| Work and family is the two important and closely related areas in people’s lives,the study of work and family interface has been the focus of academic concern. Fromthe fifties and sixties of the 20th century, the work-family conflict became thehotspots of the scholars’ research, but since the 1990s, China’s economic systemchanged from planned economy system into market economy system, resulting intremendous changes in work and family structure, scholars have started to payattention to the work-family enrichment, Since then, research on work-familyinterface changed from the negative aspects into positive aspects. The fierce marketcompetition and changes in family structure, make employees pay more and moreattention to the quality of family life, when obtaining employment and choosing theright careers they are more concerned about the support policy of the employees, soemployees began to highlight the importance of perception of organizational support;at the same time a growing body of research show that there are obvious differencesin the feeling of the perceived organizational support and work-family enrichment ofemployees with different personalities, personality has also become important factors.But on the literature, there is little literature of direct research on the relations of staffperceived organizational support, personality and work-family enrichment,so in thisstudy, based on the work-family gain theoretical model Greenhaus (2006) put forward,the relationship between employees perceived organizational support, personality andwork-family enrichment was analyzed.Firstly, in this study, work-family enrichment scale developed Carlson et al.(2006), perceived organizational support measurement scale prepared by Wen-QuanLing, Yang Haijun, Fang Liluo (2006), and part of the Inventory of NEO-PI-Rpersonality write by McCrae and Costa (1992) were used for 152 employees topre-test, by project analysis and exploratory factor analysis and the results showedthat: work-family enrichment questionnaire includes work-family mutual benefit,work- family capital and family-work affected the three dimensions, perceivedorganizational support includes work support and staff value recognized the twodimensions, personality is one-dimensional, as a basis to modify the questionnaire, aformal questionnaire is formed, the results show that the questionnaire has goodreliability and validity, can be used for formal study.Secondly, in this study, 223 employees once again were conducted a survey by the formal questionnaire, using analysis of variance, correlation analysis, hierarchicalregression analysis and other statistical methods to analyze the relationship betweenperceived organizational support, personality and work-family enrichment.The results show that:Firstly, work-family enrichment were significantly different in age, education,work areas, the nature of units, unit address, and have or no their children;Secondly, personality is correlated significantly positive with the two dimensionsof perceived organizational support-employee value recognized and work support,and personality can predict significantly positive the employee value recognized andwork support;Thirdly, personality is related positively to work-family mutual benefit andwork-family capital, and the personality can predict significantly positivelywork-family mutual benefit and family-work affected;Fourthly, the two dimensions of perceived organizational support- job supportand employee value recognized have respectively significant positive correlation withthe three dimensions of work-family enrichment, and employee value recognized canpredict significantly positive the work-family mutual benefit and work-family capital,work support can predict significantly positive the work-family mutual benefit andwork-family capital and family-work affected;Fifthly, the personality plays a significant positive regulatory role between worksupport and work-family mutual benefit. |
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