中文摘要：

采用问卷法调查了358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对工作满意感有显著正向影响，对离职意愿有显著负向影响。（2）工作一家庭增益在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。

英文摘要：

Family-supported supervisor behavior （FSSB） is a support behavior of family and personal life from supervisors. 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, 2002）. Based on conservation of resources theory, the present study was to investigate the mechanism of linking family-supported supervisor behavior to work attitudes through work-family enrichment and whether the conflict is moderated by the level of perceived individual boundary control. A total of 358 employees were assessed using family supportive supervisor behavior （FSSB） scale, work-family conftjct 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 = .37,p〈 .001） and intention to leave （r= -.24, p〈 .001）. （2） The positive relationship between family-supported supervisor behavior and job satisfaction was partly mediated by work-family enrichment （β= .26, p〈 .001） 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 medi