Lapierre Laurent M, Allen Tammy D
University of Ottawa, Ottawa, ON, Canada.
J Occup Health Psychol. 2006 Apr;11(2):169-81. doi: 10.1037/1076-8998.11.2.169.
Employees (n = 230) from multiple organizations and industries were involved in a study assessing how work-family conflict avoidance methods stemming from the family domain (emotional sustenance and instrumental assistance from the family), the work domain (family-supportive supervision, use of telework and flextime), and the individual (use of problem-focused coping) independently relate to different dimensions of work-family conflict and to employees' affective and physical well-being. Results suggest that support from one's family and one's supervisor and the use of problem-focused coping seem most promising in terms of avoiding work-family conflict and/or decreased well-being. Benefits associated with the use of flextime, however, are relatively less evident, and using telework may potentially increase the extent to which family time demands interfere with work responsibilities.
来自多个组织和行业的230名员工参与了一项研究，该研究评估了源于家庭领域（来自家庭的情感支持和工具性帮助）、工作领域（家庭支持性监督、远程工作和弹性工作时间的使用）以及个人（使用聚焦问题的应对方式）的工作-家庭冲突避免方法如何独立地与工作-家庭冲突的不同维度以及员工的情感和身体健康相关联。结果表明，来自家庭和上级的支持以及使用聚焦问题的应对方式在避免工作-家庭冲突和/或降低幸福感方面似乎最有前景。然而，弹性工作时间使用带来的好处相对不那么明显，并且使用远程工作可能会潜在地增加家庭时间需求干扰工作职责的程度。
