A Thesis On The Influence Of The Congruence Of Work-family Conflict Between Leaders And Surbordinates On Employees’ Family Performance

With the aggravation of the aging of the country,the "three-child" policy has been gradually opened.The country emphasizes the concept of shared development with common prosperity as the core,prevents the poor from returning to poverty,and pays attention to the quality of life and material security of the people,thus meeting the people’s growing needs for a better life.In this context,enterprises should not only pursue profit maximization,but also consider important factors such as employees’ physical and mental health and family happiness.Employee’s happiness is becoming an important index to measure the core competitiveness of enterprises,and family role compatibility,family involvement and family resources are the main factors that affect the family performance with happiness as the core.However,how to improve the family performance of employees has become a difficult problem for enterprises.Work and family are two important areas in people’s lives,and work-family conflict is also an important topic in the field of human resources.The problem of work-family conflict has been proved to lead to the stress of work and family roles,which has a negative impact on work and family.Leaders are the direct link between enterprises and employees.A large number of studies have proved that the personal characteristics between leaders and employees will affect employees’ behavior.Furthermore,when leaders and employees are at the same level of work-family conflict,will it improve employees’ family performance? Therefore,this study uses the theory of matching between people and environment and the theory of resource conservation to explore the influence of the congruence of work-family conflict between leaders and employees on employees’ family performance.Thus,based on the dual dynamic perspective of leaders and employees,this study chooses the leader-member exchange as the explanation mechanism,and takes into account the position of cultural values differences in enterprise to construct the conceptual framework of the study on the influence of the congruence of work-family conflict between leaders and employees on employees’ family performance.In this paper,the questionnaire was distributed online to obtain cross-sectional data and to match the leaders’ and employees’ questionnaires.A total of 129 questionnaires were successfully matched.Using polynomial regression and response analysis to analyze the data,the research results show that different levels of work-family conflict have different effects on the leader-member exchange and family performance:(1)when the level of work-family conflict between leaders and employees is consistent,the lower the family performance of employees and the lower the leader-member exchange when compared with "low-low" and "high-high";(2)When the level of work-family conflict between leaders and employees is inconsistent,the lower the family performance of employees and the higher the level of leader-member exchange,as compared with "high-low" and "low-high" inconsistent matches;(3)The leader-member exchange mediates in the congruence of the work-family conflict between leaders and employees and the employees’ family performance.(4)The power distance moderates the relationship between the congruence of work-family conflict between leaders and employees and the leader-member exchange.In general,this research innovatively points out that when leaders and employees work-family conflict match,it will not simply improve employees’ family performance,but is still affected by other factors.Based on this,management implications are drawn as follows:(1)developing practical family-friendly policies;(2)pay attention to the staff’s career planning and development;(3)Increase communication channels between leaders and employees.