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Empirical Study On The Influence Of Family-supportive Supervisor Behaviors On Employees’ Work-family Enrichment

Posted on:2016-10-08Degree:DoctorType:Dissertation
Country:ChinaCandidate:D F MengFull Text:PDF
GTID:1109330482977975Subject:Human resources management
Abstract/Summary:PDF Full Text Request
The change of employment concept, the fuzziness of gender roles, the prevail of overtime working culture as well as the instability of job make employees more difficult to balance their work and family responsibilities. Because the quality of employees’ relationship between work and family relates to their physical and mental health, turnover intention and job performance, therefore, to correctly understand and grasp the interaction mechanism between work and family domain, which can be based on the view of organization, take effective measures to promote the realization of the staff’s positive relationship of work and family is an important issue to be solved for every enterprise.In practice, the enterprises set up every kind of family support practice, in order to promote the realization of the positive relationship between work and family of the employee. The family support practice in organizations can be divided into formal and informal family support two categories. However, to provide child care and other formal family support in practice because of the expensive price and other reasons is difficult to perform, and the staff are also concerned about that the use of official family support services will affect their occupation career, but more importantly, to provide support for the practice does not necessarily means that can meet the needs of employees, therefore, the enterprise managers has paid their attentions to the informal family support which means more subjective and can measure the understanding and the perception of employees. While the family-support supervisor behavior (FSSB) is one of the core content of informal family support, because the direct supervisor plays a key role in deciding whether the staff can actively participate and use the family friendly policies as well as shaping the family friendly atmosphere in the organization, which also makes many scholars regard it as the focus of the research. Family-support supervisor behavior is a relatively new research field, and researchers mainly select the work-family conflict this negative outcome as the dependent variables when they discuss the influence on the work-family interface, but lack of the relationship discussion between FSSB and work-family enrichment and some other positive work-family interface dependent variables.In the academic, along with the rise of positive psychology, the scholars in the work-family field change their attention from the work-family conflict these negative outcomes to the work-family enrichment these positive outcomes. Work-family enrichment is one of the variables measuring the positive relationship between work and family, but because it pays more attention to the improving between the individual level performance and the level of living each other, most scholars are inclined to choose the construct to measure the positive work-family relationship.Work family enrichment includes work to family enrichment and family to work enrichment two directions of the content. Since the work-family enrichment concept was put forward, the scholars have done a lot of empirical researches on it, but unfortunately, most of the scholars only focus on work to family enrichment, but less attention to the family to work enrichment. Moreover, the antecedent variables mainly relate to job resources, the freedom degree of the work as well as work control these rigid and official factors and lack of the focus on the factors which are flexible and informal. At the same time, the research of the mediation and moderation mechanism of work-family enrichment is also slightly deficient.To sum up, based on the 776 valid questionnaires from 72 enterprises in Beijing, Tianjin, Shenzhen, Harbin, Changchun, Shenyang, Dalian, Fuyang, Tongling, Jinan, Qingdao and so on, the thesis do the empirical analysis between family-support supervisor behaviors and the two directions content of work-family enrichment, and takes the skills resources and perspectives resources as the mediators and takes the salience of family as the moderators. The thesis includes 7 chapters, and the specific contents are as follows:Chapter 1,introduction. This chapter introduces the background, meaning, content, framework as well as the technical route and structural arrangements. The research methods and possible innovations are also discussed.Chapter 2, literature review. This chapter respectively reviews the related literature about family-support supervisor behavior, work-family enrichment, skills resources, perspectives resources as well as the salience of the family.Chapter 3,the related scales test in Chinese scenarios. This chapter does the CFA of family-support supervisor behavior scale (FSSB-SF scale), skills resources scale, perspectives resources scale, the salience of the family identity scale as well as the work-family enrichment scale (including work to family scale and family to work enrichment) by the software of AMOS.Chapter 4, research on the direct effect of family-support supervisor behaviors on employees’ work-family enrichment. This chapter firstly builds a conceptual model of the direct effect and put forward the research hypothesis, and then in the above based on the survey data, does the SEM analysis respectively on the direct effect between FSSB and work to family enrichment, between FSSB and family to work enrichment as well as the combined direct effect between FSSB and work-family enrichment including work to family enrichment and family to work enrichment by use of the AMOS software.Chapter 5, research on the mediation effect of skills resources and perspectives resources on the relationship between the family-support supervisor behaviors and employees’work-family enrichment. This chapter first constructs the corresponding mediation conceptual models and put forward the research hypothesis, and then in the above based on the survey data, use the AMOS software to do the SEM analysis of the mediation of skills and perspectives resources in the relationship between FSSB and employees’work-family enrichment respectively and also do the SEM analysis of the combined mediation of skills and perspectives resources on the relationship between FSSB and employees’work-family enrichment.Chapter 6, research on the moderation effect of the salience of family identity on the relationship between family-support supervisor behaviors and employees’work-family enrichment. This chapter first constructs the moderating conceptual model and put forward the research hypotheses, and then in the above based on the survey data, use Mplus7.11 software to do the analysis of the moderation effect of the salience of family identity on the relationship between family-support supervisor behaviors and employees’ work-family enrichment.Chapter 7, conclusions and enlightenments. This chapter summarizes the main conclusions of this thesis, expounds the theoretical contributions and practical significance,analyzes the limitations and prospects the future research direction.The main conclusions include:First, the family-support supervisor behaviors have significant influence on both directions of the employees’ work-family enrichment. Furhter, FSSB have significant influence on the employees’work to family development, work to family affect and work to family social capital, and FSSB also have significant influence on employees’family to work development, family to work affect and family to work efficiency.Second, skills resources and perspectives resources play a partial mediation effect on the relationship between FSSB and the two directions enrichment. Specifically, skills resources play a partial mediation effect on the relationship between FSSB and employees’ work to family development, and the relationship between FSSB and employees’ work to family affect, and also play a partial mediation effect on the relationship between FSSB and employees’ family to work development and the relationship between FSSB and employees’ family to work affect; perspectives resources play a partial mediation effect on the relationship between FSSB and employees’work to family development, and the relationship between FSSB and employees’work to family affect, and also play a partial mediation effect on the relationship between FSSB and employees’ family to work development and the relationship between FSSB and employees’ family to work affect as well as on the relationship between FSSB and employees’ family to work efficiency.Third, the salience of family identity has the moderation effect between FSSB and the employees’work to family enrichment, but not between FSSB and the employees’family to work enrichment. In other words, the relationship between FSSB and employees’ work-family enrichment is different for the different employees with different level of sailence of family. But this characteristic is not applicable for the relationship between FSSB and employees’ family to work enrichment.The main innovations of this paper lie in:First, reveals the partial mediation effect of skills resources and perspectives resources on the relationship between family-support supervisor behaviors and employees’ work-family enrichment. So this paper not only tests the two pathes work-family enrichment model proposed by Greenhaus and Powell, but also makes it clear the mechanism of the relationship between FSSB and employees’work-family enrichment.Second, finds the moderation effect between the family-support supervisor behaviors and employees’work to family enrichment. This can provide the effective intervention measures for the enterprises according to the difference of different employees from the positive perspective.
Keywords/Search Tags:family-support supervisor behaviors, work-family enrichment, skills resources, perspectives resources, the salience of the family identity
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