伴随着中国经济的发展，越来越多的女性进入社会成为职场人士， 同时也有越来越多的女性成为管理者。工作和家庭是我们生活的重要组 成部分，他包围着我们，相互之间密不可分，对于女性管理者来说，女 性面临的职业压力和家庭责任就会发生各种各样的冲突，事业的成功离 不开家庭的支持，工作的发展会受家庭的影响，家庭的和睦在一定程度 上也受工作发展的影响。如果女性管理者不能很好地协调处理好职业和 家庭双重角色的冲突，势必会对她们的工作、家庭产生很多负面的影响。 本文以女性管理者为研究对象，以工作家庭冲突为主线，采取问卷 调查法，分析个人的心理疏离度、情绪控制能力、情绪感知能力、工作 满意度、生活满意度、家庭能力（特质）的六个维度对工作家庭冲突的 影响进行探讨分析。本文主要分为三部分：第一，在梳理、总结以往研 究文献的基础上，提出本文的研究假设。第二，通过调查问卷获取相关 数据，利用 SPSS 对调查对象的心理疏离度、情绪控制能力等各维度之 间进行描述性分析、各变量差异分析、相关分析、回归分析。第三，结 合研究结果从女性管理者个人、企业和社会三个方面提出管理意见和建 议。 本文主要结论如下： 第一、女性的工作家庭冲突显著高于男性，并且女性管理者的工作女性管理者的工作家庭冲突影响因素分析及对策 2 家庭冲突明显高于女性基层员工。 第二、年龄在31—40岁之间的人员工作家庭冲突感受最为强烈，且 随着子女的增加、学历的升高而递增，有老人赡养的工作影响家庭要高 于无老人赡养的群体。 第三、女性管理者心理疏离度越高，即工作家庭两者角色、边界越 是分割得清晰，其工作家庭冲突越小。 第四、女性管理者情绪控制能力、情绪感知能力越强，她的工作家 庭冲突越小，且其情绪感知能力越强，越能实现家庭促进工作。 第五、女性管理者生活满意度越高，家庭能力（特质）越强，她的 工作家庭冲突越小，且其家庭能力（特质）越强，越能实现家庭促进工 作。 本文意见和建议如下： 第一，对女性管理者的建议。一是加强家庭成员的沟通和理解，二 是合理规划安排时间，女性管理者除了在职场中提高自身工作效率外， 也要合理规划自身在工作和家庭中的时间分配，尤其是在一些特殊场 合、特殊时期，要照顾家庭成员的感受。其次，在工作、家庭的不同时 间里，要避免相互干扰相互占用，实现高效率的工作和高质量的家庭陪 伴。三是提高家庭抗风险及应对能力。作为女性管理者，在注重自身职 业发展规划的同时，也要重视家庭发展计划，包括家庭财务的管理，使 得整个家庭成员一起体验生活品质的提升，提高整个家庭应对风险的能 力。四是注重自身的调节和适应。女性在注重工作和家庭付出同时，也 要注重自身的调节，女性自身身体健康，情绪轻松平和，才能把这种积女性管理者的工作家庭冲突影响因素分析及对策 3 极的能力带入到工作和家庭，让周围的人际关系变得和谐。 第二、对企业管理者的建议。一是重视员工工作家庭关系。二是开 展女性管理者的针对性培训。三是避免工作时间的延长。 第三、对社会宏观层面的建议。一是不断完善社会福利制度。需要 政府层面在各方面逐步完善社会福利制度，比如医疗保险、养老保险、 生育保险、育儿服务机构等。二是营造男女平等的社会环境。要实现女 性管理者工作家庭冲突的本源，需要我们在理念上思想上、文化上，慢 慢改变以往的传统思想。 关键词： 女性管理者，工作，家庭，冲突，对策女性管理者的工作家庭冲突影响因素分析及对策 4 ANALYSIS AND COUTERMEASURES ON THE INFLUENCING FACTORS OF WORK AND FAMILY CONFLICT OF FEMALE MANAGERS ABSTRACT With the development of China's economy, more and more women entering society to become professionals, at the same time, there are more and more women to become managers, however, due to the influence of Chinese traditional culture, only cause family double harvest of women in order to be successful. For female managers, there are all kinds of conflicts between occupational stress and family responsibility. Under the background of Chinese traditional culture, work and family are inseparable, it may be said "cultivate one's morality of dependent flat world", have "home" peace, and first in "people" harmony, the development of the work will be influenced by family, family harmony to a certain extent, is also affected by work development, career success without the support of the family. If female managers fail to coordinate the conflict between professional and family roles well, they will have a lot of negative impact on their work and family. Taking female managers as the research object and work-family conflict as the main line, this paper adopts questionnaire survey method to analyze the influence of six dimensions of personal psychological alienation, emotional control ability, emotional perception ability, job satisfaction, life satisfaction and family ability (traits) on work-family conflict. This paper is mainly divided into three parts: first, on the basis of combing and summarizing the previous research literature,女性管理者的工作家庭冲突影响因素分析及对策 5 this paper proposes the research hypothesis. Secondly, relevant data were obtained through questionnaires, and descriptive analysis, variable difference analysis, correlation analysis and regression analysis were conducted on the dimensions of psychological alienation degree and emotional control ability of respondents by SPSS. Thirdly, combined with the results of the study, this paper puts forward management opinions and Suggestions from three aspects: female managers, enterprises and the society. The main conclusions of this paper are as follows: First, women's work-family conflicts are significantly higher than men's, and female managers' work-family conflicts are significantly higher than female grassroots employees. Second, employees between 31 and 40 years old have the strongest feelings of work-family conflict, which increases with the increase of children and educational background. The work supported by the elderly has a greater impact on the family than the group without. Third, the higher the degree of psychological alienation of female managers, that is, the clearer the roles and boundaries of work and family are, the smaller the conflict between work and family is. Fourthly, the stronger the female managers' emotional control ability and emotional perception ability are, the smaller the work-family conflicts will be, and the stronger the female managers' emotional perception ability is, the more likely they are to realize family promotion. Fifth, the higher the life satisfaction of female managers, the stronger their family ability (traits), the smaller their work-family conflict, and the stronger their family ability (traits), the more they can achieve family promotion. The comments and Suggestions are as follows: First, advice to female managers. One is to strengthen communication and understanding are members of a family, the second is to reasonable planning time, female managers in addition to improve their work efficiency in the workplace, also will be reasonable planning their own in the time distribution of work and女性管理者的工作家庭冲突影响因素分析及对策 6 family, especially in some special occasions and special period, to take care of her family members. Secondly, in the different time of work and family, we should avoid interfering with each other and realize efficient work and high-quality family company. The third is to improve the family's resilience and resilience. As a female managers, at the same time of pay attention to their own career development plans, also attaches great importance to the family development plans, including family financial management, make the whole family together to experience the ascension of the quality of life, improve the whole family's ability to cope with risks. Fourth, attention to own adjustment and adaptation. Women in pay attention to the work and family pay at the same time, also must pay attention to adjust their own, their own healthy body, the mood relaxed and calm, to bring the positive ability to work and family, become a harmonious interpersonal relationship around them. Second, Suggestions for business managers. First, attach importance to the relationship between employees' work and family. Second, carry out targeted training for female managers. Third, avoid the extension of working hours. Third, the social macro level of the proposal. First, we will continue to improve the social welfare system. We need to gradually improve the social welfare system in all aspects, such as medical insurance, end