Effects Of Job Characteristics And Work-Family Conflict On Employee Well-Being

Development of positive organizational psychology has made employee well-being been concerned by both academic researchers and organization managers.It also provided a way to solve current management problems and leaded a research boom.With the development of relevant academic research,connotation,influence mechanisms,management practices of employee well-being are being constantly explained.In workplaces,organizations' awareness of the importance of employee well-being is also deepening.More and more organizations are designing and applying diversified management practices to foster healthy organizational environments and integrate employee well-being with profitability.Through literature review,it can be found that current researches have discussed definition,measurement methods,influencing factors,and outcome variables of employee well-being.However,we still find some research gaps.For instance,previous studies emphasis on the loss of work,while ignoring the gain functions of work.Those studies also focus more on the direct relationships rather than considering the specific mechanism between work characteristics and employee well-being from work-family conflict perspective.Based on these research gaps,we put forward our research question: how could job characteristics affect employee well-being by influencing the balance of work and family? Based on the work-family research perspective,this study helped to clarify the specific influence mechanism between work characteristics and employee well-being.At the same time,it is also an important supplement to existing researches to examine the moderation effect of schedule control(work-time control,schedule change control)and family support supervisor behaviors.The results of this study can give some guidance to management practices.Based on Conservation of Resources Theory and Job Characteristics Theory,this study explored the effect of workload(work hours,job demands)on employee well-being and the medication role of work-family conflict.We also discussed the moderation effect of work-time control,schedule change control,and family support supervisor behaviors.We put forward 26 hypotheses based on privious theories and literatures and used empirical research methods to test these hypotheses.Data was collected from 407 samples in China.By using factor analysis,hierarchical regression analysis,and moderated mediation model analysis,this study found that: Workload has significant positive impacts on the emotional exhaustion,turnover intention,and has significant negative impacts on job satisfaction;Work-family conflict plays a mediation role in those relationships;Schedule control can moderate the relationship between workload and work-family conflict.However,family support supervisor behaviors can just moderate the relationship between work hours and work-family conflict.By combing management practices and existing literatures,this study identifies important influencing factors of employee well-being,including work hours,job demands,work-family conflict,work-time control,schedule change control,and family support supervisor behaviors.Compared with previous researches,the innovative contributions of this study reside in the following aspects: 1)Expanding the Job Demands-Control-Support Model and enriching employee well-being research.First of all,this study divided workload into qualitative and quantitative categories and took the impacts of work hours and job demands on employee well-being into account.Secondly,we extended the concept of job control and discussd the effects of two aspects of work schedule control(work time control and schedule change control)on work-family conflict and the relationships between workload and work-family conflict.Furthermore,from the perspective of the work-family,we refined supervisor support into family supported supervisor behaviors and explored how it impacts work-family conflict and the relationships between workload and work-family conflict.2)This study also paid attention to both the loss and gain of work at the same time from work-family level.On one hand,this study explored the specific mechanism between workload and employee well-being from work-family conflict perspective.On the other hand,while examining the impact of job characteristics on employee well-being,we also focus on the dual paths of loss and gain effects.By doing empirical research,this study provided some specific guidance for management practices.