Work–family conflict/facilitation and the role of workplace supports for U.S. Hispanic professionals
研究调查了美国西班牙裔商业专业人士的工作-家庭冲突/促进与心理契约公平感知的关系，发现低冲突高促进者更易感知公平，且工作-家庭冲突/促进在主管支持、家庭友好氛围和工作特征与心理契约公平之间起中介作用。
Abstract This study investigated the relationship between work–family conflict/facilitation (WFC/F) and the perception of psychological contract fairness by Hispanic business professionals. In addition, this study examined the effects of WFC/F as a mediator of the relationship between workplace supports and psychological contract fairness. A survey of 1165 Hispanic business professionals, from the United States, contained reports their experience of work‐to‐family conflict and facilitation, perception of the fairness of their psychological contract, and the availability of four types of workplace supports: formal work–family policies, supervisor support, work climate for family, and job characteristics. Results revealed that individuals who experience low conflict and high facilitation in the direction of work‐to‐family are more likely to report their perception of the psychological contract to be fair. Work–family conflict/ facilitation mediated the relationship between the workplace supports and psychological contract fairness for supervisor support, work climate for family, and job characteristics. There was a direct relationship between the availability of formal workplace supports and psychological contract fairness. Implications for theory and practice are also noted. Copyright © 2009 John Wiley & Sons, Ltd.