The Impact Of Work-family Conflict On The Professional Women's Job Embeddedness

The times continue to develop,society keep progress,more and more women are stepping into career.Featured unique carefulness,thoughtfulness and likeability,they own these advantages over male employees.However,within our country's traditional cultural background of " women work inside,men work outside ",women have to undertake more family affairs than men,so they have to face more conflicts between work and family,which results in limiting professional women's career ambition and makes them easier to meet with career ceiling.Consequently,it does serious damage to women's career development.For companies,serious work-family conflicts limit professional women to play their work potential well and create more value,which is a great waste of human resources.Job embeddedness refers to the factors that affect employees' stay at work.Even if there is job dissatisfaction or alternative job opportunities,employees still remain the original posts without quitting the job.Therefore,higher job embeddedness can make professional women have more sense of belonging and identity to the company,which improve their work ability.Based on theory and reality,we constructs a hypothetical model of the relationship above work-family conflict and job embeddedness,and takes Zhengzhou SF company as an example.By analyzing the data of the questionnaire survey,it is found that there are great differences in the work-family conflicts faced by professional women with different ages,marital status,position and age of youngest children.Through reliability and validity analysis,correlation analysis and regression analysis,the negative correlation between family-to-work conflict and job embeddedness ? the positive correlation between work-to-family conflict and job embeddedness was verified.Based on this,through interviews with employees,this paper uncovers that the professional women's problems on current work-family conflicts and job embeddedness mainly include: the performance appraisal are not scientific,strict attendance systems and few rest periods in the second half of the year,high work intensity and limited promotion opportunities.We make recommendations from individual and organizational perspective based on research recommendations,such as changing gender concepts,paying attention to workfamily boundary management,introducing flexible working hours,satisfying employees' material and spiritual need,changing the assessment methods and so on.