The Research On The Influence Mechanism Of Family Supportive Supervisor Behavior On Employee Work-Related Well-Being

In recent years,phenomena such as “rat race” and “lying flat” have reflected the lack of meaning and well-being of employees at workplace.Changes in the COVID-19 pandemic have brought unprecedented challenges to the psychology and well-being of people around the world.The dual pressures of work and family have increased the psychological stress of employees juggling their various roles,which will create a number of negative challenges for both employees and organizations.The Global Human Capital Trends 2020 report shows that80% of respondents say that employee well-being is a priority consideration for corporation success;that increasing workplace competition is causing serious psychological and physical problems for employees;and that the Workforce Health Force Report 2019 shows that 93.4%of respondents believe their negative emotions and health problems stem mainly from the dual pressures of work and family rather than emotional distress.These data have triggered organizations and managers to pay attention to employees’ well-being at workplace.Increasing competition in the workplace forces employees to balance the competing demands of multiple roles in both the work and non-work fields.At the same time,with the changing structure of the global workforce and the increased participation of women in the labour market,there has been intense debate about the shifting priorities of traditional role divisions between men and women in relation to work and family issues.Based on conservation of resources theory and social identity theory,and incorporating work-family centrality and work-family enrichment,this study uses a sample of 1308 questionnaires for analysis to explore the mechanisms by which family-supportive supervisor behaviour affects employees’ work-related well-being and further discuss gender differences.The findings show that family-supportive supervisor behaviour leads to work-family enrichment,which in turn increases employees’ well-being at work;work-family enrichment increases women’s well-being at work more significantly than family-work enrichment;work-family centrality affects the extent to which work-family enrichment increases well-being at work,especially among women,but the relationship between family-work enrichment and work-related well-being is not significantly affected.This paper enriches the ways to enhance employees’ work-related well-being,provides thoughts for organizations to enhance employees’ well-being at work in terms of informal support,and explores how family-supportive supervisor behaviors have different impacts on work-related well-being through work-family enrichment and family-work enrichment,as well as employees’ personal value judgments of family and work,this study responds to the call of related scholars to deepen and broaden the examination of the mechanisms influencing well-being at work from the perspective of positive work-family spillover,and also explores gender differences,providing certain ideas and feasible initiatives for organizational managers to enhance employees’ well-being at work.