A Study On The Relationship Between Perceived Organizational Support, Psychological Capital And Work-life Balance

With the continuous development of globalization and the advent of the internet era, the world economy has undergone tremendous changes. The traditional “lifelong career” no longer exists, at the same time, employees and organizations have the rights to more two-way choices, and the new changes in the labor employment relations have brought new challenges and opportunities to the employee-organization relationship. As an important framework of human resource management and the frontier subject of positive organizational behavior, we have to take advantage of the new situation to adjust and redesign the relations between employees and organizations, provide strong organizational support imitatively, address core requirements of employees work-life balance, better attract and retain qualified personnel, to win the upper hand and core competitive advantages. Organizational support theory which is a new solution to employees- organization relationship is very important. Just as creatures evolved to adapt to environmental changes, managers also need to alternate their organizational support strategy, update more appropriate work-life balance plan(WLB), and promote the level of psychological capital(PSYCAP) of employees actively so as to adapt to the changing market economy environment. All these will help achieve a virtuous cycle in which organizations and employees both benefit.It is shown by previous academic research and management practice that perceived organizational support(POS), psychological capital(PSYCAP) and work-life balance(WLB) are closely connected. To further clarify the relationship among the three, based on theories of social exchange and the results of other researchers in the same field, this paper uses the method of psychological empirical research, applies the method of questionnaire survey, and collects samples of 418 employees from different industries in more than 10 provinces and cities. Using statistical software for data collected normality test, statistical analysis, correlation analysis and regression analysis, we investigated the condition of our employees' work-life balance and the relationship among POS,PSYCAP and WLB, which makes active exploration to enrich relevant research in this field from the point of view of theory and practice. The main conclusions are as follows:(1) POS and its 3 dimensions(job support, value identification and interests concern) can impact WLB positively.(2) POS can impact the level of PSYCAP positively.(3) PSYCAP can impact WLB positively.(4) PSYCAP partially mediated the relation between POS and WLB; any dimension of PSYCAP mediated the relation between POS and WLB.