何以达到工作旺盛?工作支持与家庭支持的增益作用
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摘要
基于资源保存理论,本研究以工作家庭增益为中介和工作家庭分割偏好为调节,采用279份问卷调查考察了工作支持、家庭支持对工作旺盛感的作用机制。研究显示:(1)工作支持、家庭支持对员工工作旺盛感均有显著正向影响;(2)工作-家庭增益中介了工作支持与工作旺盛感的关系,家庭-工作增益中介了家庭支持与工作旺盛感之间的关系;(3)工作家庭分割偏好负向调节了家庭支持与家庭-工作增益之间的关系,而对工作支持与工作-家庭增益之间关系的调节效应不显著;(4)工作家庭分割偏好负向调节了家庭-工作增益在家庭支持与工作旺盛感之间所起的中介效应,而对工作-家庭增益在工作支持与工作旺盛感之间所起的中介效应的调节效应不显著。
This study explores the effect of work-family support on employee' s thriving at work as well as the mediating effect of work-family enrichment and the moderating effect of work-home segmentation preference with data from a sample of 279 employee based on the conservation of resource theory. The results show that:(1) both family support and work support have a signi?cant positive effect on thriving at work;(2) work-to-family enrichment mediated the relationship between work support and thriving at work, family-to-work enrichment mediated the relationship between family support and thriving at work;(3) work-family segmentation preference negatively moderated the relationship between family support and family-to-work enrichment, while the moderation effect of work-family segmentation preference on the relationship between work support and work-to-family enrichment is not signi?cant;(4) work-family segmentation preference negatively moderated the mediating role of family-to-work enrichment in the relationship between family support and thriving at work, while not signi?cantly moderated the mediating role of work-to-family enrichment in the relationship between work support and thriving at work.
This study explores the effect of work-family support on employee' s thriving at work as well as the mediating effect of work-family enrichment and the moderating effect of work-home segmentation preference with data from a sample of 279 employee based on the conservation of resource theory. The results show that:(1) both family support and work support have a signi?cant positive effect on thriving at work;(2) work-to-family enrichment mediated the relationship between work support and thriving at work, family-to-work enrichment mediated the relationship between family support and thriving at work;(3) work-family segmentation preference negatively moderated the relationship between family support and family-to-work enrichment, while the moderation effect of work-family segmentation preference on the relationship between work support and work-to-family enrichment is not signi?cant;(4) work-family segmentation preference negatively moderated the mediating role of family-to-work enrichment in the relationship between family support and thriving at work, while not signi?cantly moderated the mediating role of work-to-family enrichment in the relationship between work support and thriving at work.
引文
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3.陈洪安,李乐,刘俊红,吴露琼,季昌梧.(2016).职场友谊对员工工作繁荣影响的实证研究.华东师范大学(哲学社会科学版),48(5),150-160.
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5.高中华,赵晨.(2014).工作家庭两不误为何这么难?基于工作家庭边界理论的探讨.心理学报,46(4),552-568.
6.韩翼,魏文文.(2013).员工工作繁荣研究述评与展望.外国经济与管理,35(8),46-53.
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9.李永鑫,赵娜.(2009).工作-家庭支持的结构与测量及其调节作用.心理学报,41(9),863-874.
10.马红宇,申传刚,杨璟,唐汉瑛,谢菊兰.(2014).边界弹性与工作-家庭冲突、增益的关系:基于人-环境匹配的视角.心理学报,46(4),540-551.
11.时勘,万金,崔有波.(2015).基于人-情境交互作用的工作旺盛感生成机制.中国人力资源开发,(17),65-72.
12.王永丽,张智宇,何颖.(2012).工作-家庭支持对员工创造力的影响探讨.心理学报,44(12),1651-1662.
13.吴江秋,黄培伦,严丹.(2015).工作繁荣的产生及其对创新绩效的影响--来自广东省高科技企业的实证研究.软科学,(7),110-113.
14.谢宝国,龙立荣.(2008).职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响.心理学报,40(8),927-938.
15.赵富强,黄颢宇,陈耘,张秋红.(2018).工作-家庭平衡型人力资源管理实践对工作绩效的影响:工作-家庭关系的中介作用与心理资本的调节作用.中国人力资源开发,35(11),124-140.
16.赵富强,杨淑媛,陈耘,张光磊.(2017).工作-家庭平衡型人力资源管理实践对员工绩效的影响:工作繁荣与真实型领导的作用.中国人力资源开发,34(9),81-96.
