The Impact of Job Demands, Job Resources, Psychological Capital on Work Family Relationship

Abstract

Abstract: The intersection of paid work and family care is the subject of innovative research during these decades. However, most researches about the antecedents of work family interface are focused on work and family domains, while little attention has been paid on individual difference especially personal resources. The purpose of this study is to explore the effects of psychological capital on work family relationship and how the effects happen. The influence of job demands and job resources on work family relationship has also been discussed. A self-reported questionnaire survey was conducted to collect data from 253 full-time employees in order to test the influence of job demands, job resources and psychological capital on work family balance. Job demands have two indicators which are workload and working hours. Job resources have three indicators which are decision autonomy, colleague support and supervisor support. Psychological capital has four dimensions which are self-efficacy, optimism, hope and resilience. Work family relationship has four dimensions which are work-family conflict, family-work conflict, work-family conflict and family-work facilitation. Structure Equation Model was used to test hypotheses, which was calculated by AMOS 17.0. The main results show that: (1) Job demands are positively related to both work-family conflict and family-work conflict, whereas they are not significantly related to either work-family facilitation or family-work facilitation. (2) Job resources are negatively related to both work-family conflict and family-work conflict, whereas they are positively related to both work-family facilitation and family-work facilitation. (3) Psychological capital is negatively related to both work-family conflict and family-work conflict, whereas it is positively related to both work-family facilitation and family-work facilitation. (4) Psychological capital plays a mediating role between job resources and work family relationship. These results support spillover theory, which illustrate that a change in one domain (work/family) may cause a similar change in the other domain (family/work) either positive (facilitation) or negative (conflict). The findings of this research show that conflict and facilitation have different antecedents - conflict is influenced by both job demands and job resources, while facilitation is just influenced by job resources - which indicates that the mechanism of conflict and facilitation may be different. On the whole, the mechanism of conflict can be explained from a stress perspective such as Job Demand – Resource Model and Conservation of Resources Theory. However, facilitation is mainly influenced by the trends of positive psychology which explains phenomenon from a positive perspective. Therefore, the mechanism of facilitation is focused on positive resources. Previous researches demonstrate that job resources have a positive effect on work family relationship. However, the reason why resources from work domain may influence family domain has not been discussed yet. This research explores this progress from a new perspective, introducing a variable of personal resources – psychological capital. The results demonstrate that psychological capital may play a mediating role, which offers a ‘job character – personal character – work/family relationship’ model and expands the theory of work family relationship.

Key words: work family conflict, work family facilitation, job demands, job resources, psychological capital

摘要： 本研究选取253名已婚全职员工为研究对象，采用自陈式问卷调查的方法，考察了工作要求、工作资源、心理资本对工作家庭关系的影响。结果发现：（1）工作要求与工作家庭双向冲突均呈显著正相关；（2）工作资源与工作家庭双向冲突均呈显著负相关，与工作家庭双向促进均呈显著正相关；（3）心理资本在工作资源与工作家庭关系间起中介作用。

关键词: 工作家庭冲突, 工作家庭促进, 工作要求, 工作资源, 心理资本

赵简孙健敏张西超. 工作要求-资源、心理资本对工作家庭关系的影响[J]. 心理科学, 2013, 36(1): 170-174.

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