The Influencing Mechanisms Of Work-family Support On Job Strss And Well-being

With the increasing of living costs in modern life, the employees face the dual pressures from work and family areas. As two of the most important core areas, the relationship between work and family gets more and more attention. The study about the relationship between work and family has gone through three phases-work-family conflict, work-family balance and work-family promote. Review of research findings that studies about the relationship between work and family mainly focus on work-family conflict, few studies on work-family promote. As a composition of work-family promote, the research of work-family support is few and far between.This dissertation aims to investigate the relationship among work-family support, job stress and occupational well-being and explore the influencing mechanisms of work-family support on Job stress and occupational well-being. In this survey, a total of 303 enterprise staffs were selected and assessed with the Work-family Support Scale, Work Tension Scale, Chinese Maslach Burnout Inventory, 9-item Utrecht Work Engagement Scale, Overall Job Satisfaction and Turnover Intention Scale. The conclusions are as follows:Firstly, there are significant differences of supervisor support, organization support and instrumental support in gender, age and marriage(all P<0.05); there are significant differences of supervisor support, organization support, emotional support and instrumental support in education(F=6.321~26.204, P<0.001) and number of offspring(F=3.075~8.115, P<0.05); there are significant differences of supervisor support in character(F=4.483, P<0.05) and work seniority(F=2.977, P<0.05).Secondly, supervisor support, organization support and instrumental support is significantly positively correlated with job satisfaction and work engagement(r=0.267~0.650, all P<0.001), and significantly negatively correlated with turnover intention and job burnout(r=-0.249~-0.556, all P<0.001); emotional support is significantly positively correlated with job satisfaction and work engagement(r=0.164, 0.244, all P<0.001), and significantly negatively correlated with turnover intention(r=-0.147,P<0.01), depersonalization(r=-0.186, P<0.001) and reduced personal accomplishment(r=-0.230, P<0.001).Thirdly, supervisor support and organization support has partial intermediary between job stress and job satisfaction(Z=1.81,P=0.03; Z=1.32,P=0.08), the ratio of the mediation effect of total effect were 48.03%,33.09%.Using the bootstrap method, 95% confidence interval was(0.28,0.60),(0.17,0.45).supervisor support and organization support has partial intermediary between job stress and work engagement(Z=1.79,P=0.03; Z=1.32,P=0.09), the ratio of the mediation effect of total effect were 55.87%,30.86%.Using the bootstrap method, 95% confidence interval was(0.49,1.12),(0.23,0.76).supervisor support and organization support has partial intermediary between job stress and turnover intention(Z=1.78,P=0.03; Z=1.35,P=0.09), the ratio of the mediation effect of total effect were 48.06%,31.86%.Using the bootstrap method, 95% confidence interval was(-0.34,-0.16),(-0.27,-0.09).Fourthly, organization support has moderate effect on the relationship between job stress and exhaustion(F Change=4.103, P<0.05); emotional support has moderate effect on the relationship between job stress and exhaustion(F Change=8.948, P<0.01); instrumental support has moderate effect on the relationship between job stress and reduced personal accomplishment(F Change=10.986, P<0.001), job stress and exhaustion(F Change=3.790, P<0.05).