【摘要】 移动通信技术的迅猛发展淡化了工作与家庭间的界限，工作连通行为成为员工常见的工作方式，对其工作投入产生重要的影响。本研究依据工作要求-资源模型，基于双元视角，探讨主管与下属在工作-家庭中心性上的一致程度对下属工作投入的影响路径。以129名主管和387名企业下属为对象，进行问卷调查，多项式回归和响应面分析的结果表明：(1)相比于工作-家庭中心性的低-低一致性匹配，高-高一致性匹配情况下，下属更可能通过增加工作连通行为，进而提升工作投入水平；(2)与工作-家庭中心性的高-低匹配相比，低-高匹配情况下下属更可能通过增加工作连通行为，表现出较高水平的工作投入度。本研究突破了以往仅从下属的单一视角分析工作-家庭中心性影响其工作行为的局限性，研究结果有助于全面理解下属工作投入的前因，丰富了工作-家庭中心性的相关理论。更多还原

【Abstract】 The rapid development of mobile communication technology has diluted the boundary between work and home, and work connectivity behavior has become a common way for employees to work, which has an important impact on their work engagement.Previous studies have mainly analyzed the factors affecting work engagement from a single perspective, while the present study explored how similarity between supervisor and employee in work-family centrality impacts employees’ work engagement based on the job demands-resources model. Polynomial regressions and response surface analyses were performed using a sample of 387subordinates matched with their 129 supervisors. Results revealed that: 1) when both supervisors and employees held high work-low family centrality, employees engaged more in their work via work connectivity behavior; 2) employees who had high work-low family centrality did more engagement in their work through work connectivity behavior despite their supervisors with low workhigh family centrality. This study breaks through the limitations of analyzing the influence of work-family centrality on employees’ work behavior from a single perspective, and the research results help to deeply understand the antecedents of employees’ work engagement and enrich the relevant theories of work-family centrality.更多还原