Empirical Study On The Influence Of Perceived Organizational Family Support On Employees’ Work-family Enrichment

The transformation of employment ideas, the increase of living pressure and some other reasons make the family of both male employees and female employees more and more common. Therefore, the current people are facing unprecedented management responsibilities and challenges of their family. Because the discussion of the issues of the relationship between work and family relates to individuals, organizations and even the whole society, the topic of the relationship.of work and family becomes the focus among the researchers in the academic field of human resources management at home and abroad. In the past, the study of this topic focused on the negative result, work-family conflict and conceived that it had many adverse consequences, such as reducing job and life satisfaction, causing high turnover rate and job burnout. But in recent years, due to the rise and development of positive psychology, more and more researchers began to realize the positive relationship between work and family, and proposed some related concepts, including work-family facilitation, work-family enhancement and so on. Among them, scholars prefer to the work-family enrichment construct because it is more specific and pays more attention to the individuals’ performance.In the human resources management system, organizations has made some work-family friendliness policies to promote the employees’ positive relationship of work and family, such as flexible work schedule, remote office, shorter working hours and baby care plan and so on. However, scholars have found that these formal family supportive policies cannot play their positive affect. As a result, researchers do a lot deeper discussion and conceive that what can decide the happiness of employees aretheir perceptions of these policies, not the policies themselves. It means that it will be helpful only when employees can acknowledge and perceive these policies.Unfortunately, although the academic focus in the work-family relationship field has changed from work-family conflict to work-family enrichment and scholars have realized that the employees’ perceptions of organizational family support are important, few scholars directly discussed the influence of organizational family support on employees’ work enrichment, its mechanism and some other related topics.Based upon this, the thesis selects the perceived organizational family support as independent variables, the work-family enrichment as dependent variables and the work-family segmentation preference as moderator. Further, on the base of the two paths work-family enrichment model, select the psychological resources and positive affect as the mediators. Based upon this, the thesis takes the 787 valid questionnaires as the research objects to discuss the empirical relationship among all the variables.To be specific, the main content of this thesis can be divided into the following three parts:First part, test the related scales in Chinese enterprises. The researches about the main variables in the thesis, including perceived organizational family support, positive affect, psychological resources, work-family enrichment and work-family segmentation preference, are carried out under the background of the western enterprises. Although each variable has the mature scales, it is unknown to be applicable to Chinese enterprises. As a result, the paper will firstly do the reliability and validity analysis of all the scales in our Chinese enterprises.The second part, research the three main relationship of the variables. This part is the core of the whole thesis. In other words, this part will discuss the specific relationship among the independent variables, dependent variables, moderators and the mediators. Specifically:To begin, research the direct influence of perceived organizational family support on the work-family enrichment. The effect include the direct influence of the tangible support dimension of the perceived organizational family support on the work-to-family enrichment and the intangible support dimension of the perceived organizational family support on the family-to-work enrichment dimension.Second, research the mediation effect of psychological resources and positive affect on the relationship between perceived organizational family support and employees’ work-family enrichment. This part is also finished from work-to-family enrichment and family-to-work enrichment two directions. The specific content include:on one hand, the research on the work-to-family enrichment direction include all the mediation effect of psychological resources, positive affect and both on all the relationship between two dimensions of perceived organizational family support, tangible support and intangible support, and the three dimensions of the work-to-family enrichment which includes work to family development, work to family affect and work to family capital respectively. Accordingly, on the other hand, research on the family-to-work enrichment direction also include all the mediation effect of psychological resources, positive affect and both on all the relationship between two dimensions of perceived organizational family support, tangible support and intangible support, and the three dimensions of the family-to-work enrichment which includes family-to-work development, family-to-work affect and family-to-work efficiency respectively.Third, research the moderation effect of work-family segmentation preference on the relationship between perceived organizational family support and work-family enrichment. This part is also completed from work-to-family enrichment and family-to-work enrichment two directions. The specific content include the moderation of work-family segmentation preference on the relationship between tangible support and work-to-family enrichment, between intangible support and work-to-family support, between tangible support and family-to-work enrichment, between intangible support and family-to-work enrichment.The third part, state the conclusions and enlightenment. This part summarizes the main valuable conclusions of this thesis and proposed the specific management enlightens for Chinese enterprises based on this. The main conclusions include:First, there is difference between the direct influences of perceived organizational family support on work-to-family enrichment and family-to-work enrichment. The intangible support dimension has the direct effect on the both directions of work-family enrichment, but the intangible support only has the prominent influence on family-to-work enrichment.Second, the difference exists on the mediation effect of psychological resources and positive affect on the relationship between the perceived organizational family support and the two directions of work-family enrichment. Between the intangible support and work-to-family enrichment, the psychological resources and positive affect both have the mediation effect, but between the intangible support and family-to-work enrichment, only psychological resources have the mediation effect. Between the tangible support and family-work enrichment, both of psychological resources and positive affect have no any mediation effect.Third, the work-family segmentation preference only has the moderation effect between perceived organizational family support and family-to-work enrichment.The innovations are:First, finds the mediation effect of psychological resources and positive affect between perceived organizational family support and employees’work-family enrichment. On one hand, between perceived organizational family support and work-to-family enrichment, the mediation effect of psychological resources and positive affect are:psychological resources have partial mediation effect between intangible support and work-to-family development as well as, between intangible support and work-to-family capital; positive affect has partial mediation effect between intangible support and work-to-family affect. On the other hand, between perceived organizational family support and family-to-work enrichment, only psychological resources have mediation effect. To be specific, psychological resources have the partial mediation effect for all the relationships between intangible support and three dimensions. These findings not only test the two paths model of work-family enrichment model, but also reveal the specific mechanism between perceived organizational family support and work-family enrichment. Therefore, the paper expand both the related research of perceived organizational family support and work-family enrichment.Second, reveals the moderation effect of work-family segmentation preference on the relationship between perceived organizational family support and employees’work-family enrichment. The results show:on one hand, work-family segmentation preference has no moderation effect between perceived organizational family support and work-to-family enrichment. This paper argues that it may relate to the family culture of China, which lead to each Chinese employee prefer work-to-family enrichment no matter what his work-family segmentation preference is and cause the moderation effect disappear; on the other hand, work-family segmentation has the moderation effect between perceived organizational family support and family-to-work enrichment. Specifically, the moderation effect exist both on the relationship between tangible support and family-to-work enrichment and the relationship between intangible support and family-to-work enrichment. The findings of moderation effect enrich the moderator discussion of the two paths enrichment model, and at the same time provide the theoretical reference for the enterprises when they make the different work-family facilitation measures according to employees’different characteristics.