摘要
采用问卷法调查了358名企业员工,探讨家庭支持型主管行为(FSSB)对工作满意感和离职意愿等工作态度的作用机制。结果表明:(1)FSSB对工作满意感有显著正向影响,对离职意愿有显著负向影响。(2)工作-家庭增益在FSSB与工作满意感之间起着中介作用,而工作-家庭冲突的中介作用不显著;工作-家庭增益与冲突在FSSB与离职意愿之间的中介作用均不显著。(3)边界控制感调节了FSSB—工作-家庭增益—工作满意感这一中介过程。本研究提示可通过干预FSSB来提升员工的工作态度。
Family-supported supervisor behavior （FSSB） is a support behavior of family and personal life from supervisors. It always acts as an important organizational work-family resource. Family-supported supervisor behavior is defined as those behaviors exhibited by supervisors that are supportive of families and consists of the following four dimensions--emotional support, instrumental support, role modeling behaviors, and creative work-family management （Hammer, Kossek, Zimmerman, ＆ Daniels, 2007）. Recent research has demonstrated that employee perceptions of FSSB are positively related to work attitude over and above the effects of general supervisor support （Hammer, Kossek, Yragui, Bodner, ＆ Hanson, 2009）. Conservation of resources （COR） theory posits that those with initial resource reservoirs have a tendency towards accumulation and enrichment of resources over time, that is, a tendency towards resource caravans （Hobfoll, 2002）. Based on conservation of resources theory, the present study was to investigate the mechanism of linking family-supported supervisor behavior to work attitudes through work-family enrichment and whether the conflict is moderated by the level of perceived individual boundary control. A total of 358 employees were assessed using family supportive supervisor behavior （FSSB） scale, work-family conftjct scale, work-family enrichment scale, intention to leave scale, job satisfaction scale and perceived individual boundary control scale. The results indicated that： （1） family-supported supervisor behavior predicted job satisfaction（r = .37,p〈 .001） and intention to leave （r= -.24, p〈 .001）. （2） The positive relationship between family-supported supervisor behavior and job satisfaction was partly mediated by work-family enrichment （β= .26, p〈 .001） such that having a supportive supervisor was associated with high work-family enrichment, which, in turn, were related to high job satisfaction. Work-family enrichment was not a significant mediator between family-supported supervisor behavior and intention to leave （v= -. 10, p〉 .05）, while work-family conflict was not a significant mediator （β= .08, p〉.05）. （3） Perceived individual boundary control moderated the mediated effect of work-family enrichment. Family-supported supervisor behavior interacted with perceived individual boundary control and significantly predicted work-family enrichment 66= .09, p〈 .05）. Work-family enrichment significantly predicted job satisfaction （β=. 17, p〈 .01）. The positive relationship between family-supported supervisor behavior and job satisfaction mediated by work-family enrichment was stronger for employees in having higher perceived individual boundary control （β= .42, t=5.67;p〈 .001） than lower boundary control （β= .23, t=3.68; p〈 .001）. With the increase of the perceived individual boundary control, the effect of family-supported supervisor behavior on work-family enrichment became larger. All in all, the present study not only revealed how family-supported supervisor behavior influenced work attitude, but also revealed when this effect was strong. The theoretical implications of the findings were discussed. Given that family-supported supervisor behavior is seen as a trainable behavior, organizations should consider encouraging supervisors engaged in these family-supported behaviors, which would develop positive work attitude of employees. This study can also improve the work-family intervention of family-supported supervisor behavior.
出处
《心理科学》
CSSCI
CSCD
北大核心
2015年第5期1194-1200,共7页
Journal of Psychological Science
基金
国家自然科学基金青年项目(31200795)
国家自然科学基金重大研究计划重点支持项目(91324201)
华中师范大学中央高校基本科研业务费项目(CCNU14Z02015)的资助
关键词
家庭支持型主管行为
工作-家庭冲突
工作-家庭增益
边界控制感
工作态度
family-supported supervisor behavior, work-family conflict, work-family enrichment, perceived boundary control, work attitude
