The Effects Of Workfamily Conflict On Organizational Citizenship Behavior Of Geological Workers

In this study,400 field geologists were selected from geological engineering projects in Heilongjiang,Liaoning,Jilin,Inner Mongolia and Xinjiang by the convenient sampling method.The work-family conflict questionnaire,organizational commitment questionnaire,organizational citizenship behavior questionnaire and psychological empowerment questionnaire were used for the investigation and research.The specific research results are as follows:(1)The work-family conflict and organizational commitment of field geologists are at a medium level,organizational citizenship behavior is at a high level,and the level of psychological empowerment is low.(2)There are significant gender differences in both work-family conflict and organizational citizenship behavior.In terms of work-family conflict and family-work conflict,male workers have more conflicts than female workers.In the subdimensions of organizational citizenship behavior and civic virtue,female workers are more likely than men to exhibit this kind of behavior,while there is no significant difference between the genders in other subdimensions.Work family conflict on the age and field work hours have significant differences,51 years old and older workers' work family conflict and work-family conflict dimensions were significantly lower than other age groups,work in the field of six months or more workers in the work family conflict and work-family conflict dimension scores higher than that of other workers.Organizational commitment and psychological empowerment have no significant differences in gender,age and length of field work.(3)The work-family conflict of field geologists negatively predicts organizational commitment and organizational citizenship behavior.The impact of work-family conflict on organizational citizenship behavior can also be accomplished through the intermediary role of organizational commitment.(4)The dimensions of psychological empowerment are significantly negatively correlated with the two dimensions of work-family conflict;the autonomy and self-efficacy dimensions of psychological empowerment are significantly positively correlated with the dimensions of organizational citizenship behavior,and the work meaning dimension is significantly positively correlated with individual initiative Related,work influence is significantly positively correlated with personal initiative and civic virtue behavior.(5)Psychological empowerment significantly regulates the process of field geologists' work-family conflicts affecting organizational citizenship behavior,and the higher the degree of psychological empowerment,the smaller the negative impact of field geologists' work-family conflicts on organizational citizenship behavior.On the basis of the above research,this research puts forward relevant suggestions to improve employee loyalty and reduce brain drain from the following aspects:(1)Reduce work-family conflicts among field geological workers,including formulating effective policies to balance the work-family relationship of employees,and forming an organizational atmosphere that encourages employees to love family life;(2)Improve the level of organizational commitment of employees,including establishing a good corporate image,paying attention to employees' psychological state and arranging useful activities;(3)Improve employees' psychological empowerment and establish a relationship of mutual trust with employees.