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31.Clark,S.C.(2000).Work/family border theory:A new theory of work/family balance.Human Relations,53(6),747-770.
32.Hahn,V.C.,&Christian,D.(2013).The role of partners and children for employees'psychological detachment from work and well-being.Journal of Applied Psychology,98(1),26-36.
33.Halbesleben,J.R.B.,Neveu,J.P.,Paustian-Underdahl,S.C.,&Westman,M.(2014).Getting to the"core":Understanding the role of resources in conservation of resources theory.Journal of Management,40(5),1334-1364.
34.Hayes,A.(2013).Introduction to mediation,moderation,and conditional process analysis.Journal of Educational Measurement,51(3),335-337.
35.Ilies,R.,Keeney,J.,&Scott,B.A.(2011).Work-family interpersonal capitalization:Sharing positive work events at home.Organizational Behavior and Human Decision Processes,114(2),115-126.
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2.曹霞,瞿皎姣.(2014).资源保存理论溯源、主要内容探析及启示.中国人力资源开发,(15),75-80.
3.陈洪安,李乐,刘俊红,吴露琼,季昌梧.(2016).职场友谊对员工工作繁荣影响的实证研究.华东师范大学(哲学社会科学版),48(5),150-160.
4.陈佩,杨付,石伟.(2016).公仆型领导:概念、测量、影响因素与实施效果.心理科学进展,24(1),143-157.
5.高中华,赵晨.(2014).工作家庭两不误为何这么难?基于工作家庭边界理论的探讨.心理学报,46(4),552-568.
6.韩翼,魏文文.(2013).员工工作繁荣研究述评与展望.外国经济与管理,35(8),46-53.
7.韩翼,周空,刘文兴,张一博.(2016).徒弟特征与师傅动机的匹配对工作繁荣的作用机制研究.武汉理工大学学报(社会科学版),29(5),903-911.
8.李超平,毛凯贤.(2018).服务型领导影响工作繁荣的动态双向机制.心理科学进展,26(10),1734-1748.
9.李永鑫,赵娜.(2009).工作-家庭支持的结构与测量及其调节作用.心理学报,41(9),863-874.
10.马红宇,申传刚,杨璟,唐汉瑛,谢菊兰.(2014).边界弹性与工作-家庭冲突、增益的关系:基于人-环境匹配的视角.心理学报,46(4),540-551.
11.时勘,万金,崔有波.(2015).基于人-情境交互作用的工作旺盛感生成机制.中国人力资源开发,(17),65-72.
12.王永丽,张智宇,何颖.(2012).工作-家庭支持对员工创造力的影响探讨.心理学报,44(12),1651-1662.
13.吴江秋,黄培伦,严丹.(2015).工作繁荣的产生及其对创新绩效的影响--来自广东省高科技企业的实证研究.软科学,(7),110-113.
14.谢宝国,龙立荣.(2008).职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响.心理学报,40(8),927-938.
15.赵富强,黄颢宇,陈耘,张秋红.(2018).工作-家庭平衡型人力资源管理实践对工作绩效的影响:工作-家庭关系的中介作用与心理资本的调节作用.中国人力资源开发,35(11),124-140.
16.赵富强,杨淑媛,陈耘,张光磊.(2017).工作-家庭平衡型人力资源管理实践对员工绩效的影响:工作繁荣与真实型领导的作用.中国人力资源开发,34(9),81-96.
17.周浩,龙立荣.(2004).共同方法偏差的统计检验与控制方法.心理科学进展,12(6),942-942.
18.周路路,赵曙明,战冬梅.(2009).工作-家庭增益研究综述.外国经济与管理,31(7),51-58.
19.Abid,G.,Zahra,I.,&Ahmed,A.(2015).Mediated mechanism of thriving at work between perceived organization support,innovative work behavior and turnover intention.Pakistan Journal of Commerce and Social Sciences,9(3),982-998.
20.Abid,G.,Zahra,I.,&Ahmed,A.(2016).Promoting thriving at work and waning turnover intention:A relational perspective.Future Business Journal,2(2),127-137.
21.Aiken,L.S.,&West,S.G.(1991).Multiple regression:Testing and interpreting interactions.Newbury Park,CA:SAGE.
22.Allen,T.D.(2001).Family-supportive work environments:The role of organizational perceptions.Journal of Vocational Behavior,58(3),414-435.
23.Aryee,S.,Luk,V.,&Fields,D.(1999).A crosscultural test of a model of the work-family interface.Journal of Management,25(4),491-511.
