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1、进在积极情感对工作绩效的影响中起部分中介的作用，即积极情感对工作绩效的影响作用一部分通过影响工作家庭促进进而对工作绩效产生作用。根据以上结论，针对提高员工工作绩效的问题，从积极情感、工作家庭关系两个方面，企业人力资源管理者在实际工作中可以采取以下措施：例如招聘有积极情感特质的员工；培训员工的积极情感，并积极疏导员工的消极情绪；在组织中建立人性化的氛围；实施弹性工作制；提供家庭友好互助项目；为员工完善职业发展生涯规划等。但由于知识水平、时间等方面的限制，本研究仍存在一些不足之处，积极情感、工作家庭冲突、
2、工作家庭促进对工作绩效的影响作用机制还存在诸多问题，未来还有待于进一步补充与完善。关键字：积极情感工作家庭冲突工作家庭促进工作绩效IIAbstractWiththedevelopmentofeconomy,ifthecompanywanttokeepcompetitiveadvantageinthemarket,themanagersshouldimprovethecompany’sperformance.Becausecompany’sperformanceiscompletedbyemployee
3、s,howtoimproveemployees’jobperformancebecomeakeyformanagers.Sointhiscontext,thethesisisaresearchabouttheinfluencerelationshipamongpositiveaffection、work-familyrelationshipandjobperformancewithemployees,usingtheoreticalandempiricalmethodology.Themanagers
4、abouthumanresourcecanfindsomesuggestionsfromtheresearchresults,aimingattheproblemofimprovingemployees’jobperformance.Firstly,thethesisreviewedandsummarizedthepertinentliteratureaboutpositiveaffection、work-familyrelationshipandjobperformance.Secondly,bas
5、edontheexistingresearchresultsoftriadicrelation,thethesisputforwardtheresearchhypothesesandstructuredthemodelabouttherelationshipofpositiveaffection、work-familyrelationshipandjobperformance.Then,referredtothematurequestionnaireathomeandabroad,thethesiss
6、etupandtestedthequestionnaireforthisresearch.Basedontheliabilityandvalidity,theformalquestionnairewasformed.UsingtheSPSS17.0,thethesisanalyzedthedatafromthequestionnairesurveyofcompanyemployeesthroughcorrelationanalysis,regressionanalysisandmediationeff
7、ecttesting.Finally,thethesisgotthefinalmodelandthemainconclusionsthroughprovedandrevisedtheoriginalmodel.Thoughananalysisanddisussionabouttherelationshipofpositiveaffection、work-familyrelationshipandjobperformance.Wecangetthemainconclusionsasfollows:(1)
8、Positiveaffectionhasaremarkablepositiveimpactonjobperformance.Peoplewhohashigherpositiveaffection,hisjobperformanceisthehigher.(2)Workfamilyconflicthasaremarkablenegativeimpactonjobperformance.Inthreeelementsofworkfamilyconflict,
