facilitation and intention to retain respectively; 3） work family culture has moderating impact on the relationship between work-to-family facilitation and community embeddedness; 4） negative affectivity has moderating effect on the relationship between family-to-work facilitation and organization embeddedness.
出处
《中国人力资源开发》
北大核心
2014年第13期65-71,共7页
Human Resources Development of China
基金
国家自然科学基金(71102152)
教育部人文社会科学研究青年基金(11YJC630146)
河北省社会科学发展研究课题(201305009)资助
关键词
工作-家庭促进
工作嵌入
留职意愿
工作家庭文化
情感倾向
Work-family Facilitation
Job Embeddedness
Intention to Retain
Work Family Culture
Affectivity
