| The emergence of new technologies such as the mobile internet,big data,and cloud computing,as well as the intensification of global competition,have brought new challenges to the operation and rapid development of enterprises.In this new situation,every Chinese enterprise in the transition economy and experiencing various organizational changes should consider how to keep its employees energetic and efficient.Work and family are closely linked areas in modern people’s lives.Especially in the period of transformation of new and old driving forces in China,more emphasis is placed on the balance between achieving high-quality development and creating high-quality life.With the change of population structure and work characteristics,great changes have taken place in the field of work and family.People’s job choice opportunities are increasing,and work pressure is also increasing.More and more people are facing the challenge of balancing work and family responsibilities.At the same time,the rapid development of Internet technology and the massive popularity of mobile terminals have made the boundary between work domain and family domain present new characteristics such as ambiguity and dynamic,and the work domain and family domain present a trend of continuous intersection and integration.Therefore,how to correctly handle and solve the relationship between work and family has become an urgent problem in the field of human resources management in the transitional period.However,previous studies on work-family relationship mainly focused on the negative side of the relationship,that is,work-family conflict,while ignoring the positive side of the relationship.Theoretical and empirical studies on work-family gain are seriously insufficient.In recent years,scholars have gradually begun to pay attention to the antecedents of work-family gains and have made corresponding achievements.Specifically,scholars have mainly investigated the antecedents of individual factors,work factors and family factors.Social support can reduce the negative impact of work demands such as work pressure and emotional appeal,and even reduce job burnout.More social support can help individuals cope with the pressure of work and family,alleviate the negative impact of conflict,make individuals show enthusiasm and vitality in work,improve their work efficiency and work performance,and further have a positive impact on the organization’s task performance and innovation performance.How to promote the individual’s work prosperity through appropriate social support in the work and family domains,so as to improve the work-family gains of employees,is crucial to the growth of enterprises and the harmonious development of employees themselves.In view of this,this study is based on the theory of resource conservation,role accumulation and emotional event,introduces job prosperity as the intermediary variable,and subjective well-being as the moderator variable,builds a moderated intermediary model,and deeply analyzes the relationship between social support and work-family gain,Study the dual mediating mechanism of the vitality of work prosperity and learning on the work-family gain of employees,and the boundary role of subjective well-being as a moderator.The work done in this paper includes the following aspects:First,this chapter describes the background,theoretical significance,and practical significance of the study,specifically clarifying the main content and framework model of the study.Next,clarify the methods and technical routes used in the research,and identify possible innovations in the research;Then,this chapter elaborates on the concept of social support,work-family gain,job prosperity,and subjective well-being,as well as its antecedents and consequences,and variable measurement.Based on clarifying the relevant conclusions of existing research,it provides a brief and accurate review;Secondly,this chapter adopts the case study method to conduct semi structured interviews with four representative enterprises in different industries and fields,and constructs a theoretical model of social support,work family gain,subjective well-being,and job prosperity,providing a theoretical basis and enterprise examples for the formulation and empirical testing of the following research hypotheses;Next,this chapter identifies reliable scales and control variables,designs a scientific and reasonable questionnaire,and conducts a pre survey.SPSS24.0 is used to test the reliability and validity of the pre survey data.After the formal survey,AMOS software is used to test the reliability and validity of the social support scale,the work prosperity scale,the subjective well-being scale,and the work family gain scale,as well as confirmatory factor analysis,Specifically verify the applicability and accuracy of the scale in the Chinese context;Then,this chapter mainly elaborates on the direct effects of social support on employee work-family gains.One is to construct a main effect model of social support and work-family gains based on comprehensive theoretical results,and use existing research to clarify research hypotheses to provide theoretical support for the hypothesis.The second is to obtain research data through a questionnaire survey,and use mathematical statistical software to verify and analyze the data.The third is to further explore the role of three dimensions of social support,namely,the direct impact of superior support,colleague support,and family support on employee work-family gains,respectively;Thirdly,this chapter builds a mediation effect model of job prosperity based on existing research theories,and specifically clarifies its overall mechanism and path.Secondly,software such as SPSS24.0,and AMOS25.0 were used to test the path mechanism,mainly including the mediating effects of two dimensions of vitality and learning on social support(superior support,colleague support,and family support)and work-family gains;Thirdly,this chapter uses mature theories such as resource conservation theory to build a conceptual model for regulating subjective well-being,and conducts in-depth and detailed analysis of various research hypotheses based on the model.Based on the collection and collation of first-hand data,software such as SPSS24.0 was used to examine the moderating effect of subjective well-being on social support and employee work on family gains,including three dimensions of life satisfaction,positive emotions,and negative emotions;Finally,this chapter summarizes the research conclusions,theoretical contributions,practical implications,and analyzes the limitations of the research as well as prospects for future research.This paper uses a questionnaire survey method to collect and collate 1131 valid questionnaires