工作需求与家庭支持型主管行为对员工幸福感的双路径影响

基于资源保持理论并结合工作需求-资源模型,本研究探讨了工作需求和家庭支持型主管行为影响员工幸福感的具体路径,以及工作-家庭冲突的中介效应。研究发现,工作需求能够正向影响情绪耗竭、负向影响工作满意度;家庭支持型主管行为能够负向影响情绪耗竭、正向影响工作满意度;工作-家庭冲突完全中介工作需求和工作满意度之间的关系,部分中介工作需求与情绪耗竭之间的关系;工作-家庭冲突部分中介家庭支持型主管行为和情绪耗竭、工作满意度之间的关系。因此,企业应关注员工的家庭需求,避免过高的工作需求,并给予员工家庭方面的支持,以帮助其平衡好工作和家庭并提升幸福感。

Based on COR theory and JDR model,this paper investigates the specific path of job demand and family supportive supervisor behavior affecting employees’well-being,as well as the intermediary effect of work-family conflict.Results show that,job demand affects emotional exhaustion positively and job satisfaction negatively;FSSB affects emotional exhaustion negatively and job satisfaction positively.WFC fully mediates the relations between job demand and job satisfaction,and partially mediates the relations between job demand and emotional exhaustion.WFC partially mediates the relations among FSSB,emotional exhaustion and job satisfaction.Therefore,enterprises should pay attention to the family demands of employees,avoid excessive job demands,and give employees family support to help them balance work and family and improve well-being.