The Effects Of Spouse Perfectionism On Employee Work Engagement

Under the influence of modern family education,social media and an increasingly competitive economic environment,the pursuit of perfectionism has become a growing phenomenon today,and there are more and more individuals with perfectionism.Perfectionism can have a significant impact on people’s work and life,so it deserves our focused attention.Since the outbreak of COVID-19,work-at-home situations have become more common and the boundaries between work and family have become increasingly blurred,which has led to an increase in daily interactions between employees and their spouses.Since the spouse is the primary person with whom employees interact in the home,spouse perfectionism has a significant impact on employee work engagement.However,past research on the interpersonal impact of perfectionism has focused on a single domain,the workplace,and ignored the potential influences from non-work domain.Moreover,the mechanism of how spouse perfectionism affects employee work engagement is unclear.Based on conservation of resources theory,this study explores the effect of spouse perfectionism on employee work engagement based on existing literature,taking employee marital well-being as the mediator and introducing employee agreeableness as the moderator in order to further deepen the understanding of this mechanism.This study begins with a review of the connotation,measurement,and current state of research on perfectionism,marital well-being,work engagement,and agreeableness,respectively,in Chapter 2.Then,in Chapter 3,the theoretical hypothesis of the relationship between spouse perfectionism and employee work engagement is presented in the context of conservation of resources theory.Hypotheses include that spouse positive perfectionism and spouse negative perfectionism have positive and negative effects on employee work engagement respectively;Employee marital wellbeing plays a mediating role between spouse positive perfectionism,spouse negative perfectionism and employee work engagement;Employee agreeableness moderates the relationship between spouse positive perfectionism,spouse negative perfectionism and employee marital well-being;Employee agreeableness moderates the indirect effect of spouse positive perfectionism and spouse negative perfectionism on employee work engagement through employee marital well-being.To test these hypotheses,a three-stage questionnaire survey was administered to334 employees in this study.In Chapter 4 and Chapter 5,the study describes in detail the methodology used in the study and the process of quantitative analysis of the survey data,and the results of the data analysis validate some of the research hypotheses presented in Chapter 3.Finally,in Chapter 6,the study summarizes and discusses the results of the study,describes the theoretical implications and practical implications,and on this basis,points out the limitations and future research.The results indicate that: Spouse positive perfectionism and spouse negative perfectionism have positive and negative effects on employee work engagement respectively.Moreover,employee marital well-being plays a partial intermediary role not only between spouse positive perfectionism and employee work engagement,but also between spouse negative perfectionism and employee work engagement.In addition,employee agreeableness moderates the relationship between spouse negative perfectionism and employee marital well-being,and further moderates the indirect effects of spouse negative perfectionism on employee work engagement via employee marital well-being.Theoretically,this study expands the interpersonal influence of perfectionism across domains and enriches the study of family influences on employee work engagement.Practically,this study provides new ideas for corporate management practices and offers implications for employees to improve their marital well-being and work engagement.