Study On The Influence Of Work-family Culture On Employees' Work-family Enrichment

Work and family are the two most important areas in the life of staff.In recent years,the continuous development of economic globalization and the knowledge economy,the prevail of overtime working culture and gender roles blur,as well as the increasing number of dual-career families and single-parent families,how to strike a balance between work responsibilities and family responsibilitiespresented a huge challenge for the staff.Because the quality of employees' relationship between work and family relates to their physical and mental health,turnover intention and job performance,therefore,how to help employees seeking better balance between work and family,and to promote the realization of the staff's positive relationship of work and family has become an important topic for scholars and managers to solve.In practice,in order to help employees better balance work responsibilities and family responsibilities,business managers offer a lot of family support organization for staff,The family support practice in organizations can be divided into formal and informal family support two categories.Among them,the formal organization family support,including flextime,telecommuting and family-friendly program and other measures,however,more and more research and practice confirmed that the implementation of formal organizational family support is not ideal,if not emphasize work family balance organizational norms and values as a support,only provide these formal family support policies and measures are insufficient to help employee solve problems.Therefore,business managers and researchers have increasingly focused on tacit informal family support.The work-family culture is an important part of the informal family support environment of the organization.For work-family culture studies,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 WFC and work-family enrichment and some other positive work-family interface dependent variables.In the academic,researchers have been studying work and family relationships from a negative perspective in the past.With the rise of positive psychology,scholars have come to realize that,in order to complete the explortion of work and family relationships,only involving the negative side is not comprehensive,positive side between work and family is more important.Work-family enrichment gain more focus because it pays more attention to the improving between the individual level performance and the level of living each other.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 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 individual-related variables,work-related variables and family-related variables,lack of work-family interface factors.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 527 valid questionnaires from 22 enterprises in the 18 cities in 12 provinces of Beijing,Tianjin,Yunnan,Shandong,Heilongjiang,Liaoning,Gansu,Zhejiang,Fujian,Guangxi,Shanghai,Jiangsu,the thesis do the empirical analysis between work-family culture and the two directions content of work-family enrichment,and takes the job involvement as the mediators and takes the self-efficacy 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 work-familyculture,work-family enrichment,job involvement,as well as the self-efficacy.Chapter 3,the related scales test in Chinese scenarios.This chapter does the CFA of work-family culture scale,job involvement scale,self-efficacy 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 work-family culture 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 work-family culture and work to family enrichment,and between work-family culture and family to work enrichment by use of the AMOS software.Chapter 5,research on the mediation effect of job involvement on the relationship between the work-family culture 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 job involvement in the relationship between work-family culture and employee' work-family enrichment respectively.Chapter 6,research on the moderation effect of self-efficacy on the relationship between work-family cultureand 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 self-efficacy on the relationship between work-family culture 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 work-family culture has significant influence on both directions of the employees' work-family enrichment.Furhter,work-family culture have significant influence on the employees' work to family development,work to family affect and work to family social capital,and work-family culture also have significant influence on employees' family to work development,family to work affect and family to work efficiency.Second,job involvement plays a mediation effect on the relationship between work-family culture and the two directions enrichment.Specifically,the dimensions of the job involvementvigor and dedication have nomediation effect on the relationship between work-family culture and the two directions enrichment.Absorptionplay a partial mediation effect on the relationship between management supportand employees' work to family development,and the relationship between management support and employees' work to family social capital,and also play a complete mediation effect on the relationship betweenoccupational concerns and employee' work to family development and the relationship between occupational concerns and employee' work to family social capital,and also play a complete mediation effect on the relationship betweentime requirementand employees' work to family development and the relationship between time requirement and employees'work to family social capital;Absorptionplay a partial mediation effect on the relationship betweenmanagement support and the three dimensions of thefamily to work enrichment,and also play a complete mediation effect on the relationship betweentime requirementand employees' family to work development and the relationship between time requirement and employees'family to work efficiency,and also play a complete mediation effect on the relationship betweenoccupational concerns and the three dimensions of thefamily to work enrichmen.Third,self-efficacy has the moderation effect between work-family cultureand the employees' work to family enrichment,but not between work-family culture and the employees' family to work enrichment.In other words,the relationship between work-family culture and employees' work-family enrichment is different for the different employees with different level of self-efficacy.But this characteristic is not applicable for the relationship betweenwork-family culture and employees' family to work enrichment.The main innovations of this paper lie in:First,reveals the mediation effect of the dimension of thejob involvementon the relationship between work-family culture 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 work-family culture and employees' work-family enrichment.Second,finds the moderation effect between the work-family culture 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.