from 85 enterprises in cities such as Shanghai,Jiangsu,Hebei,and Sichuan.With job prosperity as the intermediary variable and subjective well-being as the moderator variable,it constructs a moderated intermediary model to empirically study the internal mechanism and boundary conditions of social support affecting employee work-family gains.Use SPSS,AMOS and other statistical software to analyze and discuss the variables in the research model,and test the research hypothesis in turn.The conclusions are as follows:First,social support has a significant direct impact on work-family gains of employees.Furthermore,superior support,colleague support and family support have significant direct effects on work-family gains of employees;Second,job prosperity plays a partial intermediary role between social support and work-family gains of employees.On the one hand,vitality has a partial intermediary effect between social support and employee work and family gain,learning has a partial intermediary effect between social support and employee work and family gain,and vitality and learning have a joint intermediary effect between social support and employee work and family gain.On the other hand,vitality has a partial mediating effect between social support and employee family’s work gain,learning has a partial mediating effect between social support and employee family’s work gain,and vitality and learning have a joint mediating effect between social support and employee family’s work gain.Third,subjective well-being can adjust the relationship between job prosperity and work-family gains of employees.In other words,for employees with different levels of subjective well-being,the impact of subjective well-being on their work-family gains is significantly different.Specifically,life satisfaction has a positive regulatory role in the relationship between vitality and work-family gain of employees;Positive emotion plays a positive regulating role in the relationship between vitality and work-family gain of employees;Negative emotion plays a negative role in the relationship between vitality and work-family gain of employees;Life satisfaction plays a positive role in the relationship between learning and work-family gain of employees;Positive emotion plays a positive role in the relationship between learning and work-family gain of employees;Negative emotion plays a negative role in the relationship between learning and work-family gain of employees.The innovation of this paper is mainly reflected in the following aspects:First,it clarifies the impact of social support on the positive construction of work-family domain of work-family gain of employees,and makes up for the deficiency of their isolated research.The existing studies on the relationship between social support and work-family domain of employees focus on work-family conflict,but lack of research on the impact of positive constructs such as work-family gain.From the three-dimensional perspective of social support,this study reveals that social support is an important factor that affects work-family gain of employees.The research conclusion not only expands the process perspective of social support,but also enriches the pre-research category that affects work-family gain of employees,and provides a new idea for developing the research of work-family gain influencing factors.Secondly,this study provides a new theoretical perspective for enriching and expanding the research on the impact mechanism of social support.Previous studies on work and family relations mainly focused on the role conflict,and believed that individuals need to invest time and energy to participate in certain role activities,which will inevitably reduce the time and energy of individuals to participate in other role activities.Based on the role accumulation theory,this study explores the positive impact of the support and resources received by individuals from their superiors,colleagues and families on their participation in work and family role activities,breaks through the traditional research paradigm of role scarcity hypothesis,studies the behavior of individuals participating in multiple role activities from a positive perspective,and enriches the application of role accumulation theory in the field of work-family gain.However,the mechanism of work-family gain cannot be clearly explained only from the role accumulation theory.Therefore,this study is not limited to the use of a single theory to study the work-family gain problem,but the comprehensive resource conservation theory puts forward a systematic research framework.The two theories are both different and complementary,filling the gap of role accumulation theory in the work-family gain field.Thirdly,this study introduces work prosperity into the study of the relationship between social support and work-family gain of employees,expands the application scope of work prosperity in the field of management,further constructs the conceptual model of work-family gain promotion mechanism of employees,and establishes the research framework of"social resource acquisition(social support)-individual resource gain(work prosperity)-overall resource development(work-family gain)".On one hand,previous studies on subjective work experience mostly focused on job satisfaction,i.e.understanding subjective experience from a hedonic perspective.This study focuses on the new perspective of work prosperity.Starting from the vitality and learning dimensions of work prosperity,it explores how to make individuals promote their own work development and progress by focusing on their subjective work experience,analyzes the internal mechanism between social support and work-family gains of employees,and explores the indirect effect of social support on work-family gains of employees through work prosperity,Take the intermediary effect of job prosperity as a useful supplement to the existing research perspective.In addition,this study introduced subjective well-being as a moderator variable,expanding the boundary conditions of social support.But there is less exploration of the impact of subjective well-being in management practice.Therefore,this study introduces subjective well-being as a psychological variable in business management situations,breaking through the previous research thinking of using subjective well-being as a result variable,and using it as an individual state condition to explore the mechanism of the impact of social support on employee work-family gains,not only enriching the application of subjective well-being in management situations,It also contributes to a deeper understanding of the relationship between individual subjective well-being and related variables in the work and family domains. |
