Abstract: New generation knowledge workers refer to employees who were born at 1980s or 1990s, and who have obvious independence and autonomy and think highly of life long education and growth. As the generation born after one-child policy implemented in 1979, new generation knowledge workers have got married and more One-Child couples have been coming into beings during last few years. Family responsibilities have been growing since they have to not only take care of their elderly parents, but also provide high quality educational resources and excellent growth environment for their children. Additionally, they are facing unprecedented work pressures and more and more intense job market competition. So they have to not only fulfill their present job responsibilities but also keep learning to get knowledge of the advanced technology and improve their social status and career competence. Work–family conflict will arise when work demands, time pressures, and strain from work domain hinder the capacity to meet demands and responsibilities from family domain. This paper will test demographics differences of new generation knowledge workers’ work–family conflict, and provide the target-oriented work family balance strategies to employees who are facing higher conflict. Demographics differences of work-family conflict and interaction effects of demographics variables were tested based on the data collected from 500 new generation knowledge workers from branches of a high-tech group corporation. This paper took gender, tenure and job level as independent variables and work-family conflict, measured by five items adapted from work-family conflict scale developed by Gutek et al. (1991), as dependent variables. The reliability of work-family conflict scale in this study was .74. In addition, this paper took two sets of control variables: firstly, two other demographics variables, education and income, which might have impacts on the results of this study, were controlled; secondly, two other outcome variables, job satisfaction and life satisfaction, proven to be highly correlated with work-family conflict in existing researches, were also controlled. Job satisfaction was measured by six items from job satisfaction scale developed by Tsui et al. (1992) with a reliability of .81, and life satisfaction was measured by five items from life satisfaction scale developed by Diener et al. (1985) with a reliability of .84. Hypotheses were tested by UNIANOVA in this study. Results showed that significant differences of gender and tenure were observed such that males experienced higher level of work-family conflict than females and employees with high tenure experienced higher level of work-family conflict than employees with low tenure. Results also indicated that two-way interaction effects of gender with tenure and job level respectively were significant such that although females’ work-family conflict was lower than males’, the increase of females’ work-family conflict was higher than males’; male managers’ work-family conflict was higher than ordinary employees’, but female managers’ work-family conflict was lower than ordinary employees’. Besides, three-way interaction effect of gender, tenure and job level was significant in this study. This finding means that work-family conflict of ordinary male employees with low tenure was higher than that of male managers; work-family conflict of ordinary male employees with medium or high tenure was lower than that of male managers; the increase of work-family conflict of male managers was higher than that of ordinary male employees; the level and increase of work-family conflict of female managers were both lower than that of ordinary female employees.

Key words: new generation knowledge workers, demographics differences, work-family conflict, interactions

摘要： 本研究以来自高科技企业的500名新生代知识员工为样本，采用单因变量多因素方差分析法揭示了工作家庭冲突的人口特征差异，以及不同人口特征变量之间的交互效应。检验结果表明：（1）新生代知识员工的工作家庭冲突存在显著的性别差异与工龄差异，而职位层次差异并不显著；（2）工作家庭冲突的性别差异分别与工龄差异、职位层次差异之间存在显著的二维交互效应；（3）性别差异与工龄差异、职位层次差异之间存在显著的三维交互效应。

关键词: 新生代知识员工, 人口特征差异, 工作家庭冲突, 交互效应