Department of Management, Gettysburg College, Gettysburg, PA 17325, USA.
J Occup Health Psychol. 2012 Jan;17(1):28-40. doi: 10.1037/a0026428. Epub 2011 Dec 12.
The goal of the current study was to test a model where organizational resources (aimed at managing work and family responsibilities) predict job attitudes and supervisor ratings of performance through the mechanisms of work-family conflict and work-family enrichment. Employees (n = 174) at a large metropolitan hospital were surveyed at two time periods regarding perceptions of family supportive supervisor behaviors (FSSB), family supportive organizational perceptions (FSOP), bidirectional work-family conflict, bidirectional work-family enrichment, and job attitudes. Supervisors were also asked to provide performance ratings at Time 2. Results revealed FSSB at Time 1 predicted job satisfaction, organizational commitment and intention to leave, as well as supervisor ratings of performance, at Time 2. In addition, both work-family enrichment and family-work enrichment were found to mediate relationships between FSSB and various organizational outcomes, while work-family conflict was not a significant mediator. Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work-family resources predict employee and organizational outcomes.
本研究的目的是检验一个模型，即组织资源（旨在管理工作和家庭责任）通过工作-家庭冲突和工作-家庭丰富的机制来预测工作态度和主管对绩效的评价。在两个时间点，对一家大型大都市医院的员工（n=174）进行了关于感知到的支持家庭的主管行为（FSSB）、支持家庭的组织感知（FSOP）、双向工作-家庭冲突、双向工作-家庭丰富以及工作态度的调查。主管还被要求在第 2 次提供绩效评价。结果表明，第 1 次的 FSSB 预测了第 2 次的工作满意度、组织承诺和离职意向，以及主管对绩效的评价。此外，工作-家庭丰富和家庭-工作丰富都被发现是 FSSB 与各种组织结果之间关系的中介，而工作-家庭冲突不是一个显著的中介。结果支持进一步测试特定于家庭支持的主管行为，以及将双向工作-家庭丰富作为工作-家庭资源预测员工和组织结果的机制的模型。
