ISSN 0439-755X
CN 11-1911/B

Acta Psychologica Sinica ›› 2015, Vol. 47 ›› Issue (5): 624-636.doi: 10.3724/SP.J.1041.2015.00624

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A Dual-Pathway Model of Work Influencing on Happiness: A Perspective of Job Demands-Resources Model

LI Aimei; WANG Xiaotian; XIONG Guanxing; LI Bin; LING Wenquan   

  1. (Management School, Jinan University, Guangzhou 510632, China)
  • Received:2014-07-01 Published:2015-05-25 Online:2015-05-25
  • Contact: LI Aimei, E-mail:


Work constitutes the major part of individual’s social life. Researchers have been studying its influence on employee for decades. However, several limitations exist in previous research. First, the majority of the research has been focusing on its adverse effects, while the positive effect of work has been somehow overlooked. Second, the underlying mechanism of work affecting happiness remains unexplored. To address these issues, a dual-process model was proposed and tested in the current study, drawing from job demands-resources model and resource conservation theory. Specifically, this study examined the relationship among work, family, and happiness. We primarily concentrated on the separate and joint effects of job-demands and job-resources on work-family interference and happiness as well. 834 part-time graduates from three colleges comprise our sample. Participants were asked to fill out questionnaires at three time points (Time 1: job demands and job resources; Time 2: work-family conflict and work-family facilitation; and Time 3: satisfaction with life and affective well-being). These variables were assessed by: Job Demands-Resources Scale, Work-Family Conflict & Facilitation Scale, Satisfaction With Life Scale, Princeton Affect and Time Survey. All Cronbach’s alpha coefficients were acceptable (ranging from 0.86 to 0.90). Polynomial regression, path analysis, and response surface methodology were utilized to test the hypotheses. The results indicated that: (1) job demands had a significantly negative influence on happiness; (2) work-family interference fully mediated such relationship; (3) job resources positively influenced on individual’s perceived happiness; and (4) work-family facilitation partially mediated the relationship between job resources and happiness. (5) Furthermore, it was also found that supervisor support, working as a moderator, buffered the positive association between job demands and work-family interference. (6) Lastly, the results revealed that when job demands and job resources were both high, individual’s experienced happiness peaked. Significance: The present study furthers our understanding of the mechanism regarding how work potentially influences employee’s happiness. The theoretical and managerial implications of our findings, limitations, as well as future research directions were discussed.

Key words: happiness, job demands-resources model, resource conservation theory, dual blades effect