Zhao Xiao, Zhang Tian, Choi Myeongcheol, Xu Jingyi
Business School, Ludong University, Yantai, Shandong, China.
Department of Business, Gachon University, Seongnam, Gyeonggi, Republic of Korea.
Front Psychol. 2024 Jun 21;15:1339899. doi: 10.3389/fpsyg.2024.1339899. eCollection 2024.
With women's advancement in education and status, they drive corporate and social progress. However, traditional gender roles burden female employees with more family responsibilities, challenging work-life balance and affecting job performance. Organizations should supporting female employees to address these challenges. Thriving at work, a core aspect of positive work engagement, helps maintain enthusiasm and efficiency. This study explores the impact of family-supportive supervisor behavior (FSSB) on the thriving at work of female employees in China, considering generational differences in their work-family balance needs and the mediating mechanisms involved.
The methodology adopted in this study utilized Amos 26.0 and SPSS 25.0 to analyze data obtained from a sample of 279 female employees in China. Specifically, the study examined the direct impact of FSSB on thriving at work, alongside the mediating influence of work-family balance. Moreover, the research aimed to discern variations in these effects across different generational cohorts.
This study highlights the direct impact of FSSB on female employees' thriving at work across different generational cohorts. Notably, the "post-90s" generation displayed the strongest direct effect of FSSB on thriving at work. Additionally, the impact of FSSB on work-family balance varied by generation, with the "post-90s" generation showing the weakest effect. Furthermore, the mediating role of work-family balance differed among generations, with complete mediation observed in the "post-80s" generation but no mediating effect in the "post-90s" generation, reflecting their distinct work-life balance priorities and needs.
This study uses a generational difference perspective to explore the main and mediating effects of FSSB on thriving at work, enriching the theoretical research on generational differences and providing valuable insights for future research. Practically, organizations should focus on the needs of different generations while encouraging FSSB, fostering a supportive work environment and enhancing outcomes.
随着女性在教育和地位方面的进步，她们推动着企业和社会的发展。然而，传统的性别角色使女性员工承担了更多的家庭责任，这对工作与生活的平衡构成挑战，并影响工作绩效。组织应支持女性员工应对这些挑战。工作中的蓬勃发展是积极工作投入的核心方面，有助于保持热情和效率。本研究探讨了家庭支持型主管行为（FSSB）对中国女性员工工作中蓬勃发展的影响，同时考虑了她们在工作与家庭平衡需求方面的代际差异以及其中的中介机制。
本研究采用的方法是利用Amos 26.0和SPSS 25.0对来自中国279名女性员工样本的数据进行分析。具体而言，该研究考察了FSSB对工作中蓬勃发展的直接影响，以及工作与家庭平衡的中介作用。此外，该研究旨在辨别这些影响在不同代际群体中的差异。
本研究突出了FSSB对不同代际群体中女性员工工作中蓬勃发展的直接影响。值得注意的是，“90后”一代显示出FSSB对工作中蓬勃发展的直接影响最强。此外，FSSB对工作与家庭平衡的影响因代际而异，“90后”一代的影响最弱。此外，工作与家庭平衡的中介作用在不同代际中有所不同，“80后”一代观察到完全中介作用，而“90后”一代没有中介作用，这反映了她们不同的工作与生活平衡优先级和需求。
本研究从代际差异的角度探讨了FSSB对工作中蓬勃发展的主效应和中介效应，丰富了关于代际差异的理论研究，并为未来研究提供了有价值的见解。实际上，组织在鼓励FSSB的同时，应关注不同代际的需求，营造支持性的工作环境并提高成果。
