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中文摘要：
基于社会交换和角色累积理论,探讨了工作-家庭文化、工作-家庭增益、组织承诺和离职倾向之间的关系,提出了工作-家庭增益作为工作-家庭文化的三维度（上级支持、时间要求、职业顾虑）和组织承诺、离职倾向之间中介关系的理论模型,并通过南京、苏州、上海、北京的674名员工的样本进行了实证检验。研究结果表明,工作-家庭增益在上级支持和组织承诺之间,时间要求和离职意向之间存在着部分中介作用,在职业顾虑和组织承诺之间;职业顾虑与离职意向之间存在着完全中介作用,而对于时间要求与组织承诺之间以及上级支持与离职意向之间的中介作用则没有得到实证支持。
英文摘要：
Based on social exchange theory and role accumulation theory,this paper explores the relationship of work-family culture,work-family facilitation（WFF）,organizational commitment and turnover intention.It proposes the theoretical model of the mediation effect of work-family facilitation on the three dimensions of work-family culture（managerial support,time demand,career concern）,organizational commitment and turnover intention.This paper also tests the theoretical model by using a sample of 674 employees from the areas of Nanjing,Suzhou,Shanghai,and Beijing.The results show that WFF partially mediated the relationship between managerial support and organizational commitment as well as time demand and turnover intention;WFF has absolute mediation relationship between career concern and organizational commitment as well as career concern and turnover intention;and WFF does not mediate the relationship between time demand and organizational commitment as well as managerial support and turnover intention.
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The Cross-cultural Impact on organizational learning: A comparative study between China and the Neth
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