The Effects Of Congruence Between Work And Family Conflict On Employee Work Behaviors Under The Background Of Social Transformation

Work family conflict is bi-directional,including the effect of work responsibility on family responsibility(work-family conflict)and the effect of family responsibility on work responsibility(family-work conflict).Existing literatures mostly focus on work-family conflict while ignoring family-work conflict.In fact,family-work conflict is equally important to individuals,and there are differences in the impact of the two on individuals’ workplace behaviors.According to the resource conservation theory,when individuals face pressure,they will consume their emotional resources,and thus tend to take actions to reduce the depletion of resources,which will affect their behavior in the workplace,including organizational citizenship behavior and counterproductive work behavior.Furthermore,work-family conflict is bidirectional,and employees’ stress perception to work-family conflict and family-work conflict is different.Therefore,employees’ work behavior states are also different under different work family conflict consistency matching or difference matching states.Therefore,this study explores the differential effect of work family two-way conflict on employees’ work behavior.According to the stress process model and referring to the logical paradigm of stress-psychological cognitive-stress response,this paper obtains the main action path of work family conflict on employees’ work behavior:work family conflict,as one of the important stressors of individuals,causes the loss of individual psychological self-control resources,and the resulting stress response has an impact on employees’ work behavior in the workplace of enterprises.Therefore,this study explores the mediating role of individual psychological factors self-control resource loss in the process of work family conflict affecting employees’ work behavior.In addition,psychological cognition and stress response to stress are also influenced by individual traits.Emotional intelligence,as an important individual trait,can affect an individual’s ability to control his own thoughts and behaviors.When self-control resource depletion occurs in different individuals,the subsequent effects on individual psychology and behavior are different due to their emotional intelligence level.Individuals with high emotional intelligence have stronger emotional regulation ability,which can reduce the negative effects of negative emotions caused by stress and reduce the consumption of self-control resources,while those with low emotional intelligence have the opposite.Therefore,this study discusses the moderating effect of emotional intelligence on the above processes.Based on this,this study uses boundary theory,role theory and resource conservation theory on the basis of past literature to discuss the effect of two-way conflict between work and family on the two outcome variables of organizational citizenship behavior and counterproductive behavior through polynomial regression and response surface analysis.The influence of self-control resources and emotional intelligence were introduced as mediating and moderating variables,and the influence mechanism of the two in the above relationship was discussed in depth.After using SPSS22.0 and Amos22.0 for data processing and research hypothesis testing on 417 samples,the following conclusions are obtained:(1)When work-family conflict and family-work conflict matched consistently,compared with "high-high" match,when "low-low" match,self-control resource consumption was lower,organizational citizenship behavior level was higher,and counterproductive work behavior level was lower.(2)When work-family conflict and family-work conflict are inconsistent,the joint effect of work-family conflict and family-work conflict has a negative linear relationship with organizational citizenship behavior,and a U-shaped relationship with counterproductive work behavior.(3)Self-control resource depletion plays a mediating role in the influence of work family conflict on employees’ work behavior.(4)Emotional intelligence played a moderating role in the whole model.The lower the emotional intelligence,the stronger the positive relationship between work-family conflict,family-work conflict consistency and self-control resource depletion.This study enriches the theoretical achievements of resource conservation theory,broadens the research in the field of work family conflict,and improves the boundary conditions between work family conflict and employees’ work behavior.In practice,the following feasible measures to manage employees’ work behavior are proposed:(1)Consider the needs of employees’ families and provide favorable guarantee for employees to coordinate work and family relationship.(2)Reduce pressure and burden for employees through flexible work policies,improve organizational support and employee family welfare,improve employee work efficiency through performance guidance,and reduce work family conflicts.(3)Use psychological counseling and emotional care to improve the individual’s sense of organizational identity and belonging,and positively guide employees’ work behavior.(4)Pay attention to the working mood of employees,and use employee welfare to create a warm and harmonious organizational collective atmosphere.(5)Attention should be paid to individual emotional intelligence during recruitment,and emotional management courses should be considered in employee induction training.(6)Comprehensively consider the work behavior of employees during performance appraisal,effectively manage the work behavior of employees,and promote the longterm development of the organization.