工作场所中他人感知的员工工作-家庭冲突：刻板印象视角

删除或更新信息，请邮件至freekaoyan#163.com(#换成@)

本站小编 Free考研考试/2022-01-01

金杨华, 陈世伟, 朱玥, 谢江佩

浙江工商大学工商管理学院, 杭州 310018

收稿日期:2021-02-18出版日期:2022-01-15发布日期:2021-11-25
通讯作者:谢江佩, E-mail: xiejiangpei@126.com

基金资助:* 浙江省哲学社会科学规划“之江青年课题” (19ZJQN15YB)和国家自然科学基金项目(72002197)资助

Others' perceptions of work-family conflict in the workplace: From stereotype perspective

JIN Yanghua, CHEN Shiwei, ZHU Yue, XIE Jiangpei

School of Business Administration, Zhejiang Gongshang University, Hangzhou 310018, China

Received:2021-02-18Online:2022-01-15Published:2021-11-25

摘要/Abstract

摘要： 以往研究发现工作场所中他人感知的员工工作-家庭冲突对员工工作结果具有重要影响, 但相关研究处于起步阶段。在文献回顾的基础上, 从刻板印象理论出发, 提出可能影响他人感知员工工作-家庭冲突的工作、家庭相关因素; 采用能力-热情维度框架探讨他人感知员工工作-家庭冲突的作用机制及其结果。今后研究可在整合工作-家庭冲突研究和刻板印象理论的基础上, 对他人感知员工工作-家庭冲突的形成及人际效用机制等方面进行拓展。

