英语翻译Finally,it is important to understand not just whether but why these organizational practices may be related to employees’ ability to integrate work and family roles,as well as their overall mental health and well-being.Although some re

英语翻译Finally,it is important to understand not just whether but why these organizational practices may be related to employees’ ability to integrate work and family roles,as well as their overall mental health and well-being.Although some re
英语翻译
Finally,it is important to understand not just whether but why these organizational practices may be related to employees’ ability to integrate work and family roles,as well as their overall mental health and well-being.Although some researchers have found support for the mediating role of work–family conflict (e.g.,Anderson,Coffey,& Byerly,2002),we believe that perceived control may be an important mechanism for influencing the relationship between organizational strategies and employee health and well-being.To the extent that formal and informal organizational support,as well as job design,increase an employee’s sense of control,stress and strain should be reduced,quality of the work–family interface should be enhanced,and job,family,and life satisfaction should be higher than when an organization does not provide these supports.
While much of the work–family literature focuses on conflict caused by competing roles and demands,there is evidence that jobs can have a positive effect on employees’ nonwork lives and vice versa (Barnett& Hyde,2001; Grzywacz & Marks,2000; Kirchmeyer ,1992).When things go well at work,for example,the positive mood that results can spill over to other realms of the employees’ life.Beyond looking at variables that may be predictive of negative outcomes in the work–family interface,researchers need to examine those that may contribute to positive outcomes as well.
To increase our understanding of organizational factors that influence employees’ ability to balance work and family,as well as study possible positive outcomes that may result from participating in multiple roles,the present study investigated the relative influences of available formal organizational family support (dependent-care benefits and alternative schedule policies),job characteristics (perceived autonomy),and informal organizational support (from supervisors,coworkers,and organizational culture) on outcomes such as employee stress,quality of work–family interface (positive or negative),turnover intention,and job,family,and life satisfaction.We also investigated the role of perceived control as a mediator between formal and informal organizational support,job autonomy,and the outcome variables.The proposed relationships are shown in Figure 1.The following sections review literature relevant to our hypotheses.

英语翻译Finally,it is important to understand not just whether but why these organizational practices may be related to employees’ ability to integrate work and family roles,as well as their overall mental health and well-being.Although some re
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