西北大学学位论文知识产权声明书
本人完全了解西北大学关于收集、保存、使用学位论文的规定。学校有
权保留并向国家有关部门或机构送交论文的复印件和电子版。本人允许论
文被查阅和借阅。本人授权西北大学可以将本学位论文的全部或部分内容
编入有关数据库进行检索，可以采用影印、缩印或扫描等复制手段保存和汇
编本学位论文。同时授权中国科学技术信息研究所等机构将本学位论文收
录到《中国学位论文全文数据库》或其它相关数据库。
保密论文待解密后适用本声明。
学位论文作者签名：
指导教师签名：
日
年
月
年
月
日
--------------------------------------------------------------------------------------------
西北大学学位论文独创性声明
本人声明：所呈交的学位论文是本人在导师指导下进行的研究工作及
取得的研究成果。据我所知，除了文中特别加以标注和致谢的地方外，本
论文不包含其他人已经发表或撰写过的研究成果，也不包含为获得西北大
学或其它教育机构的学位或证书而使用过的材料。与我一同工作的同志对
本研究所做的任何贡献均已在论文中作了明确的说明并表示谢意。学位论
文作者签名：
年
月
日
摘要
摘要
随着企业竞争的不断加剧、人口老龄化的上升以及双职工家庭成为普遍现象，个体
工作和生活的边界越来越模糊，工作家庭冲突逐渐成为现代员工所面临的普遍问题，其
不仅关乎个体的职业发展与身心健康，还会对组织的绩效和战略制定产生较大的影响。
在这种背景下，工作家庭冲突逐渐受到学者关注，成为日趋重要的研究论题。
近年来，关于如何缓解工作家庭冲突的问题已成为学界关注的热点，领导作为员工
工作领域的主要负责人，被认为是重要的一个前因。目前已有研究证明了上下级关系对
降低员工工作家庭冲突的感知具有积极作用，但并未对其中的作用机制予以探讨。本研
究以工作家庭边界理论和资源保存理论为指导，构建了上下级关系影响工作家庭冲突的
理论模型，深入分析了情绪耗竭的中介效应和家庭支持型主管行为的调节效应。基于对
257份实地调研问卷数据的分析，得到以下结论：（1）上下级关系对工作家庭冲突具有
负向影响；（2）情绪耗竭在上述关系中存在部分中介效应；（3）家庭支持型主管行为
负向调节了情绪耗竭和工作家庭冲突之间的关系；（4）家庭支持型主管行为调节了上下
级关系—情绪耗竭—工作家庭冲突这一中介路径。
本文在理论上对工作家庭冲突的前因进行了有益补充，探讨了上下级关系对工作家
庭冲突的中介机制与边界条件，拓展了相关理论研究。在实践层面上，本文为企业如何
缓解员工工作家庭冲突的感知提供了指导价值，引导管理者不仅要重视员工情感耗竭的
问题，同时要积极提升自己的家庭支持行为水平。
关键词：上下级关系，工作家庭冲突，情绪耗竭，家庭支持型主管行为
I
ABSTRACT
ABSTRACT
Along with the enterprise competition intensifying, the aging of the population rise and
dual-earner families become a common phenomenon, individual work and life has become
increasingly blurred border, work family conflict has become a common problem faced by
modern employees, it is not just about individual career development and health of body and
mind, will also larger impact on the performance of the organization and strategy. In this context,
work-family conflicthas graduallyattracted theattention ofscholars andbecome an
increasingly important research topic.
In recent years, how to alleviate work-family conflict has become a hot issue in the
academic world. As the main person in charge of the employee's work field, leadership is
considered to be an important antecedent. At present, some studies have proved that supervisor-
subordinate guanxi plays a positive role in reducing employees' perception of work-family
conflict, but the mechanism has not been discussed. Guided by work-family boundary theory
and resource conservation theory, this study constructed a theoretical model of the influence of
supervisor-subordinate guanxi on work-family conflict, and analyzed the mediating effect of
emotional exhaustion and the moderating effect of family-supportive supervisor behaviors.
Based on the analysis of 257 field survey data, the following conclusions are drawn: (1)
Supervisor-subordinate guanxi has a negative impact on work-family conflict; (2) Emotional
exhaustion plays a part of the mediating effect in the above relationship; (3) Family supportive
supervisor behaviors negatively regulates the relationship between emotional exhaustion and
work-family conflict; (4) Family supportive supervisor behaviors regulates the intermediary
path of the supervisor-subordinate guanxi—emotional exhaustion—work-family conflict.
This paper theoretically supplements the antecedents of work-family conflict, discusses the
mediating mechanism and boundary conditions of supervisor-subordinate guanxi on work-
family conflict, and expands the relevant theoretical research. On the practical level, this paper
provides guidance for enterprises on how to alleviate employees' perception of work-family
conflict, and guides managers not only to pay attention to the problem of employees' emotional
exhaustion, but also to actively improve their own family support behaviors.
Keywords: supervisor-subordinate guanxi, work-family conflict, emotional exhaustion, family
supportive supervisor behaviors
II