近几年随着新兴产业的迅猛发展，职业无边界的概念逐渐深入人心，社会焦 虑的整体水平不断提高，各种职业的员工离职和跳槽现象普遍增多，自愿 离职率 不断攀升，导致企业人才流失现象愈加普遍。对于企业的普通员工来讲，家庭和 工作是他们无法分割的两个领域，当工作和家庭两个领域之间冲突的程度较高时， 员工的 工作满意度和组织承诺水平就会受到影响，致使员工产生离开组织的想法， 这种想法以及可能转化的行为都是企业的一种损失。因此，采取有效的管理措施 来降低企业员工的离 职率，是公司管理层降低组织成本的必修课程。现有研究表 明，工作-家庭冲突可以直接对离职意愿造成影响，本文试图进一步探讨这种影 响的内部机制。 本文采用问卷调查法 ，面向各行业员工收集所需数据并进行实证分析。在工 作-家庭冲突对离职意愿影响的模型中加入工作满意度、组织承诺两个变量，探 究各变量间的关系。文章正文由五个部分组 成。首先，通过文献综述梳理有关离 职、工作-家庭冲突、工作满意度和组织承诺的国内外研究现状；其次，基于文 献梳理和理论研究，提出关于员工工作-家庭冲突和离职关系 的研究假设；随后， 将工作满意度和组织承诺纳入工作-家庭冲突与离职意愿的理论模型中，对工作 满意度及其子维度、组织承诺及其子维度的中介效应进行探究；最终，探索性 地 分析了工作-家庭冲突达到何种程度会导致离职意愿转化为离职行为。 研究结果表明：（1）工作满意度在工作-家庭冲突和员工离职意愿间起部分 中介作用；（2）内在满意度 和外在满意度在工作-家庭冲突和员工离职之间起部 分中介作用；（3）组织承诺在工作-家庭冲突和员工离职意愿间起部分中介作用； （4）持续承诺和规范承诺在工作-家庭冲突 和员工离职之间起部分中介作用；（5） 员工在产生工作-家庭冲突时，会产生离职意愿，如果意愿没有被及时截断，冲 突的程度不断加剧，直到工作-家庭冲突不低于一定阈值时 ，员工会发生离职行 为。 基于研究结果提出的建议有：（1）通过提升员工的工作满意度来降低他们的 离职意愿；（2）通过提升员工的组织承诺水平来降低他们的离职意愿；（ 3）通过 干预员工的工作家庭冲突来有效避免对员工离职意愿的产生，在冲突程度达到一 定阈值前进行积极干预，避免从离职意愿转化为离职行为。 关键词：工作-家庭冲突；工 作满意度；组织承诺；离职意愿 论文类型：应用研究 ABSTRACT V ABSTRACT In recent years, with the rapid development of emerging industries, the concept of occupational borderlessness has gradually gained popularity, and the overall level of social anxiety has continued to increase. The phenomenon of employee turnover and job hopping in various occupations has generally increased, and the voluntary turnover rate has continued to rise, leading to the loss of corporate talents. The phenomenon is becoming more common. For ordinary employees of a company, family and work are two areas that they cannot separate. When the conflict between work and family is high, the employee’s job satisfaction and organizational commitment will be affected. Cause employees to have the idea of leaving the organization, this idea and the behavior that the idea may transform are a kind of loss for the enterprise. Therefore, taking effective management measures to reduce the turnover rate of employees is a compulsory course for company management to reduce organizational costs. Existing studies have shown that work-family conflict can directly affect turnover intentions. This article attempts to further explore the internal mechanism of this effect. This article uses a questionnaire survey method to collect required data from employees in various industries and conduct empirical analysis. In the model of the influence of work-family conflict on turnover intention, the two variables of job satisfaction and organizational commitment are added to explore the relationship between the variables. The body of the article consists of five parts. First, clarify the current domestic and foreign research on turnover, work-family conflict, job satisfaction and organizational commitment through literature review; secondly, based on literature review and theoretical research, put forward research hypotheses on employee work-family conflict and turnover; then, Incorporate job satisfaction and organizational commitment into the theoretical model of work-family conflict and turnover intention, and explore the mediating effects of job satisfaction and its sub-dimensions, organizational commitment and its sub-dimensions; finally, exploratory analysis of work- What threshold of family conflicts will cause the willingness to resign into resignation behavior. The research results show that:(1) Job satisfaction plays a part of mediating role between work-family conflict and employees' turnover intention;(2)Intrinsic satisfaction and external satisfaction play part of mediating role between work-family conflict and employee turnover;(3)Organizational commitment plays a part of intermediary role between work-family conflict and employees' willingness to resign; 西南科技大学硕 士学位论文 VI (4)Continuous commitment and normative commitment play a part of intermediary role between work-family conflict and employee resignation; (5) Employees generate jobs -In the case of family conflict, there will be a willingness to resign. If the turnover intention are not cut off in time, the degree of conflict will continue to intensify until the work-family conflict does not fall below a certain threshold, the employee will resign. Based on the research results, the recommendations are:(1)reduce their willingness to quit by improving their job satisfaction;(2)reduce their willingness to quit by improving their organizational commitment;(3)by intervening in their work Family conflicts can effectively avoid the generation of employees' resignation intentions, and actively intervene before the conflict degree reaches a certain threshold to avoid the transformation of resignation intentions into resignation behaviors. Key Words:Work-family Conflict;Job Satisfaction;Organizational Commitment; Turnover Intention TYPE OF THESIS：Application Research 目 录 VII 目录 1 绪论 ....................................................................................................................................... 1 1.1 研究背景 .................................................................................................................... 1 1.2 研究目的与意义 ........................................................................................................ 2 1.2.1研究目的 .......................................................................................................... 2 1.2.2研究意义 .......................................................................................................... 2 1.3 研究内容与技术路线图 ............................................................................................ 3 1.3.1研究内容 .......................................................................................................... 3 1.3.2技术路线图 ...................................................................................................... 4 1.3.3研究方法 .......................................................................................................... 4 1.3.4研究创新点 ...................................................................................................... 5 2 文献综述与理论基础 ........................................................................................................... 6 2.1 文献综述 .................................................................................................................... 6 2.1.1员工离职相关研究 .......................................................................................... 6 2.1.2工作-家庭冲突相关研究 ................................................................................ 8 2.1.3工作满意度相关研究 ...................................................................................... 9 2.1.4组织承诺相关研究 ........................................................................................11 2.1.5文献述评 ........................................................................................................14 2.2 理论基础 .......