A Study On The Influence Of Family Supportive Supervisor Behavior On Female Employees’Job Satisfaction

At present,with the improvement of women’s education,more and more women are entering the workplace.Compared with men,they bear more family responsibilities,which makes them need to spend more time and energy between work and family.They are often negatively affected by work-family conflicts,resulting in lower job satisfaction,which is not conducive to the construction of the company’s talent team.Therefore,the relationship between female employees’ work and family has received more and more attention from the academic community.What measures can be taken to help female employees balance the relationship between work and family,promote work-family gains,enhance their job satisfaction,and enable them to devote themselves to workplace work has become a hot topic in academic circles.The family supportive supervisory behavior provides a new way of thinking.Resource conservation theory and social exchange theory explain the impact of family supportive supervisory behavior on employees at the work-family interface.According to the perspective of resource conservation theory,family supportive supervisor behavior can be regarded as a resource provided by supervisors to employees.When employees perceive supportive resources in this field of work,it will help them to better balance the relationship between work and family.,which will promote work-family gains and further enhance their job satisfaction.At the same time,family supportive supervisor behavior can also directly affect employees’ job satisfaction.The social exchange theory holds that when one party provides something of great value to the other party,then the other party can be rewarded in other aspects.Family-supportive supervisor behavior is valuable as an organizational support,so when employees obtain this valuable thing,they will reward the supervisor,which will specifically show higher work enthusiasm and higher performance.job satisfaction,etc.In addition,from the individual level,the sense of boundary control,as a resource of the individual itself,affects the perception of family supportive supervisory behavior,and may affect the effect of family supportive supervisory behavior.Therefore,this study will explore the relationship between family supportive supervisor behavior and female employees’ job satisfaction,and introduce the mediating variable of work-family gain and the moderating variable of boundary control to study the mechanism of action,and combine work-family The gain is divided into two directions: work-family gain and family-work gain,and the mediating mechanism is further studied.This research will adopt qualitative and quantitative research methods,and adopt literature research method and questionnaire survey method for data collection,and adopt quantitative analysis method for data analysis.Based on reading a lot of literature,this paper conducts a literature review and analysis,and based on literature data and related theories,puts forward hypotheses and builds the theoretical framework and theoretical model of this research.At the same time,this research adopts the scales generally recognized and widely used by domestic and foreign scholars to design the questionnaires,and on this basis,the data collection is carried out,and 212 valid questionnaires are collected through a combination of online and offline methods.Empirical research and analysis were carried out,and the hypothesis was tested,and the following conclusions were drawn:(1)The family-supportive supervisor behavior had a positive impact on female employees’ job satisfaction.(2)Workfamily gain(work-family gain,family-work gain)plays a mediating role between family supportive supervisor behavior and female employees’ job satisfaction.(3)Family supportive supervisory behavior has a significant positive impact on work-family gain(work-family gain,family-work gain).(4)Work-family gain(work-family gain,family-work gain)has a significant positive impact on female employees’ job satisfaction.(5)Boundary control plays a positive moderating role between family supportive supervisory behavior and work-family gain(work-family gain,family-work gain).