健康与遗传心理学研究室知识库

在中国“三胎”、“双减”宏观政策，“后疫情”社会经济环境，“陪伴伦理” 的家庭文化新背景下，比较分析职场父亲和母亲同时兼顾工作和家庭领域，工作投入和教养投入的关系，以及引发的工作-家庭冲突，和家庭-工作冲突的不同境况。通过线上向全国有 3-18 岁子女的城市职场父母回收有效问卷 455 份，使用工作家庭冲突量表、工作投入量表、教养投入问卷和自编背景信息问卷进行问卷调查，通过 SPSS 相关分析、多元方差分析、回归分析，对不同性别员工的工作领域和家庭领域特征进行分析。研究发现：

1）工作投入和教养投入正相关，与工作家庭溢出理论的研究结论相符，表明个体在工作领域和家庭领域的行为模式、价值感、经验习惯等会相互影响；

2）职场母亲教养投入总体显著高于职场父亲，教养投入的三个子维度“教养互动性”、“教养可及性”、“教养责任性”均显著高于职场父亲，传统文化观念影响下，相较于父亲，职场母亲依旧承担更多的教养职能；

3）职场父亲工作投入与职场母亲相比总体差异不大，其中三个子维度“工作活力”、“工作奉献”、“工作专注”均与职场母亲无明显差异，这与传统文化认知中，父亲的工作投入往往高于母亲的情况，出现了新的变化；

4）工作-家庭冲突和家庭-工作冲突未表现出明显的性别差异，本研究并未发现父亲会因更多顾及工作而对家庭领域产生影响，也未发现母亲因承担更多教养角色而对工作领域产生影响；

5）教养投入与家庭-工作冲突关系感知上有性别差异，相比父亲，职场母亲虽然教养投入较高，但并未感知更强的家庭-工作冲突；相反，职场父亲更容易因教养投入增加，感知到较强的家庭-工作冲突；

6）工作投入与工作-家庭冲突关系感知上有性别差异，相比父亲，职场母亲随着工作投入的提升，并未感知更强的工作-家庭冲突；相反，职场父亲则因工作投入增加，更易感知到更强的工作-家庭冲突。

社会经济文化转型情景下的中国城市家庭，面临性别平等意识提高的社会文化趋势、家庭经济职能角色的新变化、以及对子女养育质量的重视等综合因素影响，职场父亲和母亲同样面对兼顾工作和家庭领域职能的压力。中国城市职场母亲在承担着较高对子女教养职能的传统角色的同时，在工作领域的投入亦不输于父亲，相较于父亲，能更好地处理应对两者之间的冲突矛盾，“新母职”渐入佳境；而职场父亲随着对家庭职能教养投入的增加，以及现状中需要同时兼顾工作领域的需求，表现出还未能较好地应对工作家庭冲突压力的状况，需要更多关注和支持，以帮助“新父职”职能更好地实践落地。

Under the macro policy of "three children" and "double reduction" in China, the socio-economic environment of "post pandemic", and the new background of "accompanying ethics" in family culture, a comparative analysis is conducted on the relationship between work engagement and parental involvement, as well as the different situations of work family conflicts and family work conflicts caused by father and mother balancing work and family fields in the workplace. A total of 455 valid questionnaires were collected among urban workplace parents with children aged 3-18 nationwide through online questionnaire survey. A survey was conducted using the Work Family Conflict Scale, Work Engagement Scale, Parental Involvement Scale, and a self-designed Background Information Questionnaire. It was conducted that major variable correlation analysis, analysis of multivariate analysis of variance, regression analysis to analyze differences in work and family domain characteristics among workplace parents. Research has found that：

1) There is a positive correlation between work engagement and parental engagement, which is consistent with the research findings of the Spillover Theory, indicating that the behavior patterns, values, and experience habits of individuals in the work and family domains interact with each other.

2) The overall investment in parenting among working mothers is significantly higher than that of working fathers. The three sub dimensions of parental involvement, "parental interactivity," "parental accessibility," and "parental responsibility," are all significantly higher than those of working fathers. Under the influence of traditional cultural concepts, working mothers still undertake more family domain functions compared to fathers.

3) The overall difference in work engagement between fathers and mothers in the workplace is not significant. No significant gender differences observed in the three sub dimensions of "work vitality", "work dedication", and "work focus". In traditional culture, it is believed that fathers are often more invested in work than mothers, but in reality, new changes have emerged.

4) There was no significant gender difference observed in work-family conflict and family-work conflict. This study did not find that fathers had an impact on their families by paying more attention to work, while mothers had an impact on their work field by taking on more family roles.

5) There is a gender difference in the perception of the relationship between parental involvement and family-work conflict. Compared to fathers, although working mothers have higher parental involvement, they do not perceive higher family-work conflicts. On the contrary, working fathers are more likely to perceive stronger familywork conflicts due to increased parental involvement.

6) There is a gender difference in the perception of work engagement and workfamily conflict. Compared to fathers, working mothers do not perceive higher levels of work-family conflict as work engagement increases. On the contrary, working fathers are more likely to perceive stronger levels of work-family conflict due to increased work engagement.

In the context of the new era, urban families are influenced by various factors such as the social and cultural background of gender equality awareness, the new changes in family economic functional roles, and the emphasis on the quality of child parenting. In the workplace, fathers and mothers are responsible for both work and family roles. When working mothers in Chinese cities assume traditional roles in raising their children, their investment in the work field is not inferior to that of fathers. Compared to fathers, mothers are better able to handle conflicts and contradictions between work and family, and the "New Motherhood" is gradually entering a better situation. With the increasing investment in family upbringing functions, fathers in the workplace need to simultaneously meet the needs of both fields, but they have not yet mastered the methods to cope with the pressure of work family conflicts. More attention is needed to improve and assist in the better implementation of the "New Fatherhood".