| 内容提要: |
The study contains several limitations. First, despite variables drawn largely from the existing literature, both individual strategies and organisational WLB programmes appeared to be parsimonious. There might be other types of WLB strategies and organisational programmes requiring further exploration. Second, the regression models might be most suitable for the current study, but the explanatory power has been limited by the low adjusted R2-values across all nine models. There are other factors yet to be identified that could explain the contributions to employee health, wellbeing andWLB. Perhaps use of qualitative methods in future studies would be more appropriate to draw out specific individual WLB strategies and organisational WLB programmes. Lastly, the data were limited to students at School of Education in Tianjin University, with single-rater and sometimes a single item to measure one variable. This may be an issue in generalisability, therefore limiting the application of the study outcomes to non-Anglo/western contexts, where employees may have different cultural and work/life attitudes. Hence, future study should extend the testing of the conceptual framework to employees in one country or cross-country contexts to verify the survey instrument, model suitability and generalisability. Multiple raters with multiple items should also be used to measure the important constructs such as health, wellbeing and WLB.
Ultimately, although the compensational mechanism in the hypothesis does not improve the physical health of the doctoral students, but for example, to participate in physical exercise, regular recreational activities and other compensation behavior can effectively promote mental health and physical health level of doctoral students. Therefore, it is recommended that doctoral students carry out appropriate exercise every week, participate in the appropriate amount of activities to scatter research pressure. |