I 摘要 工作家庭冲突作为压力的重要来源之一，伴随冲突的加剧，员工的工作满意 度、工作绩效、职业倦怠等不利影响随之而来。随着女性的社会参与度不断提高， 传统的“男主外、女主内”的家庭模式受到冲击，越来越多的女性承担起了社会劳动 的责任，也让女性在家庭和工作之间的角色冲突越发明显，且工作家庭冲突广泛 存在于各类职业群体中。随着政府职能的转变以及女性员工数量的增长，组织对 女性基层公务员的工作能力和服务水平提出了更高的要求。女性基层公务员作为 政府基层单位的重要人力资本，对该群体的工作家庭冲突、工作满意度，以及与 组织支持感的关系做进一步研究，从人力资源管理角度具有重要意义。 本文将研究对象聚焦于女性基层公务员，采用国内外成熟量表进行问卷设计， 将工作家庭冲突分为工作对家庭冲突（工作-家庭冲突）和家庭对工作冲突（家庭- 工作冲突），将组织支持感分为工具性支持、情感支持、领导支持，将工作满意度 分为内在满意度、外在满意度和一般满意度，以 J 县县内调查为主，通过电子邮件、 纸质问卷和网络问卷进行发放，并采用 SPSS 统计分析软件，对收集数据统计分析， 主要研究了工作家庭冲突对工作满意度的影响以及组织支持感的调节效应。研究 结果如下， （1）从整体来看，女性基层公务员的工作家庭冲突对工作满意度产生了负向 影响，即随着工作家庭冲突的上升，会对员工的工作满意度产生重要的消极影响； 从细分维度来看，女性基层公务员工作-家庭冲突对工作满意度的抑制性影响明显 较强，工作-家庭冲突与工作满意度的三个细分维度（内在满意度、外在满意度和 一般满意度）均呈现出显著负向效应，而家庭-工作冲突并未显著对工作满意度产 生明显的抑制性影响。 （2）组织支持感对基层女性公务员在工作家庭冲突影响其工作满意度的过 程中起到了重要调节作用，组织的支持，例如工作奖励、领导的鼓励以及一些外 部工作环境等优良条件，均会在一定程度上缓解工作家庭冲突对工作满意度的消 极影响。研究分析表明，组织支持感各维度在缓和工作-家庭冲突与内在满意度和 外在满意度的关系中起到了重要的调节作用，组织支持感各维度在缓解家庭-工作 冲突与一般满意度的关系中起到了重要的调节作用。 关键词，工作家庭冲突，组织支持感，工作满意度，女性基层公务员ABSTRACT II ABSTRACT Work-family conflict is an important source of stress. With the aggravation of work-family conflict, the negative effects of employee's job satisfaction, job performance and job burnout will follow. With the continuous improvement of women's social participation, the traditional family model of male breadwinner, female breadwinner has been impacted, and more and more women have taken on the responsibility of social labor, which makes the conflict between women's roles in family and work more and more obvious, and the work-family conflict is widely existing in various occupational groups. With the transformation of government functions and the increase of female employees, organizations have put forward higher requirements on the working ability and service level of female grassroots civil servants. As an important human capital of the grass-roots units of the government, female grassroots civil servants have an important significance from the perspective of human resource management by further studying the relationship between family conflict, job satisfaction and organizational support of this group. The object of this paper is the female grassroots civil servants. Using maturity scale at home and abroad to the questionnaire design, the work family conflict is divided into work to family conflict (work-family conflict) and family conflict to work (family-work conflict), perceived organizational support can be divided into instrumental support, emotional support, support, job satisfaction can be divided into intrinsic satisfaction, extrinsic satisfaction and general satisfaction, give priority to with J county county survey, via email, paper questionnaire and network questionnaire, and use the SPSS statistical analysis software, statistical analysis of data collection, mainly studies the influence of work family conflict on job satisfaction and the regulating effect of perceived organizational support. The research results are as follows: (1) on the whole, the work-family conflict of female grassroots civil servants has a negative impact on job satisfaction, that is, with the increase of work-family conflict, it will have an important negative impact on the employee's job satisfaction; From the point of breakdown dimension, female civil servants at the grass-roots level to work - family conflict on job satisfaction the inhibitory effect of significantly stronger, work-family conflict and job satisfaction of the three segmentation dimensions (intrinsicABSTRACT III satisfaction, extrinsic satisfaction and general satisfaction) presents a significant negative effect, work and family - conflict did not significantly obvious inhibitory effect on job satisfaction. (2) the sense of organizational support plays an important regulating role in the process of grass-roots female civil servants' work and family conflicts affecting their job satisfaction. Organizational support, such as work reward, leadership encouragement and some external work environment, can alleviate the negative impact of work-family conflict on job satisfaction to some extent. The research shows that the dimensions of organizational support play an important role in moderating the relationship between work-family conflict and internal satisfaction and external satisfaction, and the dimensions of organizational support play an important role in moderating the relationship between work-family conflict and general satisfaction. Keywords: Work-family Conflict, Perceived Organizational Support, Job Satisfaction, Grassroots Female Civil Servants.目 录 IV 目 录 第一章 绪论.....................................................................................................................1 1.1 选题背景及研究意义........................................................................................ 1 1.1.1 选题背景.................................................................................................1 1.1.2 研究意义.................................................................................................1 1.2 研究内容与创新................................................................................................ 2 1.2.1 研究内容.................................................................................................2 1.2.2 研究创新.................................................................................................3 1.3 研究思路与方法................................................................................................ 3 1.3.1 研究思路.................................................................................................3 1.3.2 研究方法.................................................................................................4 1.4 本章小结............................................................................................................ 5 第二章 概念界定和文献综述.........................................................................................6 2.1 工作家庭冲突的相关研究................................................................................ 6 2.1.1 工作家庭冲突的概念和内涵.................................................................6 2.1.2 工作家庭冲突的前因变量.....................................................................8 2.1.3 工作家庭冲突的结果变量...................................................................10 2.1.4 工作家庭冲突的测量方法...................................................................10 2.2 组织支持感的相关研究...................................................................................11 2.2.1 组织支持感的概念和内涵...................................................................11 2.2.2 组织支持感的前因变量.......................................................................12 2.2.3 组织支持感的后果变量.......................................................................13 2.2.4 组织支持感的测量方法.......................................................................14 2.3 工作满意度的相关研究.................................................................................. 15 2.3.1 工