中文摘要：

目的：了解医生工作家庭冲突的现状及社会支持、制度支持对工作家庭冲突的影响。方法：采用多阶段分层随机抽样，抽取山东、湖北、河北和内蒙古自治区的公立医院医生。用自编工作家庭冲突-支持量表进行调查。发放量表6070份，回收有效量表5677份，有效回收率为95．6％。对数据进行描述性分析、路径分析。结果：5677名医生的工作-家庭冲突得分高于家庭-工作冲突[（3．4±1．0）vs．（2．8±1．0），P〈0．001]；男性的工作-家庭冲突、家庭-工作冲突和冲突压力得分均高于女性[（3．5±1．0）vs．（3．3±1．0），（2．9±1．0）vs．（2．6±1．0），（3．3±1．0）vs．（3．2±1．0）；均P〈0．001]。工作政策、休班安排负向预测工作-家庭冲突（β=-0．230，-0．151；P〈0．01），亲友支持和同事支持正向预测工作-家庭冲突（β=0．107，0．060；P〈0．01）；亲友支持、同事支持和值班安排负向预测家庭-工作冲突（β=-0．086，-0．041，-0．054，P〈0．05），领导支持和工作政策支持正向预测家庭-工作冲突（β=0．037，0．103，P〈0．05）；工作-家庭冲突比家庭-工作冲突对冲突压力有更好的预测作用（β=0．635，0．166，P〈0．01）。结论：公立医院医生工作和家庭角色的冲突较为严重，工作-家庭冲突比家庭-工作冲突更严重，男性比女性医生报告更高的冲突；私人领域的支持可以缓解家庭-工作冲突，组织提供的制度支持能缓解工作-家庭冲突，跨越边界的支持反而加重了医生的冲突感；两种冲突都能导致更高的角色冲突压力，但工作-家庭冲突的效应更大。

英文摘要：

Objective： To explore the current status of work-family conflict and effects of social and policy supports on work-family conflict. Methods： The valid samples included 5677 physicians from public hospitals in Shandang, Neimenggu, Hebei and Hubei provinces, who were investigated with a self-compiled scale. Data were analyzed by descriptive analysis and path-analysis. Results： The score of work-to-family （ W→F ） conflict was higher than that of family-to-work （ F→W ） conflict [ （ 3.4 ±1.0 ） vs. （ 2. 8 ± 1.0 ） ; P 〈 0. 001 ] . Male respondents reported a higher level of W→F conflict, F→W conflict and conflict stress than females [ （ 3.5 ± 1.0 ） vs. （ 3.3 ± 1.0 ）, （ 2.9 ± 1.0 ） vs. （ 2.6 ± 1.0）, （ 3.3 ± 1.0 ） vs. （ 3.2 ± 1.0 ） ; P 〈 0. 001 ] . Working policy and vacation arrangement negatively predicted W→F conflict （ β = -0. 230, -0. 151 ; P 〈0. 01 ）, while family/friend support and coworker support positively predicted W→F conflict （β = 0. 107, 0. 060 ; P 〈 0. 01 ） . Family/friend support, coworker support and on-duty arrangement negatively predicted F→W conflict （ β = - 0. 086, -0. 041 and - 0. 054 ; P 〈 0. 05 ）, while supervi- sor support and working policy positively predicted F→W conflict （ β = 0. 037, 0. 103 ; P 〈 0. 05 ） . Both W→F and F→W conflicts positively predicted role conflict pressure （ β = 0. 635, 0. 166 ; P 〈 0. 01 ） . Conclusion ： Physicians in public hospitals suffer serious work-family conflict, and W→F conflict has a higher level than F→W conflict. Males suffer more serious work-family conflict than females. There is an obvious border between two kinds of conflicts about effective easing means. Informal support from private field can ease F→W conflict, and formal policy support can ease W→F conflict. Supports across the border can increase perceived work-family conflict. Both W→F and F→W conflictscan increase role conflict pressure, but the former have more prominent eff