Question

关于人力资源方面的英文翻译，请高手帮忙，谢谢！

Finally, it is important to understand not just whether but why these organizational practices may be related to employees’ ability to integrate work and family roles, as well as their overall mental health and well-being. Although some researchers have found support for the mediating role of work–family conflict (e.g., Anderson, Coffey, & Byerly, 2002), we believe that perceived control may be an important mechanism for influencing the relationship between organizational strategies and employee health and well-being. To the extent that formal and informal organizational support, as well as job design, increase an employee’s sense of control, stress and strain should be reduced, quality of the work–family interface should be enhanced, and job, family, and life satisfaction should be higher than when an organization does not provide these supports.
While much of the work–family literature focuses on conflict caused by competing roles and demands, there is evidence that jobs can have a positive effect on employees’ nonwork lives and vice versa (Barnett& Hyde, 2001; Grzywacz & Marks, 2000; Kirchmeyer ,1992). When things go well at work, for example, the positive mood that results can spill over to other realms of the employees’ life. Beyond looking at variables that may be predictive of negative outcomes in the work–family interface, researchers need to examine those that may contribute to positive outcomes as well.
To increase our understanding of organizational factors that influence employees’ ability to balance work and family, as well as study possible positive outcomes that may result from participating in multiple roles, the present study investigated the relative influences of available formal organizational family support (dependent-care benefits and alternative schedule policies), job characteristics (perceived autonomy), and informal organizational support (from supervisors, coworkers, and organizational culture) on outcomes such as employee stress, quality of work–family interface (positive or negative), turnover intention, and job, family, and life satisfaction. We also investigated the role of perceived control as a mediator between formal and informal organizational support, job autonomy, and the outcome variables. The proposed relationships are shown in Figure 1. The following sections review literature relevant to our hypotheses.

Answer 1

最后，重要的是要了解不仅仅是但为什么这些组织的做法，可能与员工的整合能力，工作和家庭角色，以及其整体的心理健康和福祉。虽然一些研究人员已经找到了工作 - 家庭冲突的调解作用（例如，安德森，科菲拜尔利，2002年）的支持，我们相信，知觉控制可能影响组织的战略和员工的健康和福祉之间关系的一个重要机制福祉。的程度，正式和非正式组织的支持，以及作业设计，增加雇员的控制，应力和应变意识应减少工作 - 家庭界面的质量应该被提高，以及工作，家庭，和生活满意度比当一个组织不提供这些支持更高。
虽然大部分的工作和家庭的文学竞争的角色和需求所造成的冲突的重点，那里是证据，工作可以有1对员工的非工作生活和反之亦然（巴尼特和海德， 2001年的积极作用; Grzywacz及商标， 2000 ; Kirchmeyer ， 1992年）。例如，当事情以及在工作中，积极的情绪，结果可能波及到其他领域的员工生活。除了在寻找可能在工作和家庭的接口的负面结果预测的变数，研究人员需要检查那些可能有助于取得积极成果，以及。
为了提高我们的组织因素，影响员工的能力，以平衡工作和家庭，以及研究的积极成果，可能会导致参与多个角色的理解，目前的研究可用的正式组织的家庭支持的相对影响（依赖保健福利和替代日程表政策） ，工作特性（知觉自主权） ，非正式组织的支持（从上司，同事和组织文化） ，如员工压力的结果，工作 - 家庭界面（正或负）的质量，意向成交额，工作，家庭，生活满意度。我们还调查了作为正式和非正式的组织支持，工作自主性，结果变量之间的调停人的角色知觉控制。拟议的关系如图1所示。以下各节综述文献，有关我们的假设。