School of Labor Economics, Capital University of Economics and Business, Beijing 100070, China.
Periodical Head Office, Capital University of Economics and Business, Beijing 100026, China.
Int J Environ Res Public Health. 2020 Jul 17;17(14):5185. doi: 10.3390/ijerph17145185.
Many studies have examined the negative effects of work-family conflict on society, organizations, and individuals. Nonetheless, alleviating employee work-family conflict is a topic worthy of further investigation. Few studies examine the antecedent variables of work-family conflict from personal skill and Guanxi perspectives. Studies that test the moderating role of family-friendly practices at the organization level are also rare. Accordingly, we collected data from 404 employees of 51 organizations. The research data are time-lagged and multileveled. The results of hierarchical linear model (HLM) show: (1) Employee political skill negatively affects employee perceived work-family conflict; (2) Employee political skill positively affects supervisor-subordinate Guanxi; (3) Supervisor-subordinate Guanxi partially mediates the relationship between employee political skill and employee work-family conflict (that is, employees can use their political skill to build high-quality supervisor-subordinate Guanxi, further reducing their perceived work-family conflict); (4) Organization family-friendly practices negatively moderate the relationship between supervisor-subordinate Guanxi and work-family conflict (that is, in organizations with high level family-friendly practices, the negative relationship between supervisor-subordinate Guanxi and work-family conflict becomes weak); Furthermore, by coding with Mplus software (Muthen & Muthen, Los Angeles, CA, USA), we also find: (5) Organization family-friendly practices moderate the indirect effect of employee political skill on employee work-family conflict. The results have both theoretical and empirical implications. Further research directions are addressed at the end.
许多研究都考察了工作-家庭冲突对社会、组织和个人的负面影响。然而，缓解员工的工作-家庭冲突仍是一个值得进一步研究的课题。很少有研究从个人技能和关系视角来考察工作-家庭冲突的前因变量。很少有研究检验组织层面的家庭友好型实践对工作-家庭冲突的调节作用。因此，我们从 51 家组织的 404 名员工那里收集了数据。研究数据具有时间滞后性和多层次性。分层线性模型（HLM）的结果表明：（1）员工的政治技能负向影响员工感知到的工作-家庭冲突；（2）员工的政治技能正向影响主管-下属关系；（3）主管-下属关系部分中介了员工政治技能与员工工作-家庭冲突之间的关系（即，员工可以利用自己的政治技能建立高质量的主管-下属关系，从而进一步降低他们感知到的工作-家庭冲突）；（4）组织的家庭友好型实践负向调节主管-下属关系与工作-家庭冲突之间的关系（即，在家庭友好型实践水平较高的组织中，主管-下属关系与工作-家庭冲突之间的负向关系变得较弱）；此外，我们还通过 Mplus 软件（美国洛杉矶的 Muthen & Muthen）进行编码发现：（5）组织的家庭友好型实践调节了员工政治技能对员工工作-家庭冲突的间接效应。研究结果具有理论和实证意义。最后提出了进一步的研究方向。