24.Aryee,S.,Srinivas,E.S.,&Tan,H.H.(2005).Rhythms of life:Antecedents and outcomes of work-family balance in employed parents.Journal of Applied Psychology,90(1),132-46.
25.Ashforth,B.E.,Kreiner,G.E.,&Fugate,M.(2000).All in a day's work:Boundaries and micro role transitions.Academy of Management Review,25(3),472-491.
26.Atwater,L.,&Carmeli,A.(2009).Leader-member exchange,feelings of energy,and involvement in creative work.Leadership Quarterly,20(3),264-275.
27.Brislin,R.W.(1980).Translation and content analysis of oral and written materials.In H.C.Triandis&J.W.Berry(Eds.),Handbook of cross-cultural psychology(pp.389-444).Boston,MA:Allyn and Bacon.
28.Butts,M.M.,Becker,W.J.,&Boswell,W.R.(2015).Hot buttons and time sinks:The effects of electronic communication during nonwork time on emotions and work-nonwork conflict.The Academy of Management Journal,58(3),763-788.
29.Carmeli,A.,&Russo,M.(2015).The power of micromoves in cultivating regardful relationships:Implications for workhome enrichment and thriving.Human Resource Management Review,26(2),112-124.
30.Carmeli,A.,&Spreitzer,G.(2009).Trust,connectivity,and thriving:Implications for innovative behaviors at work.The Journal of Creative Behavior,43(3),169-191.
31.Clark,S.C.(2000).Work/family border theory:A new theory of work/family balance.Human Relations,53(6),747-770.
32.Hahn,V.C.,&Christian,D.(2013).The role of partners and children for employees'psychological detachment from work and well-being.Journal of Applied Psychology,98(1),26-36.
33.Halbesleben,J.R.B.,Neveu,J.P.,Paustian-Underdahl,S.C.,&Westman,M.(2014).Getting to the"core":Understanding the role of resources in conservation of resources theory.Journal of Management,40(5),1334-1364.
34.Hayes,A.(2013).Introduction to mediation,moderation,and conditional process analysis.Journal of Educational Measurement,51(3),335-337.
35.Ilies,R.,Keeney,J.,&Scott,B.A.(2011).Work-family interpersonal capitalization:Sharing positive work events at home.Organizational Behavior and Human Decision Processes,114(2),115-126.
36.Isenhour,L.C.,Wu,Long-Zeng,Kwong Kwan,H.,Liu,J.,&Resick,C.J.(2012).Work-to-family spillover effects of abusive supervision.Journal of Managerial Psychology,27(7),714-731.
37.Kreiner,G.E.(2006).Consequences of work-home segmentation or integration:A person-environment fit perspective.Journal of Organizational Behavior,27(4),485-507.
38.Lapierre,L.M.,Spector,P.E.,Allen,T.D.,Poelmans,S.,Cooper,C.L.,O’Driscoll,M.P.,...&Kinnunen,U.(2008).Family-supportive organization perceptions,multiple dimensions of work-family conflict,and employee satisfaction:A test of model across five samples.Journal of Vocational Behavior,73(1),92-106.
39.Liang,H.,Saraf,N.,&Xue,H.Y.(2007).Assimilation of enterprise systems:The effect of institutional pressures and the mediating role of top management.MIS Quarterly,31(1),59-87.
40.Liu,J.,Kwan,H.K.,Lee,C.,&Hui,C.(2013).Work-tofamily spillover effects of workplace ostracism:The role of workhome segmentation preferences.Human Resource Management,52(1),75-93.
41.Loon,M.,Lim,Y.M.,Lee,T.H.,&Tam,C.(2012).Transformational leadership and job-related learning.Management Research Review,35(3/4),192-205.
42.Lu,L.,Cooper,C.L.,Kao,S.F.,Chang,T.T.,Allen,T.D.,Lapierre,L.M.,...&Spector,P.E.(2010).Cross cultural differences on work to family conflict and role satisfaction:A Taiwanese British comparison.Human Resource Management:Published in Cooperation with the School of Business Administration,The University of Michigan and in alliance with the Society of Human Resources Management,49(1),67-85.
43.Mauno,S.,Kinnunen,U.,&Ruokolainen,M.(2007).Job demands and resources as antecedents of work engagement:Alongitudinal study.Journal of Vocational Behavior,70(1),149-171.
44.Mcnall,L.A.,Masuda,A.D.,Shanock,L.R.,&Nicklin,J.M.(2011).Interaction of core self-evaluations and perceived organizational support on work-to-family enrichment.Journal of Psychology,145(2),133-149.
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