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当前位置：首页 > 商业/管理/HR > 资本运营 > 高科技公司女专业人员工作－家庭冲突－工作倦怠－离职意愿关系研
--(Lai-ITsuei)(JinFengUen)TheRelationshipamongWork-FamilyConflict,JobBurnout,andTurnoverIntentionofFemaleProfessionalsinHigh-TechCompaniesAbstract’’’Theresultsindicatedthat:1.Amongthethreecomponentsofwork-familyconflict,workinterferingfamilywasinhighdegree.Andamongthestressors,familyinvolvement,andkidspressurewereinhighdegree.2.Amongthethreecomponentsofburnout,theexhaustionphenomenonwasinhighdegree.3.Work-familyconflictwaspositivelysignificanttojobburnout.4.Asignificantpositivecorrelationwasidentifiedbetweenjobburnoutandturnoverintention.Theexhaustionandcynicismcomponentsofburnoutwerepositivelysignificantpredictorsofturnoverintention.5.Jobburnoutwasfoundtohavesignificantmediatingeffectbetweenwork-familyconflictandturnoverintention.6.Bosssupport,oneofthesocialsupportcomponents,wasnegativelyassociatedwithjobburnoutandturnoverintention.Inthemoderatingeffect,mostsocialsupportinhigher-gradesgroupsinfluencedwork-familyconflictandjobburnout,andjobburnoutandturnoverintentionmoresignificantlythanlower-gradesgroups.Keywords:work-familyconflict,jobburnout,turnoverintention,socialsupport,high-techcompany,femaleprofessional.……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………123451-3-16(JobBurnout)1974Freudenberger(energy)(strength)(resources)(tofail)(wearout)(exhausted)(Kahill,1988)Pines&Aronson(1981)(physical)(emotional)(mental)Maslach(1982)Maslach&Jackson(1981)Maslachetal.(1984)(helpingprofessions)MBI-HSS(TheMaslachBurnoutInventory—HumanServices7Survey)(emotionalexhaustion)(depersonalizationordehumanization)(diminishedpersonalaccomplishment)1.(emotionalresources)(energy)(feeling)2.3.Maslach(1982)(1)(2)(3)Gaines&Jermier(1983)2-1-1()--82-1-1GainesandJermier(1983)()Maslach&JacksonMBI-HSS()(helpingprofessions)(Leiter,Clark,&Durup,1994)MaslachBurnoutInventory--GeneralSurvey(MBI-GS)MBI-GSMBI-GSMBI-HSS(exhaustion)(cynicism)(professionalefficacy)1.2.3.MBI-GS(engagement)(engagement)(burnout)MBI-GSMBI-HSSMBI-GS()9Kahill(1988)MBI(EmotionalExhaus-tion)(Depersonalization)(PersonalAccomplishment)(LackofPersonalAccomplishment)MBI-GSMaslach(1982)()1.2.()()—()101.2.(Lodahl&Kejner,1965;Dubin,1956)(psychologicaloutcomes)(behavioraloutcomes)(Singh,Goolsby,&Rhoads,1994)1.(approachvariety)(avoidanceorientation)2.(jobperformance)Kahill(1988)1.2.3.4.5.Gaines&Jermier(1983)(1999)112-1-2()(Cohen&Wills,1985;Kirmeyer&Dougherty,1988)-()()2-1-2(StructuralModelofBurnout)Maslachetal.(1996)()Barad(1979)Harrison(1980)Soto&12Jones(1981,Jones,1981a)Jones(1981b)Jackson&Maslach(1982)Quattrochi-Tubinetal.(1982)Weinbergetal.(1983)Belcastro&Hays(1984)Maslach&Jackson(1984)()1.Leiter&Maslach(1988)2.(Leiter,1991)3.(Byrne,1994)4.(Leiter,1991b)5.(Byrne,1994)6.(Burke&Greenglass,1986;Leiter,1990;Leiter&Durup,1996)13Kahn(1964)(2000)Kahn&Quinn(1970)(roleconflict)(roleambiguity)(overload)——(198419861990)-Froneetal.(1992)-(work–familyinterface)(2-2-2)Higginsetal.(1992)-(2-2-3)--()--2-2-1142-2-1--Kahn,Wolfe,Quinn,Snoek,&Rosenthal1964-Greenhousetal.1985-()1991-Frone,Russell,&Cooper1992-1995-Netemeyeretal.1996-Stephens&Sommer1996-1.2.3.(1999)(1999)-()-Kopelmanetal.(1983)(2-2-1)Higginsetal.(1992)Kopelman-(2-2-2)Froneetal.(1992)-15(2-2-3)(1999)2-2-1Kopelmanetal.(1983)`2-2-2-Higginsetal.(1992)-162-2-3-(work-familyinterface)Froneetal.(1992)Froneetal.(1992)--(stressor)Ivancevich&Matteson(1979)(1)(2)Hendrix,Steel,&Schultz(1988)(1)(2)(3)()1.--17(1991)Froneetal.(1992)Voydanoff(1988)-(1)Hackman&Oldham(1975)(JobCharacteristicsModel)-(2)Kahn(1964)Ivancevich(1974)-(3)Beehr,Walsh,&Taber(1976)2.Froneetal.(1992)--Greenhausetal.(1989)-Jones&Butler1980-18Voydanoff(1988)-Netermeyeretal.(1996)---()1.Lodahl&Kejner(1965)(JobInvolvement)(1)(self-image)(self-concept)(2)Reitz&Jewell(1979)2.-(1)-(Higginsetal.,1992;Adamsetal.,1996)(2)-(Carlsonetal.,1995)(3)Wiley(1987)-(1998)(4)-(Pleck,1979)Hall&Richter(1988)-(5)-(Higgins&Duxbury,1991)Greenhaus,Parasuraman,Granrose,Rabinowitz,&Beutell(1989)--19()1.Froneetal.(1992)-2.Froneetal.(1992)--()1.(FamilyInvolvement)(Yogev&Brett,1985)(1998)Carlson,Kacmar,&Stepina(1995)---2.(1)(Hol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本文标题：高科技公司女专业人员工作－家庭冲突－工作倦怠－离职意愿关系研
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