Abstract: Family-Supported Supervisor Behavior (FSSB) is a support behavior of family and personal life from supervisor. It always acts as an important organizational work-family resource. Family-supported supervisor behavior is defined as those behaviors exhibited by supervisors that are supportive of families and consists of the following four dimensions—emotional support, instrumental support, role modeling behaviors, and creative work-family management (Hammer, Kossek, Zimmerman, & Daniels, 2007). Recent research has demonstrated that employee perceptions of FSSB are positively related to work attitude over and above the effects of general supervisor support (Hammer, Kossek, Yragui, Bodner, & Hanson, 2009). Conservation of resources (COR) theory posits that those with initial resource reservoirs have a tendency towards accumulation and enrichment of resources over time, that is, a tendency towards resource caravans (Hobfoll，2001；Hobfoll, 2002). Based on conservation of resources theory, the present study was to investigate the mechanism linking family-supported supervisor behavior to work attitudes through work-family enrichment and conflict are moderated by the level of perceived individual boundary control. A total of 368 employees were assessed using family supportive supervisor behaviors (FSSB) scale, work–family conflict scale, work–family enrichment scale, intention to leave scale, job satisfaction scale and perceived individual boundary control scale. The results indicated that: (1) family-supported supervisor behavior predicted job satisfaction(r =0. 40, p<0.01) and intention to leave(r =-0.23, p<0.01). (2) The positive relation between family-supported supervisor behavior and job satisfaction was partly mediated by work-family enrichment (b=0.23，p<0.01)such that having a supportive supervisor was associated with high work-family enrichment, which, in turn, were related to high job satisfaction. Work-family enrichment was not a significant mediator between family-supported supervisor behavior and intention to leave (b=-0.09，p>0.05), while work–family conflict was not a significant mediator(b=-0.04，p>0.05). (3) Perceived individual boundary control moderated the mediated effect of work-family enrichment．Family-supported supervisor behavior interacted with perceived individual boundary control significant predicted work-family enrichment (b=0.09，p<0.05). When work-family enrichment was entered into the regression equation, the interaction was still a significant predictor of job satisfaction (b=0.10，p<0.05) and work-family enrichment was still a significant predictor of job satisfaction (b=0.11，p<0.05). The positive relation between family-supported supervisor behavior and job satisfaction mediated by work-family enrichment was stronger for employees in having higher perceived individual boundary control (b=0.32，p<0.01) than lower boundary control (b=0.08，p<0.05). With perceived individual boundary control increasing，the effect of family-supported supervisor behavior on work-family enrichment strengthened． All in all, the present study not only revealed how family-supported supervisor behavior influenced work attitude, but also revealed when this effect was strong．The theoretical implications of the findings were discussed. Given that family-supported supervisor behavior is seen as a trainable behavior, organizations should consider encouraging supervisors engaged in these family-supported behaviors, which would develop positive work attitude of employee. This study also can improve the work-family intervention of family-supported supervisor behavior.

Key words: family-supported supervisor behavior, work family conflict, work family enrichment, perceived individual boundary control, work attitude

摘要： 采用问卷法调查了368名企业员工，探讨家庭支持型主管行为(FSSB)对工作满意感和离职意愿等工作态度的作用机制。结果表明：(1)FSSB正向预测工作满意感，负向预测离职意愿。(2)工作→家庭增益在FSSB与工作满意感之间起着中介作用, 而工作→家庭冲突的中介作用不显著；工作→家庭增益与冲突在FSSB与离职意愿之间的中介作用均不显著。(3)边界控制感调节了FSSB—工作→家庭增益—工作满意感这一中介过程。本研究提示可通过干预FSSB来提升员工的工作态度。

关键词: 家庭支持型主管行为, 工作家庭冲突, 工作家庭增益, 边界控制感, 工作态度