Reverse exploration: how employees' perception of a high-commitment work system relates to their work-family conflict.

IF 3 3区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

BMC Psychology Pub Date : 2025-09-26 DOI:10.1186/s40359-025-03385-6

Sidi Chen, Jian-Hong Ye, Ling Pan, Jingnan Hu, Li Wang

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引用次数: 0

Abstract

Background: The rapidly evolving and competitive professional environment has significantly intensified the problem of work-family conflict (WFC) among employees. With the advancement of China's economy and society, this conflictual relationship has gained prominence and has exerted various detrimental effects on individuals and businesses. Based on the job demand-resource framework, this study investigated how employees' perception of a high-commitment work system (WFC) relates to their work-family conflict, with job embeddedness (JE) as a mediator, and examined the moderating role of gender.

Methods: A convenience sampling questionnaire survey was conducted among employees in Hainan Province, China, yielding 599 valid responses. Hayes' PROCESS software was used to validate the proposed hypotheses.

Results: Employees' perceived HCWSs are positively correlated with WFC, and JE partially mediated the relationship between perceived HCWSs and WFC. Additionally, gender moderated the latter part of the mediation pathway, specifically the relationship between JE and WFC.

Conclusion: Effective management of human resource systems is crucial in alleviating employees' WFC stemming from HCWSs and JE. Additionally, gender equality policies should be implemented to ensure equal career opportunities and family support for female employees. These measures will not only enhance employees' satisfaction and well-being but also contribute to the sustainable development of organizations.

Trial registration: Not applicable.

Abstract Image

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反向探索：员工对高承诺工作系统的看法如何与他们的工作-家庭冲突相关。

背景：快速发展和竞争的职业环境显著加剧了员工之间的工作-家庭冲突问题。随着中国经济和社会的发展，这种矛盾关系日益突出，并对个人和企业产生了各种不利影响。本研究基于工作需求-资源框架，以工作嵌入性为中介，考察了员工对高承诺工作系统的感知与工作家庭冲突的关系，并考察了性别的调节作用。方法：采用方便抽样的问卷调查方法，对海南省企业职工进行问卷调查，有效问卷599份。采用Hayes' s PROCESS软件对提出的假设进行验证。结果：员工主观幸福感与工作效率正相关，乙脑在主观幸福感与工作效率之间起部分中介作用。此外，性别调节了后一部分中介通路，特别是乙脑与WFC之间的关系。结论：有效的人力资源系统管理是缓解员工因流感和乙脑引起的WFC的关键。此外，应实施性别平等政策，确保女性员工获得平等的职业机会和家庭支持。这些措施不仅会提高员工的满意度和幸福感，而且有助于组织的可持续发展。试验注册：不适用。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

BMC Psychology Psychology-Psychology (all)

CiteScore

3.90

自引率

2.80%

发文量

265

审稿时长

24 weeks

期刊介绍： BMC Psychology is an open access, peer-reviewed journal that considers manuscripts on all aspects of psychology, human behavior and the mind, including developmental, clinical, cognitive, experimental, health and social psychology, as well as personality and individual differences. The journal welcomes quantitative and qualitative research methods, including animal studies.