School of Economics and Management, Tongji University, Shanghai 200092, China.
School of Public Affairs, Chongqing University, Chongqing 400044, China.
Int J Environ Res Public Health. 2020 Feb 24;17(4):1443. doi: 10.3390/ijerph17041443.
This study developed and tested a model, which involves the effects of work-family conflicts on job satisfaction and job performance of construction professionals, with a focus on the mediating role of affective organizational commitment. A structured questionnaire survey was conducted among construction professionals in China, resulting in 317 valid responses. The results, generated from structural equation modelling, revealed two interrelated dimensions of work-family conflicts, work's interfering with family life and family life's interfering with work. We found these two types of work-family conflicts directly, negatively affected affective organizational commitments and job satisfaction but not job performance. Additionally, affective organizational commitment positively affected job satisfaction and job performance, and mediated the effects of work-family conflicts on job satisfaction. This study advances our understanding of how or why work-family conflicts produce dysfunctional effects on employees' job outcomes in the context of construction projects.
本研究开发并测试了一个模型，该模型涉及工作-家庭冲突对建筑专业人员工作满意度和工作绩效的影响，重点关注情感组织承诺的中介作用。在中国的建筑专业人员中进行了一项结构化的问卷调查，共获得 317 份有效回复。结构方程模型的结果揭示了工作-家庭冲突的两个相互关联的维度，即工作对家庭生活的干扰和家庭生活对工作的干扰。我们发现这两种类型的工作-家庭冲突直接、负向地影响情感组织承诺和工作满意度，但对工作绩效没有影响。此外，情感组织承诺正向影响工作满意度和工作绩效，并在工作-家庭冲突对工作满意度的影响中起到中介作用。本研究增进了我们对在建筑项目背景下，工作-家庭冲突如何或为何对员工的工作结果产生功能失调影响的理解。
