随着近年来我国女性公务员招录比例的不断提升和人数的迅速增加，如何引导女性公务员在职业生涯中健康成长、成才、成功，成为女性公务员个体和国家公务员系统都需要面对的课题。与此同时，我国社会背景、家庭结构、工作方式在社会转型期发生了很多根本性的变化，双职工的核心家庭日益成为主流，传统的“男主外、女主内”的家庭分工格局逐步被打破，社会上对女性社会角色和家庭角色的双重期望日渐提升，这一系列因素导致女性工作与家庭间的冲突越来越显著。有相关研究显示，工作家庭冲突是影响女性公务员职业生涯发展的重要因素。为了进一步研究女性公务员工作家庭冲突现状、效应及对策，本文根据国内外学者理论提出研究假设并设计调查问卷，以254份样本数据为基础，运用SPSS统计分析软件，采用描述性统计分析、方差分析、相关分析、回归分析等方法，对女性公务员工作家庭冲突的现状及其对职业生涯满意度的影响进行了实证研究；并结合数据分析，探讨了以职业生涯管理为视角，以平衡家庭工作冲突为切入点的对女性公务员的个性化管理措施。研究结果表明，在样本数据中，工作家庭冲突的工作-家庭方向在女性公务员年龄、职务级别、受教育程度、子女个数等方面不存在显著差异；工作家庭冲突的家庭-工作方向对职业生涯满意度影响显著，呈负相关关系，尤其在时间维度和行为维度对职业生涯满意度影响显著；并且家庭-工作冲突在子女个数上差异显著，尤其在家庭-工作冲突的时间维度和压力维度差异显著。此结论可为我国公务员系统相关部门提供可能有益的参考，并为女性公务员个体提供借鉴。

With the increasing proportion of enrollment of female civil servants and the thereupon soaring absolute number of them in recent years, how to guide them to develop healthily and successfully in their professional careers has become a subject that not only this group but also our state civil servants’ system have to face. Meanwhile, as our country’s social background, family structure and working styles have experienced fundamental changes, dual-earner families have become mainstream in our social life, which has gradually changed the traditional labor division “Man-go-out, woman-stay-at-home”. The increasing high expectation for women both at home and at work has thus intensified their Work-Family Conflict(WFC). Related studies have shown that WFC is an important element during the female civil servants’ professional life. In order to find the correlation between female civil servants’ WFC status and its influence on their professional careers, this article designed a questionnaire which was based on some research hypotheses from home and abroad. With the final 254 valid samples, we conducted an empirical study with the SPSS statistical analysis software applied. Using methods such as descriptive statistical analysis, correlation analysis and regression analysis, this article tries to find appropriate individual management ways for female civil servants.Research from the samples shows that there is no significant difference in terms of Age, Level of Position, Education Level or Number of Children in the direction of Work-to-Family Conflict. While the opposite direction (Family-to-Work Conflict) influences their Career Satisfaction greatly, which presents a negative correlation. The later influences is especially remarkable in terms of Career Satisfaction in the dimensions of Time Based Family-to-Work Conflict(FWTC) and Behavior Based Family-to-Work Conflict(FWBC)respectively.Meanwhile，Family-to-Work Conflict varies with the Number of Children especially in the dimensions of Time Based Family-to-Work Conflict(FWTC) and Stress Based Family-to-Work Conflict(FWSC) respectively. The research result may provide some beneficial references to relevant departments and the individual female civil servant.