家庭支持型主管行為與出勤主義行為:有調(diào)節(jié)的中介
[Abstract]:Attendance behavior refers to the behavior of "taking part in work despite physical discomfort". Western scholars have carried out a wealth of research on the influencing factors and results of attendance behavior, but domestic research in this field is still in its infancy. Chinese employees, deeply influenced by collectivism and Confucian culture, have always praised "attendance behavior". In the long run, however, there may be hidden dangers in this behavior. Therefore, it is necessary to carry out empirical research on attendance behavior in the context of Chinese culture. Western studies have found that work resources such as supervisor support can reduce attendance behavior. Family Supported Supervisory Behavior is a specific type of Supervisory Support, which aims to help employees achieve work-family balance. Compared with general Supervisory Support, Family Supervisory Behavior has a different effect on employee attendance behavior. It is more conducive to alleviate the work pressure of employees. In today's mainstream workplace and overtime culture prevailing, employees especially need this support resource to meet the increasing demands of work and family. Based on social exchange theory and questionnaire, this study explores the influence of family-supported supervisory behavior on employee attendance behavior, the mediating role of supervisor loyalty and the moderating role of employee's perceived organizational and family support. Research 1. A total of 327 employees of a real estate company in Hangzhou were selected as subjects to explore the influence of family support supervisory behavior on employee attendance behavior and the mediating effect of supervisory loyalty. The second study used a network survey to collect data from 292 employees from different enterprises and analyzed the moderating effect of perceived organizational and family support through a moderated mediating effect model. The perceived organizational and family support of workers moderated the mediating effect of supervisor loyalty on family support supervisory behavior and employee attendance behavior (the first half), that is, compared with employees with high perceived organizational and family support, family support supervisory behavior promoted supervisor loyalty more significantly in low perceived organizational family support. Under the cultural background, based on the social exchange theory, this paper discusses the influence mechanism and boundary conditions of family support supervisory behavior on employee attendance behavior. This study suggests that organizations and managers should give family support resources to employees from the organizational level, promote the formation of good exchange relationship between organizations and employees, and then better guide employees. Finally, the theoretical and practical significance of this study is discussed, and the shortcomings and future prospects of this study are analyzed.
【學(xué)位授予單位】:華中師范大學(xué)
【學(xué)位級別】:碩士
【學(xué)位授予年份】:2017
【分類號】:F272.92;B849
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