家庭支持型主管行为与员工工作投入关系分析--内部人身份感知和工作-家庭增益的链式中介作用

Family-Supportive Supervisors’ Behaviorsand Employees’ Work Engagement--The Chain Mediation Effectsof Insider-Identity Perception and Work-Family Enrichment

本文整合了社会交换理论和资源保存理论,解释了在中国本土文化情景中家庭支持型主管行为对员工工作投入的影响机制。通过346名企业员工的问卷调查数据,应用MPLUS进行检验发现:(1)家庭支持型主管行为对员工工作投入具有显著正向影响;(2)内部人身份感知在家庭支持型主管行为与员工工作投入之间发挥着中介作用;(3)工作-家庭增益在家庭支持型主管行为与员工工作投入之间发挥着中介作用;(4)当模型同时引入内部人身份感知和工作-家庭增益时,二者具有链式中介效应,即家庭支持型主管行为通过提升员工的内部人身份感知促进个体的工作对家庭增益水平,进而激发员工的工作投入度。最后根据研究结论,从家庭支持型主管行为以及各个中介环节视角提出了管理建议,为组织管理实践提供了指导借鉴。

Based on social exchange and conservation of resource theory,the influencing mechanism of family supportive supervisor behaviors on employee work engagement is explored in the paper in Chinese local culture context. An Empirical analysis based on 346 samples from employeesfound that firstly,family supportive supervisor behaviors exerts significantly positive effect on employee work engagement;secondly,perceived insider statusplay a mediating role between family supportive supervisor behaviors and employee work engagement;thirdly,work-family enrichment play a mediating role between family supportive supervisor behaviors and employee work engagement;fourthly,when the model introducesperceived insider status and work-family enrichment simultaneously,the two have chain mediating effect. The forth finding is to say,family supportive supervisor behaviors promotes work-family enrichment through the promotion of internal status cognition of employee,and then influences work engagement. According to the conclusion of empirical research,we put forward suggestions about family supportive supervisor behaviors and intermediary links,which provide guidance and reference for management practices of the organization.