The Research On The Relationship Between Work-family Support,mental Involvement And Employees’ Creativity

In recent years, along with the leaping development of economy and society, especially in the field of information network and cultural pluralism, enterprises are facing tremendous competitive pressure.Forward-looking enterprises have carried out reform and adjustment actively to deal with challenges. They pay a lot of attention to the development of innovation ability. It can be said that innovation ability is the vitality of enterprises. Creativity of human resources is a source of continuous innovation. Therefore,employee creativity and its influence factors get much attention from enterprises. Furthermore, the information age has brought convenience to make work and family boundaries become blurred. There is a trend of fusion between work and family relations. As a result, work-family support as an important factor which can predict employees’ attitudes and behavior begins to get attention. However, there is a lack of empirical research to explore the effects and mechanism of work family support on employees’ creativity.Based on the role theory, organizational support theory and social exchange theory, this study combined theoretical deduction and empirical research method, and discussed the impact of employees’ perceived work-family support on their creativity as well as the effect of mental involvement as mediator.Based on the relevant literature, this study put forward hypotheses, and collected data through questionnaires. This study used statistical analysis tools, such as SPSS19.0 and Amos21.0, to analyze the data, in order to test conceptual model and hypothesis. Methods included descriptive statistical analysis,reliability and validity test, correlation and regression analysis.Through theoretical analysis and empirical study of 385 samples, we have found the following conclusions:(1) Work family support consists of three factors which are organizational support, leadership support and family support. Organizational support and leadership support come from work field, while emotional support and instrumental support are two inseparable forms of support which come from home field. At the same time, the level of employees’ perceived work-to-family support is lower than the level of family-to-work support.(2) Work family support has a significant positive impact on employees’ creativity.(3) Work family support has significantly positive effect on employees’ mental involvement at work.(4)Mental involvement mediated the effects of work family support on employees’ creativity. Specifically,mental involvement partial mediated the effects of organizational support on employees’ creativity, and fully mediated the effects of leadership and family support on employees’ creativity.In summary, employees’ perceived work family support can help employees devote themselves to the work, thus improve their creativity. In the aspect of management practice, organizations should establish a more humane organizational culture, and make effective and wide-range covered family friendly policies.Besides, as representatives of the organization, supervisors should provide a variety of support resources to help employees balance between work and family. On the other hand, organizations and supervisors should understand the needs of employees’ personal initiative. Employees will achieve their growth target from a good working experience.