工作和家庭是成年人社会生活中重要的两个领域。随着社会发展，竞争加剧，工作家庭冲突凸显。劳动力结构的变化以及中国多年实行计划生育政策的影响，男性和女性在平衡职场与生活中都面临着巨大的挑战和压力。据此，本文构建了性别如何对工作家庭冲突产生影响的模型，引入工作家庭边界管理策略，工作家庭投资策略和性别角色导向这些中介变量，研究男性和女性在面对和缓解工作家庭冲突中采取的策略和行为及其有效性。本文采取了实证分析的方法，对国内企业管理人员为研究的样本，进行了科学合理的问卷设计和调研，收集了有效的一手数据。首先，阐述了本研究的研究背景，其具有的理论意义和现实意义。然后，对工作家庭冲突、工作家庭边界管理策略、工作家庭投资策略和性别角色理论进行了相关的回顾和梳理，奠定了本文研究的理论基础。其次，提出研究模型和研究假设，对国内企业管理人员进行了问卷调查，利用SPSS统计软件对收集的数据进行统计分析。综合利用了描述性统计方法、相关性分析和过程分析等来验证假设是否成立。最后，总结本文的结论，揭示了本文研究的局限性，展望未来的研究方向。

Work and family are two important areas in our social life. With the development of society and competition becoming more and more intense, we are faced with significant work family conflict. Population and family planning do affect a lot and the structure of labor force is changing. Both men and women are challenged by work and family responsibilities. According to this, the author builds the model how gender affects work family conflict, introduces mediating variables such as boundary management strategy, work family investment strategy and gender role orientation, aiming at the difference men and women dealing with work family conflict and relevant consequences. Through the method of empirical analysis, the author designs scientific and reasonable questionnaire and takes managers in domestic companies as research sample. Descriptive statistics, correlation analysis and process analysis are used to verify the established hypothesis. The author draws the conclusion that gender does not affect work family conflict directly. But through mediating variables such as gender role orientation and work investment, gender significantly affects work family conflict.