摘要
本文基于社会角色理论,以工作—家庭促进为切入点,探索了社会支持对员工绩效的内在影响机制,并且揭示了人格特质通过工作—家庭促进机制的中介发生的调节效应。通过对1795名员工的调查研究,实证结果显示,自我效能通过工作—家庭促进的中介分别对上司支持、同事支持与家庭绩效之间产生调节效应,同时,通过家庭—工作促进的中介对家庭支持与工作绩效之间产生调节效应;而外倾性人格仅通过家庭—工作促进的中介对家庭支持与工作绩效之间产生调节效应,至于通过工作—家庭促进对上司支持、同事支持与家庭绩效之间关系的积极效应则不显著。
Work-family facilitation has been defined in a similar way,as44a form of synergy in which resources(e.g.,skills,experiences,opportunities)associated with one role enhance or make easier participation in another role”,which can help the individual to view the work(home/family)domain as helping or enhancing the home/family(work)domain.Previous research mainly focused on negative factors such as turnover intention,job stress,e-motion exhaustion and withdrawal behavior and it is rare to find research conducted in positive perspective such as social support.Due to changing work and family trends,the present research investigated how work resources,organ-izational work-family support,supervisor work-family support and family work-family support contributed to an em-ployees performance between work and family,and discuss the mediated moderating role of personality on relations between social support and performance from work family facilitation perspective.Through reviewing the related studies,we found that social support activities will have close relations with job performance and employees,personality will affect the intrinsic strength of the relationship from work family facili-tation perspective.Therefore,in order to verify if this model can be supported in the sample of the China employee,we used convenience sampling and occasional sampling method and tested the hypotheses with the sample survey.We collected data from employees in the provinces and direct-controlled municipality of Beijing,Shanghai,Tianjin,Hebei,Northeast China,Inner Mongolia,Shandong,Guangdong,Guangxi,Hainan,Fujian,Jiangsu,Zhejiang,Hu-nan,Henan,Guizhou,Shanxi,Shanxi,Ningxia.First we made full use of social networks to set a list of survey target or-ganizations,then had communication with our respondents and confirmed the list;at last we operated the research through interview,mails and e-mail.The survey began at July,2016,which lasted for about four months.On the princi-ple of convenience sampling,2000participants from36organizations inl9provin
作者
张伶
连智华
聂婷
ZHANG Ling;LIAN Zhi-hua;NIE Ting(Zhouenlai School of Goverment, Nankai University, Tianjin, 300071, China;Xiamen University Tan KahKee College, Xiamen, Fujian,363105,China;Business School of Macao University of Science and Technology, Macao, 00853,China)
出处
《经济管理》
CSSCI
北大核心
2017年第6期116-128,共13页
Business and Management Journal ( BMJ )
基金
国家自然科学基金面上项目“中国情境下家庭亲善工作实践的内容结构、前因与后果研究”(71272181)
教育部人文社会科学研究项目“市场导向视阈下家庭亲善政策的适应测度与创新行为研究”(15YJC630069)
福建省高校杰出青年科研人才项目“基于匹配一致性的企业家庭亲善政策多层次纵向研究”(2016023)
关键词
工作一家庭促进
社会支持
绩效
自我效能
外倾性
work family facilitation
social support
performance
self-efficacy
extraversion
