工作、家庭难兼顾？工作-家庭资源模型在组织管理研究中的应用与发展

被引：24

作者：

王震 ^{[1
]}

陈子媚 ^{[1
]}

宋萌 ^{[2
]}

机构：

[1] 中央财经大学商学院

[2] 北京工业大学经济与管理学院

来源：

中国人力资源开发 | 2021年 / 38卷 / 11期

关键词：

工作-家庭资源模型; 工作-家庭冲突; 工作-家庭增益; 溢出-交叉模型;

D O I：

10.16471/j.cnki.11-2822/c.2021.11.004

中图分类号：

F272.92 [人事管理];

学科分类号：

摘要：

工作-家庭资源(W-HR)模型是一个系统解释工作与家庭积极和消极互动的理论,它阐释了个人资源将一个领域的要求和资源与另一个领域的结果联系起来的过程和条件。尽管W-HR模型已提出近10年,实证研究对其应用并不一致,其核心观点得到的证实程度也不相同,且该模型在国内受到的关注很少。基于对52项使用W-HR模型研究的系统分析,文章梳理提炼了该模型的典型应用场景和误区。总体上, W-HR模型关于工作-家庭互动的基本观点已被证实,但关于"关键资源和宏观资源在互动中的作用"的观点仅得到较少关注,工作-家庭互动的时间问题还未被探讨。未来研究在使用该模型时,应区分工作-家庭的消极和积极互动过程,探究家庭和非工作领域对工作的影响,关注工作-家庭互动中宏观因素的作用,明晰工作-家庭关系随时间变化的过程,关注数字化背景下的工作-家庭关系,以及探索工作-家庭互动在中国情境下的独特性。

引用

页码：58 / 79

页数：22

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