Department of Management, Baylor University, Waco, TX 76798, USA.
J Appl Psychol. 2011 Sep;96(5):1045-54. doi: 10.1037/a0023964.
This study examined organizational levers that impact work-family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on women's health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research.
本研究考察了影响工作-家庭体验、参与者健康和随后离职的组织杠杆。我们使用了 179 名女性在分娩后 4 个月全职返回工作岗位的样本，研究了 3 项工作资源（工作保障、技能裁量和日程控制）与工作-家庭充实之间的关联，以及 2 项工作要求（心理要求和非标准工作时间表）与工作-家庭冲突之间的关联。此外，我们还考虑了工作-家庭冲突和充实对女性健康（身体和心理健康）的后续影响，以及女性返回工作 8 个月后的健康对自愿离职的影响。非标准工作时间表与冲突直接且正相关，而日程控制缓冲了心理要求对冲突的影响。技能裁量和工作保障，这两个工作资源，与充实直接且正相关。工作-家庭冲突与身体和心理健康均呈负相关，但工作-家庭充实仅对身体健康呈正相关。身体健康和心理健康都对离职有负面影响。我们讨论了未来研究的意义和机会。