参考文献 43

[1]	Acton B. P., Foti R. J., Lord R. G., & Gladfelter J. A. (2019). Putting emergence back in leadership emergence: A dynamic, multilevel, process-oriented framework.The Leadership Quarterly,30(1), 145-164.
[2]	Akinola M., Martin A. E., & Phillips K. W. (2018). To delegate or not to delegate: Gender differences in affective associations and behavioral responses to delegation.Academy of Management Journal, 61(4), 1467-1491.
[3]	Allen, T. D., & Martin, A. (2017). The work-family interface: A retrospective look at 20 years of research in JOHP.Journal of Occupational Health Psychology, 22(3), 259-272.
[4]	Block K., Gonzalez A. M., Schmader T., & Baron A. S. (2018). Early gender differences in core values predict anticipated family versus career orientation.Psychological Science, 29(9), 1540-1547.
[5]	Bourdeau S., Ollier-Malaterre A., & Houlfort N. (2019). Not all work-life policies are created equal: Career consequences of using enabling versus enclosing work-life policies.Academy of Management Review, 44(1), 172-193.
[6]	Carlson D. S., Witt L. A., Zivnuska S., Kacmar K. M., & Grzywacz J. G. (2008). Supervisor appraisal as the link between family-work balance and contextual performance.Journal of Business and Psychology, 23, 37-49.
[7]	Carvalho V. S., Chambel M. J., Neto M., & Lopes S. (2018). Does work-family conflict mediate the associations of job characteristics with employees' mental health among men and women?Frontiers in Psychology, 9, 966-977.
[8]	Casper W. J., Eby L. T., Bordeaux C., Lockwood A., & Lambert D. (2007). A review of research methods in IO/OB work-family research.Journal of Applied Psychology, 92(1), 28-43.
[9]	Casper W. J., Vaziri H., Wayne J. H., DeHauw S., & Greenhaus J. (2018). The jingle-jangle of work-nonwork balance: A comprehensive and meta-analytic review of its meaning and measurement.Journal of Applied Psychology, 103(2), 182-214.
[10]	Cuddy A. J. C., Fiske S. T., & Glick P. (2004). When professionals become mothers, warmth doesn't cut the ice.Journal of Social Issues, 60(4), 701-718.
[11]	Cuddy A. J. C., Fiske S. T., & Glick P. (2007). The BIAS map: Behaviors from intergroup affect and stereotypes.Journal of Personality and Social Psychology, 92(4), 631-648.
[12]	Cuddy A. J. C., Fiske S. T., Kwan V. S. Y., Glick P., Demoulin S., Leyens J.-P., … Ziegler R. (2009). Stereotype content model across cultures: Towards universal similarities and some differences.British Journal of Social Psychology, 48(Pt 1), 1-33.
[13]	Cuddy A. J. C., Glick P., & Beninger A. (2011). The dynamics of warmth and competence judgments, and their outcomes in organizations.Research in Organizational Behavior, 31, 73-98.
[14]	DeRue D. S., Nahrgang J. D., & Ashford S. J. (2015). Interpersonal perceptions and the emergence of leadership structures in groups: A network perspective.Organization Science,26(4), 1192-1209.
[15]	Dumas, T. L., & Sanchez-Burks, J. (2015). The professional, the personal, and the ideal worker: Pressures and objectives shaping the boundary between life domains.Academy of Management Annals, 9(1), 803-843.
[16]	Eagly, A. (1987).Sex differences in social behavior: A social-role interpretation. Hillsdale, NJ: Erlbaum.
[17]	Emrich C., Denmark F. L., & Den Hartog, D. N. (2004). Cross-cultural differences in gender egalitarianism: Implications for societies, organizations, and leaders. In R. J. House, P. J. Hanges, M. Javidan, P. W. Dorfman, & V. Gupta (Eds.),Culture, leadership, and organizations: The GLOBE study of 62 societies(pp. 343-394). Thousand Oaks, CA: Sage.
[18]	Ferris D. L., Yan M., Lim V. K. G., Chen Y. Y., & Fatimah S. (2016). An approach-avoidance framework of workplace aggression.Academy of Management Journal, 59(5), 1777-1800.
[19]	Fiske S. T., Cuddy A. J. C., Glick P., & Xu J. (2002). A model of (often mixed) stereotype content: Competence and warmth respectively follow from perceived status and competition.Journal of Personality and Social Psychology, 82(6), 878-902.
[20]	Fiske S. T.,& Neuberg, S. T. (1990). A continuum of impression formation, from category-based to individuating processes: Influences of information and motivation on attention and interpretation. In M. P. Zanna (Ed.), Advances in experimental social psychology (Vol. 23, pp. 1-74). Cambrigde, MA: Academicc Press.
[21]	French K. A., Dumani S., Allen T. D., & Shockley K. M. (2018). A meta-analysis of work-family conflict and social support.Psychological Bulletin, 144(3), 284-314.
[22]	Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles.The Academy of Management Review, 10(1), 76-88.
[23]	Heider, F. (1958).The psychology of interpersonal relations.New York: Wiley.
[24]	Heilman, M. E. (2012). Gender stereotypes and workplace bias.Research in Organizational Behavior, 32, 113-135.
[25]	Hodges, A. J., & Park, B. (2013). Oppositional identities: Dissimilarities in how women and men experience parent versus professional roles.Journal of Personality and Social Psychology, 105(2), 193-216.
[26]	Hoobler J. M., Wayne S. J., & Lemmon G. (2009). Bosses' perceptions of family-work conflict and women's promotability: Glass ceiling effects.Academy of Management Journal, 52(5), 939-957.
[27]	Hoyt, C. L., & Murphy, S. E. (2016). Managing to clear the air: Stereotype threat, women, and leadership.The Leadership Quarterly, 27(3), 387-399.
[28]	Jones E. E.,& Davis, K. E. (1965). From acts to dispositions the attribution process in person perception. In L. Berkowitz (Eds.), Advances in experimental social psychology (Vol. 2, pp. 219-266). Cambridge, MA: Academic Press.
[29]	Karatepe, O. M., & Tekinkus, M. (2006). The effects of work-family conflict, emotional exhaustion, and intrinsic motivation on job outcomes of front-line employees.International Journal of Bank Marketing, 24, 173-193.
[30]	Krieger, L. H. (1995). The content of our categories: A cognitive bias approach to discrimination and equal employment opportunity.Stanford Law Review, 47(6), 1161-1248.
[31]	Li A., Bagger J., & Cropanzano R. (2017). The impact of stereotypes and supervisor perceptions of employee work-family conflict on job performance ratings.Human Relations, 70(1), 119-145.
[32]	Liang L. H., Lian H., Brown D. J., Ferris D. L., Hanig S., & Keeping L. M. (2016). Why are abusive supervisors abusive? A dual-system self-control model.Academy of Management Journal, 59(4), 1385-1406.
[33]	Lyness, K. S., & Grotto, A. R. (2018). Women and leadership in the United States: Are we closing the gender gap?Annual Review of Organizational Psychology and Organizational Behavior, 5, 227-265.
[34]	Martinez L. R., White C. D., Shapiro J. R., & Hebl M. R. (2016). Selection BIAS: Stereotypes and discrimination related to having a history of cancer.Journal of Applied Psychology, 101(1), 122-128.
[35]	Michel J. S., Kotrba L. M., Mitchelson J. K., Clark M. A., & Baltes B. B. (2011). Antecedents of work-family conflict: A meta-analytic review.Journal of Organizational Behavior, 32(5), 689-725.
[36]	Porath C. L., Gerbasi A., & Schorch S. L. (2015). The effects of civility on advice, leadership, and performance.Journal of Applied Psychology,100(5), 1527-1541.
[37]	Rodell, J. B., & Lynch, J. W. (2016). Perceptions of employee volunteering: Is it “credited” or “stigmatized” by colleagues?Academy of Management Journal, 59(2), 611-635.
[38]	Rudman, L. A., & Phelan, J. E. (2008). Backlash effects for disconfirming gender stereotypes in organizations.Research in Organizational Behavior, 28, 61-79.
[39]	Russell, A. M. T., & Fiske, S. T. (2008). It's all relative: Competition and status drive interpersonal perception.European Journal of Social Psychology, 38(7), 1193-1201.
[40]	Shockley K. M., Shen W., DeNunzio M. M., Arvan M. L., & Knudsen E. A. (2017). Disentangling the relationship between gender and work-family conflict: An integration of theoretical perspectives using meta-analytic methods.Journal of Applied Psychology, 102(12), 1601-1635.
[41]	Williams J. C., Berdahl J. L., & Vandello J. A. (2016). Beyond work-life “Integration”.Annual Review of Psychology, 67, 515-539.
[42]	Wojciszke B., Bazinska R., & Jaworski M. (2016). On the dominance of moral categories in impression formation.Personality and Social Psychology Bulletin, 24(12), 1251-1263.
[43]	Zhang M. J., Law K. S., & Wang, L.(in press). The risks and benefits of initiating change at work: Social consequences for proactive employees who take charge.Personnel Psychology.