事业单位是政府履行公共服务职能的重要机构，是具有中国特色的法人组织。我国推进事业单位改革，规范理顺政府和事业单位间、事业单位与企业间的关系，对事业单位的管理体制和运行机制进行政事分开、事企分开、管办分离的改革创新。在推进事企分离改革人员安置过程中，职工需要在事业编制人员和企业员工两种职业意向中进行职业选择。已有研究表明，个人在进行职业选择时会将现实和理想进行比较进而产生“退而求其次”的职业妥协行为，这种行为对个体有负向影响。同时有研究表明个人在工作领域的经历常会对家庭生活造成影响，也就是工作-家庭增益的产生。由此可以看出，事企分离改革中职工进行职业选择不仅关乎个人职业生涯，还与其家庭命运紧密相连，而职工在职业选择时的职业妥协行为如何对工作-家庭增益产生影响，现有研究对这两者关系探索还不够深入。在事企分离改革中，深入研究职工职业妥协和工作-家庭增益之间的影响及作用机制，对顺利推动事企分离期间人员安置工作、促进改革落地具有重要意义。

       基于此，本研究通过实证研究方法，探究了事企分离改革中职业妥协对职工工作-家庭增益的影响机制。主要提出以自我差异理论为基础的研究假设，构建了以职业妥协为自变量、以工作-家庭增益为因变量、以职业幸福感为中介变量、以组织职业生涯管理为调节变量的研究模型。以正在经历事企分离改革的新疆X地勘事业单位职工为研究对象，通过网络下发问卷的方式获取数据，获取的有效问卷共计389份。利用SPSS软件来对获取的数据进行统计分析，同时对本文的假设进行检验。研究结论主要是：（1）职业妥协和它的三个维度变量，也就是发展机会妥协等，对于工作-家庭增益的负向影响显著。（2）职业妥协和它的三个维度对于职业幸福感的负面影响显著。（3）职业幸福感对工作-家庭增益的正向影响显著。（4）职业幸福感在职业妥协和它的三个维度与工作-家庭增益之间存在部分中介效应。（5）组织职业生涯管理在职业妥协、职业幸福感两者的关系中发挥负向调节作用，但在社会期望妥协维度和职业幸福感间调节效应不显著。（6）组织职业生涯管理调节职业幸福感在职业妥协和工作-家庭增益之间的中介作用，表现为有调节的中介，但调节职业幸福感在社会期望妥协维度和工作-家庭增益之间的中介作用不显著。组织职业生涯管理弱化社会期望妥协的负面影响不显著，这可能是由于当前组织职业生涯管理措施更多地关注个人本体层面，而社会期望妥协的压力大多来自外部，目前的措施并不能削弱社会期望妥协的消极影响。

       结合研究结论，本文从降低职工职业妥协程度、提高其职业幸福感两个角度提出具体管理建议，为管理实践提供有效参考。

       Public institutions are important organizations through which the government fulfills its public service functions, and they are legal entities with Chinese characteristics. China has been promoting the reform of public institutions, aiming to regulate and streamline the relationships between the government and public institutions, as well as between public institutions and enterprises. The reform involves separating administrative functions from public institutions, separating them from enterprises, and implementing management and operational separation.During the process of implementing the separation of public institutions and enterprises, employees are required to make career choices between being personnel under the public institution system or employees of enterprises. Existing research has shown that individuals compare reality and ideals when making career choices, which may lead to "compromise" behavior, negatively affecting individuals. At the same time, studies have also shown that individuals' work experiences often have an impact on their family lives, resulting in work-family enrichment. Therefore, it can be observed that the career choices made by employees during the reform of separating public institutions and enterprises are not only related to their individual career development but also closely connected to their family's fate. However, existing research has not delved deep enough into how employees' career compromise behavior during career choices affects work-family enrichment. In the reform of separating public institutions and enterprises, conducting in-depth research on the impact and mechanisms between employees' career compromise and work-family enrichment is of great significance for successfully promoting personnel placement during the separation period and facilitating the implementation of the reform.

       Based on this, this study explores the influence mechanism of career compromise on employees' work-family enrichment in the reform of separation of work and enterprises through empirical research methods. This paper mainly puts forward the research hypothesis based on the theory of self-difference and constructs a research model with career compromise as the independent variable, work-family enrichment as the dependent variable, career well-being as the mediating variable, and organizational career management as the regulating variable. The employees of Xinjiang X geological survey institution who are undergoing the reform of separating public institutions and enterprises were the research subjects, and the data were obtained through questionnaires issued online, and a total of 389 valid questionnaires were obtained. SPSS software was used to perform statistical analysis of the acquired data and test the hypotheses in this paper. The main conclusions of the study are: (1) Career compromise and its three-dimensional variables, namely development opportunity compromise, have a significant negative impact on work-family enrichment. (2) Career compromise and its three dimensions have a significant negative impact on career well-being. (3) Career well-being has a significant positive impact on work-family enrichment. (4) Career well-being has a partial mediating effect between career compromise and its three dimensions and work-family enrichments. (5) Organizational career management plays a negative regulating role in the relationship between career compromise and career well-being, but the moderating effect between the dimension of social expectation compromise and career well-being is not significant. (6) The mediating role of organizing career management to regulate career well-being between career compromise and work-family enrichment is manifested as a mediator with regulation, but the mediating role of regulating career well-being in the dimension of social expectation compromise and work-family enrichment is not significant. The negative impact of organizational career management weakening social expectation compromise is not significant, which may be because the current organizational career management measures pay more attention to the individual ontological level, and the pressure of social expectation compromise is mostly from the outside, and the current measures cannot weaken the negative impact of social expectation compromise.

       Combined with the research conclusions, this paper puts forward specific management suggestions from the perspectives of reducing the degree of career compromise of employees and improving their career well-being, to provide effective reference for management practice.