家庭支持型主管行为对员工创新行为的影响：一个多重调节模型  

作　　者：袁凌[1] 王瑶 张磊磊 

机构地区：[1]湖南大学工商管理学院,湖南长沙410082 [2]郑州大学商学院,河南郑州450000

出　　处：《企业经济》2019年第8期103-110,共8页Enterprise Economy

基　　金：国家自然科学基金项目“创业团队知识配置、动态能力生成与绩效评价研究”（项目编号：71673082）;教育部人文社会科学研究规划基金项目“信任修复视角下企业劳资冲突研究”(项目编号：16YJA630071)

摘　　要：基于资源保存理论,以400名企业员工为样本,考察了家庭支持型主管行为对员工创新行为的作用过程,并探讨了员工性别与工作-家庭中心性在其中的复杂调节作用。研究结果表明:家庭支持型主管行为正向影响员工创新行为,工作繁荣完全中介二者之间的关系;工作-家庭中心性对家庭支持型主管行为与员工工作繁荣二者关系的调节作用具有性别差异:对于男性员工,工作-家庭中心性负向调节二者关系,但对于女性员工,工作-家庭中心性的调节作用并不显著。根据研究结论,提出组织与管理者应积极实施家庭支持型主管行为、帮助员工实现工作繁荣、结合员工个体特征开展家庭支持工作、关怀女性员工并塑造性别平等氛围等相关管理建议。Based on the theory of resource conservation,taking 400 employees as samples,the paper aims to explore the process of family-supportive supervisor behaviors(FSSB)on employees'innovative behavior,and probes into the complex regulating role of employee gender and work-family centrality in Chinese culture context.The results show that the family-supportive supervisor behavior positively affects the employee innovation behavior,and the relationship between the two is completely mediated by thriving at work;and there are gender differences in the regulatory effect of work-family centrality on the relationship between family-supportive supervisor behavior and thriving at work,i.e.,for male employees,work-family centrality can negatively regulate the relationship between the two,but for female employees,the regulating role of work-family centrality is not significant.According to the conclusions of the study,the paper makes some recommendations that the organization and the manager should actively implement the family-supportive supervisor behavior,stimulating employee thriving at work,carry out the family-supportive work in combination with the individual characteristics of the staff,care for the female staff and shape the gender equality atmosphere.

关 键 词：家庭支持型主管行为 工作-家庭中心性 性别 工作繁荣 创新行为 

分 类 号：F270.92[经济管理—企业管理]