The Study Of The Relationship Among Work-Family Conflict,Perceived Organizational Support And Affective Well-being

Female employees are busy between work and family areas, and play work role and family role at the same time. These two roles have different characteristics and requirements, so female employees have to spend lots of time and energy dealing with work tasks and family activities, and coordinate the relationship of the two roles in behavior. Female employees’work-family conflict is inevitable due to the constraints of time and energy. Especially in the present era, female employees seek job satisfaction in order to achieve self-worth, making work-family conflict particularly evident. If the work-family conflict beyond the tolerance of female employees, the conflict would adversely affect their emotional state, thereby reducing their affective well-being and life quality. Therefore, this paper discusses the effect of work-family conflict on affective well-being.Affective well-being is the balance of positive emotions and negative emotions during a period of time. In recent years, state leaders and scholars put their emphasis on enhancing the Chinese people’s happiness index. In order to effectively prevent and control the female employees’work-family conflict and reduce its negative effects, it is necessary to study how to provide organizational support for various employees. Therefore, the paper will discuss the moderating effect of perceived organizational support between work-family conflict and affective well-being.This paper combines documents research empirical research. First, it arranged the relevant theoretical and practical results of work-family conflict, perceived organizational support and affective well-being; second, distributing and collecting questionnaires, using SPSS to analysis questionnaires data and test hypothesizes; last, proposing effective management recommendations based on the conclusion of the paper. The paper used descriptive statistics to know the present situation of female employees’work-family conflict, perceived organizational support and affective well-being and used correlation analysis and regression analysis to analyze the relationship among the three ones. The specific conclusions are as follows: Female employees’overall work-family conflict (WFC), time-based WFC, stress-based WFC and behavior-based WFC are basically in the middle level. Their perceived organizational support is roughly in the middle level," employees value recognition" dimension get the highest score, while "concerned with interest" dimension get the lowest score. Their affective well-being is higher than the middle level, and the degree of negative emotions is significantly less than that of positive emotions.Correlation analysis shows that WFC is significantly related to affective well-being; Stress-based WFC is significantly related to PA; time-based WFC, stress-based WFC and action-based WFC are all significantly related to NA; Performance support, employee value recognition and "concerned with interest" are all significantly related to PA but have no relations with NA.Regression analysis shows that female employees’education can positively predict NA; their WFC has negative effects on PA, while WFC has positive effects on NA, thus proving female employees’WFC has a negative predictive role to affective well-being. Performance support and employee value recognition has negative moderating effect on the relationship of WFC and PA, while perceived organizational support has no moderating effect on the relationship of WFC and NA.