摘要
过往有关支持性资源影响工作家庭增益的研究较少关注个体感知和心理因素的改变,也忽视了工作家庭边界特征的影响。鉴于此,引入心理资本为中介变量,家庭边界强度为调节变量,以探讨组织支持感跨界增益的路径。采用问卷调查法获取365名已婚在职员工的样本数据,实证研究结果表明:心理资本在组织支持感与工作家庭增益之间起部分中介作用;家庭边界强度正向调节心理资本与工作家庭增益的关系;同时,家庭边界强度正向调节经由心理资本传导的组织支持感对工作家庭增益的间接影响,表现为被调节的中介效应。当家庭边界越强时,心理资本对组织支持感与工作家庭增益之间关系的中介作用就会越强,反之越弱。
Work-family enrichment(WFE) emphasizes the spillover of resources between the work and family roles,in consequence to affect an individual’s performance and life quality in both roles. Previous research on the impacts of perceived organizational support on WFE discussed less about individual perception and the change of psychological state and ignored that the enrichment level can also be affected by work-family boundary features. In a questionnaire survey of 365 married employees, we applied the multiple linear regression and the SPSS macros developed by Preacher to analyze the data. The results were consistent with the hypothesized conceptual scheme, in that positive psychological capital mediated the relationship between perceived organizational support and WFE;BSH moderated the relationship between positive psychological capital and WFE. Further, study results yielded a pattern of moderated mediation,in that perceived organizational support was indirectly(through positive psychological capital) related with WFE under conditions of high BSH, but not under condition of low BSH. In sum, the findings demonstrated that positive psychological capital and BSH represent key mechanisms in determining how perceived organizational support is associated with WFE.
作者
杨丽
袁梦莎
刘丽芳
Yang Li;Yuan Mengsha;Liu Lifang
出处
《财经科学》
CSSCI
北大核心
2019年第5期120-132,共13页
Finance & Economics
基金
国家自然科学基金青年科学基金项目"角色资源跨界增益的实现路径与模型研究"(71702157)
西南科技大学博士研究基金项目"团队认知异质性对团队成员个体创造力的影响机理研究"(15sx7120)
关键词
组织支持感
心理资本
工作家庭增益
家庭边界强度
Perceived Organizational Support
Psychological Capital
Work-family Enrichment
Boundary Strength at Home
