How does line-manager support enhance worker wellbeing? A study in China
基于工作需求-资源和努力-回报失衡模型，研究直线经理支持通过内在动机和分配公正影响员工工作满意度、工作投入和身体健康的中介机制，对357名中国制造业一线员工调查发现，直线经理通过激发内在动机和公正感知显著提升员工福祉。
Drawing on the job demands-resources and effort-reward imbalance models, this study investigates the mediating roles of intrinsic motivation and distributive justice in the relationships between line-manager support and employee wellbeing (job satisfaction, work engagement and physical health). Responses to a survey of 357 front-line workers in a Chinese manufacturer were analysed through structural equation modelling. We find, in this context, that line managers are a strong determinant of employee wellbeing when they foster the intrinsic motivation of employees and their perceptions of organisational justice. Such findings are helpful for our understanding of attitudes in the Chinese workforce and underline the value of analysing multiple mediating mechanisms and multiple wellbeing outcomes in human resource management-wellbeing research.