Chaoping Li,  Jiafang Lu  and  Yingying Zhang，2013：“Cross-domain effects of work-family conflict on organizational commitment and performance”，Social behavior and personality， 2013,41(10): pp. 1641-1654

Two important hypotheses concerning the consequences of work-family conflict are matching-domain effect and cross-domain effect. However, neither of these has been explicitly tested in a Chinese context despite the increasing attention given by business and organization researchers to the Chinese business world. Moreover, the extant evidence is less clear for performance outcomes than for attitudinal outcomes. In this study, we considered both economic and cultural characteristics of employees to examine the relationships between bidirectional work-family conflict and work outcomes in China. We surveyed a sample of 241 supervisor-subordinate dyads employed at 3 hospitals inBeijingandXi’anand found that, among our participants, family-to-work conflict was negatively related to affective and normative commitment to the organization that employed them, and that family-to-work conflict, rather than work-to-family conflict, was negatively related to their task performance at work.

工作-家庭冲突对组织承诺、绩效影响的跨域效应

 摘要：匹配域效应与跨域效应是工作家庭冲突结果的两个重要假设。然而，虽然组织与管理方面的学者越来越关注在中国开展实证研究，但是却很少有研究去对匹配域效应与跨域效应进行实证检验。与此同时，更多研究关注的是工作-家庭冲突对态度变量的影响，而不是对绩效的影响。在本研究中，我们同时考察了工作-家庭冲突、家庭-工作冲突对组织承诺与绩效的影响。本研究的研究对象来自北京、西安的三家医院，研究对象填写了工作-家庭冲突问卷、家庭-工作冲突问卷与组织承诺问卷，研究对象的上级对其绩效进行了评价。结果表明，家庭-工作冲突对情感承诺、持续承诺有负面的影响；家庭-工作冲突对任务绩效有负面的影响，而工作-家庭冲突对绩效并没有影响。（Social behavior and personality，2013，SSCI）