You can't have your cake and eat it, just as it is always difficult to find a balance between work and family. When sorting out the papers, I found such a batch of model essays, hoping to help the students.
Abstract: In recent years, with the increase of social pressure, the contradiction brought by the multiple roles of professionals has become more and more acute, and how to balance the relationship between work and family has become a hot spot of concern. This paper will sort out the previous literature on work-family issues and summarize the work-family balance strategy, hoping to help professionals.
Keywords: literature review of work-family balance
In recent years, with the increasing pressure and pace of people's work, work-family balance has become the focus of organizational behavior scholars. The author also hopes to summarize the existing literature on work-family balance and the existing research, so as to provide a basis for the next research.
I. Research areas of work-family issues
About what? Work-family balance problem? The research can be roughly divided into three directions, namely: work-family conflict, work-family balance and work-family promotion. These three kinds of research are gradually promoted with the change of ideas and the deepening of labor market research, and different research stages have different conclusions on work and family issues.
(1) Work-family conflict. In 1980s, foreign scholars published a literature review on work-family conflict, pointing out that work-family conflict is essentially a conflict between roles, because individuals have different roles when participating in different fields, and roles will cause opposing pressure. The research in this field has some limitations, but it represents that people begin to face up to the problem of work-family balance, which lays the foundation for the follow-up research.
(2) Work-family balance. With people's in-depth study of work-family issues, many researchers have found that personal work roles and family roles are not only negative, but also can have a positive impact under certain circumstances. When the positive effect can just offset the negative effect, the state of work-family balance is produced. In this research field, many scholars have overcome the limitations of previous research fields, devoted themselves to studying the factors that promote work-family balance, and given a series of strategies to promote balance.
(3) Work-family promotion. With what? Endless? With the continuous popularization of the concept of career, some scholars in the field of work-family issues have also put forward the concept of work-family promotion, arguing that individual's multi-role participation can expand resources and create energy, thus enhancing overall happiness. In this research field, although there are still some achievements in work-family promotion in academic circles, on the whole, the research in this field is still less and not mature enough.
Second, the classification of work-family conflicts
(1) Conflict Classification Based on Conflict Content
In the study of work-family conflict in the west, this kind of conflict is generally considered as role conflict, that is, the participation of one role will hinder the participation of other roles in something, and there are three main forms of work-family conflict:
First, time conflict, that is, work and family roles will compete for personal time, resulting in conflicts. The inflexibility and regularity of working hours at work, the number of children in the family field and the spouse's work situation will all affect the time conflict.
Second, the stress conflict refers to that when one character is nervous, anxious and depressed, this negative state will affect the state of other characters, thus causing conflicts between roles.
Third, behavior conflicts, different roles have different expectations for different people. When there are irreconcilable contradictions in the expectations of different roles, it will cause behavioral conflicts between roles.
(2) Conflict classification based on conflict direction.
According to the direction of conflict, work-family conflict can be divided into two types: work-family conflict caused by work requirements is work-family conflict; Work-family conflict caused by family needs is family-work conflict. Research shows that these two directions of work-family conflict influence each other, and there is a positive correlation between them. It is of great significance to divide work-family conflict into work-family conflict and family-work conflict for understanding the relationship between work and family, and many subsequent studies are based on this model.
(3) Six-dimensional division
Based on the above two kinds of thinking about work-family conflict, some scholars combine the above two classification forms, thus forming six dimensions of work-family conflict. And some scholars have developed a scale to measure conflict according to six dimensions, and the test results show that all six dimensions have good reliability and validity.
Third, the work-family balance strategy
After reading the relevant literature, the author found that the strategies of work-family balance mainly include three categories: value identification, resource enjoyment and appropriate role.
Value identification means that families, organizations and employees should be consistent with their work values, which is the basis of work-family balance. In the family, we should not only overcome the oppression of traditional patriarchal culture on female roles, but also avoid extreme and one-sided feminism; At work, we should recognize the multiple roles of women and reduce the mutual infiltration between work and family.
Resource enjoyment encourages people to integrate resources in the fields of work and family, so as to support and help each other in resources, mainly in material enjoyment and emotional enjoyment. In this regard, many Fortune 500 companies headed by Microsoft have implemented exemplary family-friendly policies, such as flexible working hours or telecommuting through the Internet.
Role moderation refers to the need to change and adjust personal roles at different stages of career. For example, with the maturity and changes of external factors, people will redefine their family roles, which may change from traditional female roles to strong female roles in the workplace, or vice versa. In a word, a moderate role reflects the dynamic nature of work-family balance and ensures its long-term stability.
References:
Ying Feng. The role orientation of professional women: a study on the relationship between work-family conflict and quality of work life [D]. Zhejiang University, 2004.
[2] Yang Yanan. Research on the structure of work-family promotion and the moderating effect of organizational support [D]. capital university of economics and business, 20 14.
[3] Huang Yiqun. Research on the Work-Family Balance of Entrepreneurial Women and Its Influence on Performance Mechanism [D]. Zhejiang University, 2007.
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