Effect Of Work-family Conflict To Contextual Performance Based On View Of Psychological Capital

The relationships between work and family affect people's career development and happiness.With the rising competition pressure,work-family conflict increasing obviously. Severe work-family conflict would result adverse effect on psychosomatic health of employees, that would decrease their psychological capital. While psychological capital is considered as positive powers of improving employees' job performance then strengthen enterprises' competition advantage,so how to charge the problem of work-family conflict is a great subject in front of human resource managers. High performance is always pursued by corporate managers, and it's also an important factor for the enterprises to maintain a competitive advantage. Research on employee performance has been an important part of management disciplines. Employee performance can be divided into task performance and contextual performance. The study of the effect of employees' psychological capital on task performance is already relatively mature,but the effect on contextual performance need further improvement.This thesis reviewed systematically the study of work-family conflict, authentic leadership, psychological capital, contextual performance from the literature at home and abroad. Combed the outcome variables of work-family conflict, antecedent and outcome variables of psychological capital and antecedent variables of contextual performance. Then we proposed our hypotheses and theoretical model. This thesis investigates the effect of work-family conflict to contextual performance by choosing psychological capital as mediate variable, authentic leadership as moderate variable.Then,Design related scales according to the needs of model, and then collect data through questionnaires. Using SPSS and Lisrel such statistical analysis tools to do series analysis on the collected data. Following five conclusions were made from analyzing 265 valid data. First, work-family conflict will reduce the level of employees' psychological capital. Second, employees' psychological capital has positive impact on contextual performance. Third, work-family conflict has negative impact on employees' contextual performance. Fourth, psychological capital partially mediated in work-family conflict and contextual performance. Psychological capital partially mediated in work-family conflict and job dedication, and the same to the relationship between work-family conflict and interpersonal promotion. Fifth, authentic leadership adjusted the relationship between work-family conflict and psychological capital.These findings can theoretically improve the research of the effecting mechanism between work-family conflict and employee performance, and also can guide enterprises to improve the management level and thus enhance the performance. Based on these conclusions, this thesis elaborates four inspirations and advices on the management practices, which are provide family-friendly program package, developed authentic leadership, foster employees' psychological capital and pay attention to promote contextual performance.