In this study, we examined the relationship between emotional labor and burnout as well as job satisfaction. Besides, we also explored whether psychological capital (PsyCap) moderated the emotional labor-burnout or job satisfaction associations. In total, 264 full-time Chinese school teachers in China were recruited. Results showed that PsyCap was related to emotional labor, burnout, and job satisfaction in the hypothesized direction. Furthermore, PsyCap moderated the association between emotional labor and the outcome variables. For instance, positive association between surface acting on depersonalization as well as negative association with job satisfaction was weaker when PsyCap was high. In addition, positive association between deep acting and job satisfaction was further reinforced among participants with high PsyCap but not among participants with low PsyCap. Finally, the relationships of PsyCap with depersonalization as well as job satisfaction were more salient among employees who reported infrequent use of expression of naturally felt emotion. Limitations and implications of the study were discussed.

This study adopted social exchange theory to investigate whether work‐to‐family enrichment functioned as a mediator between work support (supervisor support, co‐worker support, and organisational support) and job satisfaction among 543 employees in two cities in China. A series of confirmatory factor analyses (CFA) supported a 10‐item Work Support Scale measuring supervisor support, co‐worker support, and organisational support. Structural equation modelling (SEM) results showed that work‐to‐family enrichment fully mediated the association of supervisor support and organisational support with job satisfaction. Based on multiple group comparisons, the proposed model fit both genders and family types (single living with extended family vs. married living with family members). The critical ratios for parameter differences indicated that the relationship between work‐to‐family enrichment and job satisfaction was significantly stronger for females than for males. The implications of findings and directions for future research on work–family enrichment are discussed in the paper.

Work and family are the central and salient domains in one's life. Juggling work and family life has become a challenge for many employees and families (Hammer et al., 2005). This study proposed a theoretical model in which work to family enrichment functioned as the mediator between work support (support from supervisor, co-workers and organization) and work well-being (job satisfaction and psychological health), and also examined whether work demand buffered the impact of work support on work well-being. The inclusion of work to family enrichment extends prior research on Job Demands-Resources model (Demerouti & Bakker, 2007), and allows for a more detailed assessment of the effects of work support on work well-being from a perspective of positive organizational behavior. A total of 978 employees in Chinese society were recruited. An exploratory factor analyses and a confirmatory factor analyses supported a 10-item Work Support Scale measuring supervisor support, co-worker support and organization support. Structural equation modeling (SEM) and Sobel Test results showed that work to family enrichment partially mediated the influence of work support on job satisfaction and full mediated the influence of work support on psychological health, whereas the regression results showed that work demand indeed buffered the positive relationship between work support and job satisfaction. Implications for future research on work-family enrichment were discussed.