An Empirical Study On The Relationship Between Knowledge Workers’ Social Support And Work-Family Enrichment

With the increasing fierce competition between enterprises, knowledge workers have become the cores to help enterprises obtain competitiveness. Facing demands from work and family, work pressure of workers is constantly increasing, and the pace of life is increasingly speeding up. In recent years, the researches of the field of workplace and family are gradually focusing on work-family enrichment instead of work-family conflicts. Work-family enrichment mainly refers to the experience which the workers gain from the field of workplace (family) can improve their performance and quality of life in the family (workplace). It is quite important for knowledge workers to balance work and life and promote their performance. Therefore, on the basis of a large number of research results of scholars who are from domestic and abroad, this paper makes the selection of social support as independent variable, self-efficacy as mediation variables and work-family enrichment as the dependent variable to research and analyze the relationship between the three variables. Meanwhile, this paper attempts to explore the effect which social supports have on work-family enrichment, which is influenced by self-efficacy.This paper is constituted by five parts. Introduction is the first part. The second part illustrates related literature review. On the basis of analysis of relevant research results domestic and abroad, this part discusses the research status of social support, self-efficacy and work-family enrichment respectively and then make a brief review. That provides a solid theoretical support for the following research. The third part is the research design. This part mainly includes the research hypothesis, research model, the questionnaire designing and variable selection. The fourth part consists of data analysis and hypothesis testing. SPSS20.0 is adopted to analyze the relationship among social support, self-efficacy, and work-family enrichment. Specifically, this part selects mature scales on social support, self-efficacy, and work-family enrichment, and takes gender, education degree, spouse’s education degree, working years, working hours in a day as control variables, and finally takes knowledge workers as the research objects for data collection. Based on a variety of analyses, the hypotheses of this paper are verified. The fifth part is the conclusions and recommendations. On the basis of the empirical research of the fourth part, it summarizes the research conclusions of this paper. From the angles of the organization and individuals, practical ideas and suggestions are put forward. Finally, it also points out the insufficient research of this paper and subsequent research prospect.The main innovations of this paper are as follows:Firstly, this paper researches two sides’ mechanism of work-family enrichment which is influenced by supervisor support and family support for knowledge workers. Over the past 20 years, the scholars often focus on the antecedent and consequence variables of work family conflict about the relationship between work and family. Until the last decade, scholars begin to pay close attention to work-family enrichment. However, there is little research about social support and work-family enrichment. At the same time, there is even less research about how supervisor support and family support have influence on the two directions of work-family enrichment. This paper tries to research this issue to help the 80s pursuit their individual value in the career and realize the balance of family and work.Secondly, from the perspectives of knowledge workers’own characteristics and the external support, this paper explores the mechanism of work-family enrichment. From the point of individual personal qualities, if one employee has high level of self-efficacy, he can have high level of work-family enrichment. From the point of the external environment of the individuals, if one has higher level of social support, his work-family enrichment level also has been improved significantly. At the same time, this paper verifies that self-efficacy has intermediary effect between social support and. In addition, this paper puts forward the strategies to improve the level of work-family enrichment from the aspects of individuals and organizations. That can provide effective support for the knowledge workers to achieve work-family enrichment.