CAJ | 학술논문

基于组织支持理论和资源保存理论，构建了支持资源作用下的工作-家庭促进模型，通过对40家制造业企业员工的问卷调查，采用多元调节回归的方法进行统计分析。研究结果表明，支持资源作用下的工作-家庭促进对员工组织情感承诺、工作满意度和离职意向有显著影响；情感倾向对支持资源作用下的工作-家庭促进与结果变量之间的关系有调节作用。当个体的情感倾向处于积极时，由组织支持资源带来的工作-家庭促进会显著提高员工的工作满意度、组织情感承诺，降低离职意向。
기우조직지지이론화자원보존이론，구건료지지자원작용하적공작-가정촉진모형，통과대40가제조업기업원공적문권조사，채용다원조절회귀적방법진행통계분석。연구결과표명，지지자원작용하적공작-가정촉진대원공조직정감승낙、공작만의도화리직의향유현저영향；정감경향대지지자원작용하적공작-가정촉진여결과변량지간적관계유조절작용。당개체적정감경향처우적겁시，유조직지지자원대래적공작-가정촉진회현저제고원공적공작만의도、조직정감승낙，강저리직의향。
Based on the organizational support theory and conservation of resources of theory, this study constructs work-to-family facilitation model under support resources. From survey of employees in 40 manufacturing enterprises and by using moderated multiple regression analysis, the results show that： work-to-family facilitation under support resources has significant impact on organizational affectire commitment, employee job satisfaction and intention to leave. Affectivity has a modevating role on the relationship between work-to-family facilitation under support resources and outcome variables. When the individual＇s affeetivity tend to be positive, the work-to-family facilitation brought by organizational support theory significantly increased employees＇ job satisfaction organizational affective commitment and educed the intention to leave.