工商管理学院知识库

敬业度是指雇员在某一种工作情境中，将工作中担任的角色与自己本身互相融合的表现水平，但是，雇员在角色理论中担任着工作和家庭两个领域的角色职责，那么如何协调好工作与家庭之间的关系不仅对员工来说是一大考验，更是组织人力资源管理面临的一大挑战。因此企业与学者们逐渐开始关注如何加强并利用支持型领导行为，关心了解雇员的家庭生活，使雇员达到工作和家庭关系的平衡。虽然以往的研究已经证明，这种管理者的支持行为在一定程度上可以减轻员工在工作、家庭两个层面上的压力，从而减少工作方面和家庭方面的冲突，提高员工的工作热情等，但这种支持行为与员工敬业度之间的关系在性别差异中的验证较少，因此有必要对其之间的影响机制根据性别差异展开研究。

因此，本研究以男女性别差异为切入点，基于资源保存理论和社会交换理论，构建一个被调节的中介作用模型，采用SPSS26.0、AMOS24.0进行多元线性回归及Bootstrap回归模型，进而探讨家庭支持型主管行为对员工敬业度产生的深远影响，并进一步分析在工作家庭双向增益过程中性别差异所扮演的角色以及所发挥的中介机制。此外，本研究还将深入挖掘边界控制感在家庭支持型主管行为与工作家庭双向增益之间的调节效应程度，以期为非正式管理策略提供多元化的家庭支持型主管行为的理论参考。实证检验结果显示：（1）家庭支持型领导行为与员工敬业度之间表现出明显的正相关关系；（2）工作家庭的双向增益在家庭支持型主管行为与员工敬业度的主效应关系中起到了部分中介作用；（3）边界控制感可以正向调节家庭支持型主管行为与工作对家庭的增益，特别在女性员工中表现出显著的调节效应；然而，在男性员工中并未发现此效应。同时，对于家庭支持型主管行为和家庭对工作增益的关系中，边界控制感的调节作用并未展现出明显的性别差异；（4）家庭支持型主管行为与工作和家庭的双向增益之间边界控制感发挥了正向的调节作用。

在实证分析研究的基础上，本文基于男女性别差异根据所引入的变量提出提供家庭支持型主管行为等方面对策建议，丰富了员工敬业度的提升途径，为组织从非正式支持方面提升员工敬业度提供了新思路，并根据员工的边界控制感的高低程度，深化和拓展了对员工敬业度影响机制的考察，对组织提升员工敬业度提供了一定思路和可行举措。

Engagement refers to the performance level at which employees integrate their roles at work with themselves in a certain work situation. However, in the role theory, employees have two roles and responsibilities in the fields of work and family, so how to coordinate the relationship between work and family is not only a big test for employees, but also a big challenge for human resource management organizations. Therefore, enterprises and scholars gradually began to pay attention to how to strengthen and use supportive leadership behavior, care about and understand employees' family life, and enable employees to achieve a balance between work and family relationship. Although previous studies have proved that this kind of supportive behavior of managers can relieve employees' pressure at work and family levels to a certain extent, thus reducing work-family conflicts and improving employees' work enthusiasm, the relationship between this kind of supportive behavior and employee engagement has been less verified in gender differences. Therefore, it is necessary to study the mechanism of their influence according to gender differences.

Therefore, this study takes gender differences as the starting point, builds a moderated intermediary role model based on resource conservation theory and social exchange theory, adopts SPSS26.0 and AMOS24.0 to conduct multiple linear regression and Bootstrap regression models, and further discusses the far-reaching impact of family-supportive supervisor behavior on employee engagement. The role and mediating mechanism of gender difference in the process of work-family two-way gain are further analyzed. In addition, this study will further explore the moderating effect of the sense of boundary control on the relationship between family-supportive supervisor behavior and work-family two-way gain, in order to provide theoretical reference for diversified family-supportive supervisor behavior in informal management strategies. The empirical test results show that: (1) there is a significant positive correlation between family supportive leadership behavior and employee engagement; (2) The two-way gain of work-family plays a partial mediating role in the main effect relationship between family-supportive supervisor behavior and employee engagement; (3) The sense of boundary control can positively regulate the family-supportive supervisor behavior and the gain of work to the family, especially in female employees. However, this effect was not found in male employees. At the same time, there is no significant gender difference in the moderating effect of the sense of boundary control on the relationship between family supportive supervisor behavior and family job gain. (4) The relationship between family supportive supervisor behavior and the sense of boundary control between work and family's bidirectional gain plays a positive moderating role.

On the basis of empirical analysis and research, based on the gender difference between men and women and the introduced variables, this paper proposes countermeasures and suggestions on providing family-supported supervisor behavior and other aspects, enriching the ways to improve employee engagement and providing new ideas for organizations to improve employee engagement from the aspect of informal support. Deepen and expand the investigation of the influence mechanism of employee engagement, and provide some ideas and feasible measures for organizations to improve employee engagement.