Siu Oi Ling, Bakker Arnold B, Brough Paula, Lu Chang-Qin, Wang Haijiang, Kalliath Thomas, O'Driscoll Michael, Lu Jiafang, Timms Carolyn
Lingnan University, Tuen Mun, Hong Kong.
Erasmus University, Rotterdam, The Netherlands.
Stress Health. 2015 Oct;31(4):306-14. doi: 10.1002/smi.2556. Epub 2013 Nov 22.
On the basis of conservation of resources theory (Hobfoll, ) and the resource-gain-development perspective (Wayne, Grzywacz, Carlson, & Kacmar, ), this paper examines the differential impact of specific social resources (supervisory support and family support) on specific types of affect (job satisfaction and family satisfaction, respectively), which, in turn, influence work-to-family enrichment and family-to-work enrichment, respectively. A sample of 276 Chinese workers completed questionnaires in a three-wave survey. The model was tested with structural equation modelling. Job satisfaction at time 2 partially mediated the relationship between time 1 supervisory support and time 3 work-to-family enrichment (capital), and the effect of supervisory support on work-to-family enrichment (affect) was fully mediated by job satisfaction. Family satisfaction at time 2 fully mediated the relationship between time 1 family support and time 3 family-to-work enrichment (affect, efficiency). Implications for theory, practice and future research are discussed.
基于资源守恒理论（霍夫福尔）和资源获取与发展视角（韦恩、格里瓦茨、卡尔森和卡茨马尔），本文考察了特定社会资源（上级支持和家庭支持）对特定类型情感（分别为工作满意度和家庭满意度）的不同影响，而这些情感又分别影响工作-家庭充实感和家庭-工作充实感。276名中国员工的样本在一项三阶段调查中完成了问卷。该模型通过结构方程建模进行了检验。时间2的工作满意度部分中介了时间1的上级支持与时间3的工作-家庭充实感（资本）之间的关系，上级支持对工作-家庭充实感（情感）的影响完全由工作满意度中介。时间2的家庭满意度完全中介了时间1的家庭支持与时间3的家庭-工作充实感（情感、效率）之间的关系。文中讨论了该研究对理论、实践和未来研究的启示。
