Yang Baoyan, Su Shaoqing, Zong Zhaobiao, Du Qiaoqiao, Wang Junyi
School of Psychology, Northwest Normal University, Lanzhou, Gansu, China.
School of Psychology and Cognitive Science, East China Normal University, Shanghai, China.
Front Psychol. 2023 Mar 7;14:1079201. doi: 10.3389/fpsyg.2023.1079201. eCollection 2023.
Existing research has demonstrated that thriving at work has a positive effect on work performance, but little is known about how thriving at work affects family role performance. Based on the work-home resource model, this study examines the impact mechanism of thriving at work on family role performance.
This paper uses an experience sampling method to conduct a 5-day daily study of 151 married employees in Northwest China, and the data were analyzed using a multilevel linear model.
We find that thriving at work positively affects family role performance partly through the mediating effect of work-family enrichment at the individual level. Moreover, family-supportive supervisor behavior moderates the relationship between thriving at work and work-family enrichment. Through work-family enrichment, family-supportive supervisor behavior also moderates the indirect relationship between thriving at work and family role performance. Specifically, the higher the level of family-supportive supervisor behavior, the stronger the indirect effect of thriving at work on family role performance through work-family enrichment.
Previous research has focused more on the effects of thriving at work within the work domain, suggesting that thriving at work can have a positive impact on work outcomes. However, only a few studies have examined the positive relationship between thriving at work and family role performance from the perspective of employees' positive psychological resources. This paper explores the positive effects of thriving at work on family role performance based on a resource flow perspective and identifies its potential boundary conditions. This study enriches the theoretical research on the relationship between thriving at work and family role performance. Additionally, it provides a new foothold and research perspective on improving work-family enrichment.
现有研究表明，在工作中蓬勃发展对工作绩效有积极影响，但对于在工作中蓬勃发展如何影响家庭角色绩效却知之甚少。基于工作-家庭资源模型，本研究考察了在工作中蓬勃发展对家庭角色绩效的影响机制。
本文采用经验取样法，对中国西北部151名已婚员工进行了为期5天的日常研究，并使用多层次线性模型对数据进行了分析。
我们发现，在工作中蓬勃发展通过个体层面的工作-家庭充实的中介作用，对家庭角色绩效产生积极影响。此外，家庭支持型主管行为调节了在工作中蓬勃发展与工作-家庭充实之间的关系。通过工作-家庭充实，家庭支持型主管行为还调节了在工作中蓬勃发展与家庭角色绩效之间的间接关系。具体而言，家庭支持型主管行为水平越高，在工作中蓬勃发展通过工作-家庭充实对家庭角色绩效产生的间接影响就越强。
以往研究更多地关注在工作领域内蓬勃发展的影响，表明在工作中蓬勃发展可以对工作成果产生积极影响。然而，只有少数研究从员工积极心理资源的角度考察了在工作中蓬勃发展与家庭角色绩效之间的正向关系。本文基于资源流动视角探讨了在工作中蓬勃发展对家庭角色绩效的积极影响，并确定了其潜在的边界条件。本研究丰富了关于在工作中蓬勃发展与家庭角色绩效关系的理论研究。此外，它为改善工作-家庭充实提供了新的立足点和研究视角。
