Clarifying work-family intervention processes: the roles of work-family conflict and family-supportive supervisor behaviors.
Clarifying work-family intervention processes: the roles of work-family conflict and family-supportive supervisor behaviors.
复制标题
DOI：
10.1037/a0020927
复制
发表时间：
2011-01
期刊：
影响因子：
--
通讯作者：
Zimmerman KL
中科院分区：
文献类型：
--
作者：
Hammer LB;Kossek EE;Anger WK;Bodner T;Zimmerman KL
借鉴培训、工作-家庭干预和社会支持研究的概念模型，我们进行了一项准实验场研究，以评估旨在增加主管使用家庭支持主管行为的监督培训和自我监控干预的影响。239名员工在6个干预(N=117)和6个对照(N=122)杂货店地点完成了干预前和干预后的调查，调查间隔9个月。6个干预点的39名主管接受了培训，包括1小时自定进度的计算机培训，1小时面对面的小组培训，然后是行为自我监控(记录支持性行为的频率)的指导，以支持工作中的转移。结果表明，培训和家庭-工作冲突对员工工作满意度、离职意向和身体健康的影响存在无序交互作用。特别是，对于这些结果，家庭与工作冲突高的员工被观察到积极的培训效果，而家庭与工作冲突低的员工被观察到负面的培训效果。这些调节效应是通过培训和家庭-工作冲突对员工对家庭支持的主管行为的认知的交互作用而起中介作用的。我们的发现对未来工作-家庭干预的发展和评估的意义进行了讨论。
Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisory training and self-monitoring intervention designed to increase supervisors' use of family supportive supervisor behaviors. Pre- and post-intervention surveys were completed, nine months apart, by 239 employees at six intervention (N = 117) and six control (N = 122) grocery store sites. Thirty-nine supervisors in the six intervention sites received the training consisting of one hour of self-paced computer-based training, one hour of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to support on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, while negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work-family intervention development and evaluation are discussed.