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work-family的研究维度
work-family facilitation antecedents:spousal, managerial, and collegial social support outcomes:professional vigor and burnout 资料来源:Work Family Relations: Antecedents and Outcomes work-family facilitation antecedents:work social support and family social support( emotional support, feedback, and direct help ) outcomes:job performance and life satisfaction 资料来源:Antecedents and outcomes of work–family facilitation and family–work facilitation among frontline hotel employees work-family facilitation antecedents: personality job satisfaction, organizational commitment, organizational citizenship behavior and turnover intention well-being Work-to-family facilitation was positively related to job satisfaction and life satisfaction, and negatively related to individual stress. Family-to-work facilitation was positively related to marital satisfaction, family satisfaction, and life satisfaction, and negatively related to organizational commitment. community participation and affective community resources and job stress , affective community resources and marital satisfaction and risk. work-family facilitation The efficacy of individual coping styles on conflict and the relationships between coping and facilitation were not uniform and varied depending on the source domain. Positive thinking was associated with higher W-F and F-W facilitation. Direct-action was associated with lower F-W conflict and higher F-W facilitation. examined the relations among 4 components of the leader-member exchange (LMX) relationship (i.e., contribution, affect, loyalty, and professional respect) and the level of work-family conflict and work-family facilitation that an employee experiences work-family positive spillover behavior-based instrumental positive spillover, value-based instrumental positive spillover, and affective positive spillover work-family positive spillover was negatively associated with psychological distress and turnover intentions, while family-work positive sp
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