家庭关系影响工作投入的作用机制及应对策略研究

Under the strategic plan of “Made in China 2025”, targets have been set for Chinese companies to make progress on innovation and technology upgrading. Companies therefore face more challenging situations and fierce global competitions. Companies need a group of energetic, dedicated, and engaged employees to acquire long-term competitive advantage in the market. Work engagement is a positive, fulfilling, work-related state characterized by vigor, dedication, and absorption. Employees who are highly engaged in their work are strongly motivated to invest their energy into work tasks, which improve performance and more readily adapt to changing circumstances. How to make employees fully engaged in their work is essentially important for companies achieving breakthroughs and developments. ..Current research about antecedents of work engagement focus on work environment and individual characteristics, less attention has been paid on influences of family factors on work engagement. With the development of economics and society, such as the increase in women’s participation in the labor force, the increase in dual-earner families, changing beliefs about gender roles, and growing acceptance of new ways of working, resulted in more flexible and permeable boundaries between work and family life domains. Moreover, as China has a strongly relation-oriented culture, Chinese people emphasize on family and harmonious relationships. In this proposal, through the lens of relational energy, we integrate both work engagement and work-family relationship research frameworks to investigate the mechanisms, boundary conditions, and regulation strategies of how interpersonal tensions in the family domain will influence work engagement. ..Three studies were proposed: First, we will conduct a longitudinal study with multiple sources data to investigate how interpersonal tensions in the family domain may influence work engagement of the focal employee and his/her colleague through relational energy. Second, we will conduct a daily diary study with cross-level interaction to investigate the self-regulation strategies employees use to coping with family-domain interpersonal tensions in the workplace. Third, we will conduct an intervention study to test the effect of mindfulness training on improving employee’s relational energy at work and increasing work engagement. Our proposal will extend the literature on antecedents of work engagement and family-to-work conflict, which provides insights of how family relations influence work engagement, and how organizations may help employees regulate properly and further increase their work engagement.

在激烈竞争的当前社会，企业需要一支全身心投入工作的员工队伍来获得长期的竞争优势。现有研究大多集中于工作特征和个人特质对工作投入的影响。尽管如今工作和家庭领域之间的边界越来越模糊，却很少有研究涉及家庭因素对工作投入的影响。本项目将员工的工作和生活作为整体考虑，以关系能量为视角，整合工作投入和工作-家庭关系的研究框架，深入探讨家庭关系紧张影响员工工作投入的内在机制、边界条件和应对策略。本项目包括三部分：（1）通过纵向研究，分析家庭关系紧张如何影响员工的关系能量，进而影响自身甚至同事的工作投入；（2）通过日记研究，探讨员工在日常应对家庭关系紧张的自我调节策略，以及组织文化帮助员工有效应对家庭关系紧张的作用；（3）通过干预研究，考察组织提供正念训练对员工提升工作场所关系能量进而积极投入工作的作用。本项目拓展了工作投入影响因素以及家庭-工作冲突研究，也为促进员工工作投入的管理实践提供了建议。

在当前越来越激烈的市场竞争及外部环境挑战的背景下，如何让员工以高涨的热情投入到工作中来，提高绩效贡献，对企业实现突破、获得发展来说至关重要。现有研究大多集中于工作特征和个人特质对工作投入的影响，却很少有研究涉及家庭因素，尤其是家庭关系对工作投入的影响。本项目将员工的工作和生活作为整体考虑，深入探讨家庭关系影响员工工作过程的内在机制、边界条件和应对策略。本项目研究发现：（1）伴侣间价值观差异带来的家庭关系紧张会触发双方身份重叠的变化，带来个人资源的消耗，影响工作结果；（2）家庭生活的积极事件会通过积极分享积极体验的行为策略提升员工在工作领域的工作能力；（3）在工作中进行非工作行为的员工会对自己职业形象产生忧虑，促使这些员工采取主动行为或欺骗行为作为他们形象管理的策略。本项目揭示了家庭领域影响工作的关系因素，为员工家庭关系影响工作领域的应对策略提供建议。