By integrating the work-home resource model with the leader-member exchange (LMX) theory, we adopt a change perspective to examine the effects of the change rate in family-to-work enrichment (FWE) on that in job satisfaction through the change rate in LMX. Using a longitudinal, multilevel sample of 360 employees in 71 teams, the results of three waves of data over eight months reveal the FWE change rate is associated positively with the LMX change rate, which, in turn, is associated positively with the job satisfaction change rate. Furthermore, we show that LMX differentiation at Time 1 moderates the FWE change rate's effect on the LMX change rate over time, such that the relation is stronger when the LMX differentiation is high at Time 1. Moreover, the LMX change rate mediates the interactive effects of the FWE change rate and Time 1 LMX differentiation on the job satisfaction change rate over time. The results also show that the initial level of FWE is related positively with the LMX change rate, but not with the job satisfaction change rate. These findings emphasize the importance of studying changes in family-work research and providing new insights into the processes of the FWE change rate's effects on the change rates of important work outcomes over time.

中文翻译：

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家庭变化率与工作丰富化、领导-成员交换和工作满意度之间的纵向关联

通过将工作-家庭资源模型与领导者-成员交换（LMX）理论相结合，我们采用变革视角来考察家庭与工作充实度（FWE）变化率对变革过程中工作满意度的影响汇率以 LMX 表示。使用 71 个团队 360 名员工的纵向、多层次样本，八个月内的三波数据结果显示，FWE 变化率与 LMX 变化率呈正相关，而 LMX 变化率又与工作满意度变化呈正相关速度。此外，我们表明，时间 1 的 LMX 分化会随着时间的推移调节 FWE 变化率对 LMX 变化率的影响，因此当时间 1 的 LMX 分化较高时，这种关系更强。此外，LMX 变化率介导交互效应FWE 变化率和 Time 1 LMX 微分对工作满意度随时间变化率的影响。结果还表明，FWE初始水平与LMX变化率正相关，但与工作满意度变化率无关。这些发现强调了研究家庭工作研究变化的重要性，并为 FWE 变化率随时间对重要工作成果变化率影响的过程提供新见解。