学校代码： 10589学号：19120202210018
分 类 号： 密级：
硕士学位论文
题 目： 职业分割对工作-家庭冲突的影响研究
——配偶支持和父母支持的调节作用
作 者： 王诗源
指导教师： 黎春燕 教授
专 业： 企业管理
时 间：二○二二年十二月
摘要
职业分割是社会中存在的普遍现象，与工作-家庭冲突有密切联系。目前学术界
对工作-家庭冲突前因变量的研究包括工作、家庭和个人因素三个方面，但在工作领
域的研究多聚焦于工作时间、工作卷入以及工作压力等对工作-家庭冲突的影响，忽
略了职业分割这一宏观角度。职业分割是指劳动力市场制度与劳动者人力资本的差
异会使劳动力市场出现分化，形成不同的职业阶层、所有制部门以及管理职级，这
会直接影响个体工作-家庭冲突水平。本文以资源保存理论和工作家庭边界理论为基
础，探究了职业分割对工作-家庭冲突的影响，构建了配偶支持、父母支持、职业分
割和工作-家庭冲突的关系模型，并使用第四期中国妇女社会地位调查数据进行实证
研究。通过统计软件SPSS25.0 对数据进行回归分析、调节效应检验及稳健性检验，
并使用STATA12.0 软件进行内生性检验，发现大部分假设均可得到支持。
结果表明：（1）职业阶层对工作-家庭冲突有显著正向影响，职业阶层高的个体
因为工作卷入程度高以及工作压力较大，面临较高水平的工作-家庭冲突。（2）相比
非国有部门工作的个体，在国有部门工作的个体工作-家庭冲突水平更低。在国有部
门工作的在职者薪资及工作较为稳定，加班少，相对非国有部门的在职者来说可以
兼顾工作与家庭生活。（3）管理职级对工作-家庭冲突有显著正向影响。即管理职级
越高，个体承担的角色越多，会造成更高水平的角色冲突。（4）相比低水平的配偶
支持或父母支持，在高水平的配偶支持或父母支持下，在国有部门工作的个体工作-
家庭冲突水平更低。（5）配偶支持与父母支持在管理职级与工作-家庭冲突之间发挥
负向调节作用。
本文剖析了不同职业分割维度下个体的工作-家庭冲突问题，为个体与组织缓解
工作-家庭冲突提供管理启示如下：第一，个体正视工作-家庭冲突，理性建立职业
规划并主动寻求多维度支持；第二，家庭成员增强沟通理解与支持；第三，组织根
据自身特征与员工需求灵活制定工作家庭平衡政策，缓解员工工作-家庭冲突。
关键词：工作-家庭冲突；职业分割；配偶支持；父母支持
Abstract
Since the outbreak of the COVID-19 epidemic, more and more employees work from
home, which has become a normal part of life. This work pattern has made the boundary
between the work domain and the family domain more blurred, also made the work
interference with family (WIF) of employees more prominent. Therefore, it is especially
essential to research the antecedent variables of WIF. Current research on the antecedent
variables of WIF is abundant, including work domain, family domain, and personal factors.
However, studies in the work domain have mostly focused on the effects of work hours,
work involvement and work stress on WIF, ignoring the macro perspective of occupational
segmentation. Differences in labor market system and human capital can lead to labor
market segmentation, such as the distribution of workers in different occupational classes,
ownership sectors, and management ranks, which also contribute to differences on WIF.
Combined with conservation of resources theory and work-family boundary theory, this
paper explored the influence of occupational segmentation on WIF and constructed a
model of the relationship between spouse support, parent support, occupational
segmentation and WIF, and conducted an empirical study using data from the Fourth China
Survey on Status of Women. The data were regressed and tested for moderating effects by
the statistical software SPSS25.0, and most of the hypotheses were supported.
The results showed that: (1) Occupational class had a significant positive effect on
WIF, and individuals with higher occupational class faced higher levels of WIF due to
higher work involvement and more work stress. (2) Compared with individuals working in
the non-state-owned sector, individuals working in the state-owned sector had lower levels
of WIF. People working in the state-owned sector had more stable salary, less overtime, so
they can balance work and family compared to those working in the non-state-owned
sector. (3) Management rank had a significant positive effect on WIF. That is, individuals
with higher management rank were indispensable to their company, they sacrificed the
family resources and devoted themselves to the company, which means that fewer
resources are allocated to the family field. (4) Compared with the low level of spouse
support and parent support, the individual working in the state-owned sector had lower
levels of WIF under the high level of spouse support and parent support. (5) Spouse
support and parent support weakened the positive effects of management ranks on WIF.
This study verified the WIF of individuals in different occupational segmentation
dimensions, added a Chinese contextual perspective to provide management insights to
mitigate WIF. The recommendations are as follows: first, individuals should face up to