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Abstract
The impact of work family conflict on the career growth of female employees in Chinese context
Zhang Xiao
Supervised by Prof. Yi Yang
Dept. of Global Business &
Entrepreneurship
Graduate School of
Gachon University
In recent years, the career growth of employees is more and more important. It is worth noting that gender differences tend to fade in the competition for talents compared with the last century. With the rapid development of society, more and more women are becoming independent, which is especially reflected in the continuous improvement of women’s participation rate in the social labor force. The career growth of female employees also cannot be ignored. In the modern society, the expectations and requirements for women's roles are increasing. They are not only expected to play the role of good wife and mother, but also they are expected to make contributions at work. Therefore, the women face an increasingly serious dilemma between family and work. In China, there has been a cultural concept of male superiority over female superiority for a long time because of the Confucian culture. Based on the still dominant traditional division of gender roles, the burden of family education and domestic affairs still falls mainly on women. With the aging of the population, the comprehensive implementation of the two-child policy, the introduction of the three-child policy and the rising proportion of dual-worker families and other social phenomena tend to be normal, the female employees’ work and family roles demand pressures continue to increase. It is hard for them to balance work and family roles with the limited time and energy. Thus, the work family conflict problem is becoming more and more seriously. The serious work family conflict not only affects the women’s physical and mental health, but also it hinders the career growth of female employees. For the current research, the female employees’ career growth from a role conflict perspective research is still inadequate. It is necessary to expand the research.
In view of this, this study uses the existing theories to answer and explain the work and family problems faced by female employees in the current society. The study included 2 sub-studies.
In the first study, we explored the cross-effects of work family segmentation preference on work family two-way conflict and work family facilitation among female employees based on boundary theory. With the development of the mobile internet technology and the wide popularity of all kinds of convenient mobile devices, the boundary between work and non-work fields is increasingly blurred, and the interaction between the two fields is more close than before. Family is a very important non-work area in people’s life, and the interaction between work and family is complicated. There are both negative and positive, the negative relations, namely “work family conflict”, and positive relations, namely “work family positive spillover”. In this study, we study the effects of preferred segmentation of the work domain from the family domain on women’s work family two-way conflict and work family facilitation.
In the second study, the data of 331 female professional employees were collected from the perspective of work family two-way conflict. The factors such as organization support, family support, job involvement and female career growth are taken as the moderating, mediating and outcome variables of the study. A model is established to analyze the direct influence mechanism of work family conflict of two-way influence on women’s career growth.
Firstly, it integrates and sorts out various variables, and fully combines the research status, puts forward the research hypothesis, and establishes the theoretical model on this basis. Secondly, a small sample survey questionnaire is prepared, and we make the final questionnaire on the basis of the initial small sample survey questionnaire. Then, we distribute the questionnaire on line in order to collect the data . Finally, using the SPSS22.0 data processing tool to test the reliability, validity and other aspects of the effective questionnaire, analysis the data and vertify the hypothesis step by step.
The results showed that:
(1) Work family segmentation preference is negatively related with work family conflict.
(2) Work family segmentation preference is negatively related with family work conflict.
(3) Work family segmentation preference is positively related with work family facilitation.
(4) Work family two-way conflict has a significant negative impact on the career growth of female employees.
(5) Job involvement plays a mediating role in the influence mechanism of work family two-way conflict and career growth of female employees.
(6) The relationship between work family two-way conflict and job involvement can be directly influenced by the moderating effect of family support and organization support.
This study suggests that female employees can adjust themselves to balance work and family, reduce work family conflict and improve work family facilitation. Family support from spouse, parents and relatives can well alleviate work family conflict, so that female employees can devote themselves to work and contribute to their career growth. Enterprises should actively care about and attach importance to the career growth of female employees, provide fair career growth conditions and environment for female employees, take targeted actions, increase social humanistic care for female employees, and further build policies in line with the career growth of female employees.

목차 (Table of Contents)

Contents
I. Introduction 1
1.1 Background of the subject 1
1.2 Research problems and research methods 3
1.2.1 Research problems 3

Contents
I. Introduction 1
1.1 Background of the subject 1
1.2 Research problems and research methods 3
1.2.1 Research problems 3
1.2.2 Research method 5
1.3 Research Purpose and research significance 6
1.3.1 Research purpose 6
1.3.2 Research Significance 7
1.4 Research innovation points 9
1.4.1 Innovation in the research perspective 9
1.4.2 Research content innovation 9
1.5 Structural arrangement 9
II. Literature review and theoretical review 11
2.1 Theoretical review 11
2.1.1 Role conflict theory 11
2.1.2 Resource preservation theory 13
2.1.3 Social exchange theory 14
2.1.4 Social Support theory 16
2.2 Literature review 18
2.2.1 Literature review of work family segmentation preference 18
2.2.2 Literature review of work family conflict 21
2.2.3 Literature review of work family facilitation 26
2.2.4 Literature review of job involvement 30
2.2.5 Literature review of organizational support 32
2.2.6 Literature review of family support 36
2.2.7 Literature review of career growth 38
2.2.8 Research Review 43
III. Hypothesis and Models 45
3.1 Hypothesis 45
3.1.1 Work family segmentation preference, Work family conflict and Work family facilitation 45
3.1.2 Work family conflict, job involvement, and career growth 46
3.1.3 Mediating role of job involvement 48
3.1.4 Moderating role of organizational support and family support 49
3.2 Model construction 51
3.2.1 Study 1 model construction 51
3.2.2 Study 2 model construction 52
IV. Research design and data collection 54
4.1 Questionnaire and scale design 54
4.1.1 Work Family Conflict Scale 54
4.1.2 Work Family Facilitation Scale 54
4.1.3 Work Family Segmentation Preference Scale 55
4.1.4 Job Involvement Scale 55
4.1.5 Support Sense Scale 55
4.1.6 Career Growth Scale 56
4.2 Scale test 56
4.2.1 Pre-research reliability analysis 56
4.2.2 Pre-research validity analysis 58
4.3 Data collection 63
V. Results 64
Study 1: Based on boundary theory, the cross effect of work family segmentation preference on work family conflict and work family facilitation 64
5.1 Descriptive statistical analysis 64
5.1.1 Descriptive statistical analysis of demographic variables 64
5.1.2 Descriptive statistical analysis of the variables 65
5.2 Common method deviation test 65
5.3 Reliability and validity analysis of the questionnaire 66
5.3.1 Reliability analysis of the questionnaire 66
5.3.2 Validity analysis of questionnaire 66
5.4 Correlation analysis 70
5.5 Regression analysis 71
Study 2: The impact of work family two-way conflict on women's career growth 74
5.6 Descriptive statistical analyses 74
5.6.1 Descriptive statistical analysis of the demographic variables 74
5.6.2 Descriptive statistical analysis of the variables 74
5.7 Common method deviation test 75
5.8 Reliability and validity analysis of the questionnaire 75
5.8.1 Reliability analysis of the questionnaire 75
5.8.2 Validity analysis of the questionnaire 76
5.9 Correlation analysis 80
5.10 Regression analysis 81
5.10.1 Regression analysis of the work family two-way conflict, job involvement and women's career growth 82
5.10.2 The mediating function of Job involvement analysis 82
5.10.3 Moderating role of organizational support and family support 88
VI. Discussion 89
6.1 Conclusion 89
6.1.1 Study 1 Conclusion 89
6.1.2 Study 2 Conclusion 90
6.2 Research Limitations and Outlook 91
Reference 93
Appendix 110

참고문헌 (Reference)

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