家庭支持型主管行为与出勤主义行为：有调节的中介

发布时间：2018-09-05 06:55

【摘要】：出勤主义行为指“尽管身体感到不适,但仍然参加工作的行为”。西方学者围绕出勤主义行为的影响因素和影响结果展开了丰富的研究,然而国内对此领域的研究还处于起步阶段,深受集体主义和儒家文化影响的中国员工素来推崇“鞠躬尽瘁死而后已”的奉献精神,将带病上班视作爱岗敬业的积极表现。然而长远看来,这一行为可能存在隐患,因此有必要在中国文化情境下开展出勤主义行为的实证研究。西方研究发现主管支持等工作资源能够降低出勤主义行为的发生频率。而在推崇知恩图报的华人情境中,主管支持对员工出勤主义行为可能产生不一样的影响。家庭支持型主管行为是主管支持的一种具体类型,旨在帮助员工实现工作与家庭的平衡,相比于一般的主管支持,家庭支持型主管行为更有利于缓解员工的工作压力。在双职工夫妻成为职场主流以及加班文化盛行的今天,员工格外需要这一支持资源来应对日益增加的工作和家庭需求。因此本研究选取家庭支持型主管行为这一特殊的支持资源在中国情境下探讨其对员工出勤主义行为的影响及其机制。本研究以社会交换理论为基础,采用问卷法,以中国企业员工为被试,探讨家庭支持型主管行为对员工出勤主义行为的影响以及主管忠诚的中介作用和员工组织家庭支持感的调节作用。具体包括两个研究。研究一以杭州某地产公司327名员工为被试,探讨家庭支持型主管行为对员工出勤主义行为的影响以及主管忠诚的中介作用。回归分析表明,家庭支持型主管行为能显著预测员工的出勤主义行为。中介效应检验分析表明,主管忠诚是家庭支持型主管行为与员工出勤主义行为之间的中介变量。研究二利用网络调查,广泛收集292名来自不同企业的员工的数据,通过有调节的中介效应模型,分析了组织家庭支持感的调节作用。数据再次验证了研究一的结果,还发现员工的组织家庭支持感调节了主管忠诚在家庭支持型主管行为与员工出勤主义行为中的中介作用(前半段),即相比于高组织家庭支持感的员工,家庭支持型主管行为对主管忠诚的促进作用在低组织家庭支持感时更显著。这一研究在中国文化背景下,基于社会交换理论,探讨了家庭支持型主管行为对员工出勤主义行为的影响机制和边界条件。研究发现家庭支持型主管行为可以通过提升员工的主管忠诚增加其出勤主义行为。并且,组织家庭支持感可以减弱家庭支持型主管行为对主管忠诚的影响,表明组织中家庭支持资源的提供会影响主管与成员之间的交换关系。这一研究结果提示组织和管理者应该从组织层面给予员工家庭支持资源,促进组织与员工之间良好交换关系的形成进而更好地引导员工的工作态度和行为。最后,探讨了本研究的理论和实践意义,并对研究不足和未来展望进行了分析。
[Abstract]:Attendance behavior refers to the behavior of "taking part in work despite physical discomfort". Western scholars have carried out a wealth of research on the influencing factors and results of attendance behavior, but domestic research in this field is still in its infancy. Chinese employees, deeply influenced by collectivism and Confucian culture, have always praised "attendance behavior". In the long run, however, there may be hidden dangers in this behavior. Therefore, it is necessary to carry out empirical research on attendance behavior in the context of Chinese culture. Western studies have found that work resources such as supervisor support can reduce attendance behavior. Family Supported Supervisory Behavior is a specific type of Supervisory Support, which aims to help employees achieve work-family balance. Compared with general Supervisory Support, Family Supervisory Behavior has a different effect on employee attendance behavior. It is more conducive to alleviate the work pressure of employees. In today's mainstream workplace and overtime culture prevailing, employees especially need this support resource to meet the increasing demands of work and family. Based on social exchange theory and questionnaire, this study explores the influence of family-supported supervisory behavior on employee attendance behavior, the mediating role of supervisor loyalty and the moderating role of employee's perceived organizational and family support. Research 1. A total of 327 employees of a real estate company in Hangzhou were selected as subjects to explore the influence of family support supervisory behavior on employee attendance behavior and the mediating effect of supervisory loyalty. The second study used a network survey to collect data from 292 employees from different enterprises and analyzed the moderating effect of perceived organizational and family support through a moderated mediating effect model. The perceived organizational and family support of workers moderated the mediating effect of supervisor loyalty on family support supervisory behavior and employee attendance behavior (the first half), that is, compared with employees with high perceived organizational and family support, family support supervisory behavior promoted supervisor loyalty more significantly in low perceived organizational family support. Under the cultural background, based on the social exchange theory, this paper discusses the influence mechanism and boundary conditions of family support supervisory behavior on employee attendance behavior. This study suggests that organizations and managers should give family support resources to employees from the organizational level, promote the formation of good exchange relationship between organizations and employees, and then better guide employees. Finally, the theoretical and practical significance of this study is discussed, and the shortcomings and future prospects of this study are analyzed.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;B849

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