近年来，随着女性员工大规模进入劳动力市场，职业女性群体开始受到关 注，把握职业女性工作家庭需求、提高职业女性的竞争力，将有利于促进女性 员工个人的成长与职业的发展，提高女性员工在经济发展中的作用。作为一种 有利的组织资源，家庭支持型主管行为能够最大化的促进女性员工家庭的和谐 以及职业的发展。因此，本研究基于社会交换理论、资源保存理论以及资源— 增益—发展观，探讨了工作-家庭增益在家庭支持型主管行为与职业成功的中介 作用，以及性别角色态度的调节作用。 本研究以382名职业女性为研究样本，深入探讨了家庭支持型主管行为与 职业成功的作用机制，研究结论表明：（1）家庭支持型主管行为显著正向作用 于工作-家庭增益。其中，情感支持、工具性支持、角色榜样行为、创造性工作 -家庭管理分别显著正向作用于家庭对工作增益；情感支持、角色榜样行为分别 显著正向作用于工作对家庭增益。（2）工作-家庭增益显著正向作用于职业成 功。其中，工作对家庭增益显著正向作用于职业满意度、职业竞争力；家庭对 工作增益正向作用于职业竞争力。（3）工作-家庭增益在家庭支持型主管行为 显著正向影响职业成功关系中起部分中介作用。（4）性别角色态度在家庭支持 型主管行为显著正向影响职业成功关系中起调节作用。 最后，通过对数据结果的分析和探讨，为企业的管理实践提供了政策建议， 并提出了文章的不足之处和以后研究的重点方向。 关键词：家庭支持型主管行为；职业成功；工作-家庭增益；性别角色态度；职 业女性 II ARESEARCHONTHEFAMILYSUPPORTIVESUPERVISOR BEHAVIORSANDWOMEN'SCAREERSUCCESS ABSTRACT Inrecentyears,withthelarge-scaleentryoffemaleemployeesintothelabor market,professionalwomengroupshavebeguntoreceiveattention.Seizingthework andfamilyneedsofprofessionalwomenandimprovingthecompetitivenessof professionalwomenwillhelppromotethegrowthofwomenemployeesandthe developmentoftheircareers,andimprovetheroleofwomenemployeesineconomic development.Asafavorableorganizationalresources,familysupportivesupervisor behaviorcanmaximizethepromotionoffamilyharmonyandcareerdevelopmentfor femaleemployees.Therefore,basedonsocialexchangetheory,resourceconservation theoryandresource-gain-developmentview,thisstudyexploresthemediatingroleof work-familyenrichmentinfamilysupportivesupervisorbehaviorandcareersuccess, aswellasthemoderatingroleofgenderroleattitudes. Thisstudytakes382professionalwomenastheresearchsubjectsand empiricallyexaminestherelationshipbetweenfamilysupportivesupervisors behaviorsandcareersuccess.Theconclusionsareasfollows:(1)Familysupportive supervisorsbehaviorshaveapositiveeffectonwork-familyenrichment.Specifically, emotionalsupport,instrumentalsupport,rolemodeling,andcreativework-family managementrespectivelyhaveapositiveeffectonfamily-to-workenrichment. Emotionalsupportandrolemodelinghaveasignificantpositiveeffecton III work-to-familyenrichment.(2)Work-familyenrichmenthasapositiveeffecton careersuccesssignificantly.Amongthem,work-to-familyenrichmenthasapositive effectonthecareercompetitiveness,careersatisfaction;family-to-workenrichment hasapositiveeffectoncareercompetitiveness.(3)Work-familyenrichmentplaya partialmediatingroleinthepositiveroleoffamilysupportivesupervisorsbehaviors andcareersuccess.(4)Genderroleattitudesplayamoderatingroleinthepositive roleoffamilysupportivesupervisorsbehaviorsandcareersuccess. Finally,throughtheanalysisanddiscussionofthedataresults,itprovidespolicy recommendationsforthemanagementpracticeofthecompany,andputsforwardthe shortcomingsofthearticleandthefocusofthefutureresearch. KEYWORDS:familysupportivesupervisorbehaviors;careersuccess;work-family enrichment;genderroleattitudes;professionalwomen IV 目录 一、绪论..............................................................................................................................................1 1.1研究背景.................................................................................................................................1 1.2研究意义.................................................................................................................................2 1.3研究方法.................................................................................................................................2 1.4技术路线.................................................................................................................................3 1.5章节安排.................................................................................................................................4 二、理论基础与文献综述..................................................................................................................5 2.1相关概念界定.........................................................................................................................5 2.1.1家庭支持型主管行为的内涵与研究维度...................................................................5 2.1.2工作-家庭增益的内涵与研究维度.............................................................................6 2.1.3职业成功的内涵与研究维度.......................................................................................7 2.1.4性别角色态度的内涵与研究维度...............................................................................8 2.2理论基础...............................................................................................................................10 2.2.1社会交换理论.............................................................................................................10 2.2.2资源保存理论.............................................................................................................10 2.2.3资源-增益-发展观.....................................................................................................11 2.3家庭支持型主管行为对职业成功影响的相关研究...........................................................12 2.3.1家庭支持型主管行为对职业成功的影响研究.........................................................12 2.3.2现有研究的不足与对本研究的启示.........................................................................12 2.4本章小结...............................................................................................................................13 三、概念模型与研究假设................................................................................................................14 3.1概念模型...............................................................................................................................14 3.2研究假设...............................................................................................................................15 3.2.1家庭支持型主管行为与工作-家庭增益...................................................................15 3.2.2工作-家庭增益与职业成功.......................................................................................16 3.2.3工作-家庭增益的中介作用.......................................................................................16 3.2.4性别角色态度的调节作用.........................................................................................17 3.3本章小结..............................................................................................................................18 V 四、研究设计....................................................................................................................................19 4.1研究样本...............................................................................................................................19 4.2测量工具...............................................................................................................................19 4.3小样本测试...........................................................................................................................23 4.3.1小样本数据描述.........................................................................................................23 4.3.2小样本的检验方法和标准.........................................................................................24 4.3.3量表的信度分析和探索性因子分析.........................................................................25 4.4本章小结............................................................