随着科技文化的日新月异，劳动力结构一直在发生着不断的更迭变换，例如：在职场上打拼的女性越来越常见，或是需要24小时值守的岗位也越来越多。他们既需要工作组织提供一些生活支持的政策，也需要受到来自领导对自己家庭的支持，以便其更好地担负工作与家庭的双重责任。本文将从领导的家庭支持型主管行为出发，探究其作用机制和与其相关的心理现象的联系： 根据现有研究成果，前人学者关于家庭支持型主管行为的研究多集中在其对员工的积极影响方面，而少有人将研究重点放在家庭支持型主管行为对领导自身的影响上。本研究采用以领导者（家庭支持型主管行为者）为中心的观点，邀请了本文作者所在企业的230名中低层领导者作为被试，利用前人开发的测量工具收集数据。每位中低层领导者需要对自己的道德认同、互惠信念、计算思维、家庭支持型主管行为、道德信用、对员工的绩效预期、其本人的辱虐行为进行分次自评。本文主要研究对领导自身而言，家庭支持型主管行为是否会对其产生一些消极的影响。 本研究在三周的时间内，通过逐次发放问卷完成施测。根据数据分析结果显示：家庭支持型主管行为与道德信用的产生有正相关，但与后期的辱虐行为无关；家庭支持型主管行为在高水平的互惠信念和计算思维调节下，绩效预期作为中介变量的家庭支持型主管行为与辱虐行为之间的效应显著。 虽然数据结果与研究假设并非完全相符，但本研究在一定程度上证实了家庭支持型主管行为的发生会给领导自身后续带来一定的不利影响，并在讨论部分对与假设不符的结论进行讨论。本研究的结果可以为企业培养中低层领导者领导力及领导艺术提供新的思路，也同时丰富了该领域的学术成果。

With the development of science and culture，labor force composition is changing all the time. For example：more and more women are entering the workforce，and there are more jobs that require 24 hours on duty. To bear responsibility of work and family，these employees need both policies from the work organization to provide life support and support from leaders to their families. This study will focus on the leader's family support supervisor behavior, and explore its mechanism of action and its related psychological phenomenon: Previous studies on family supportive supervisor behaviors mainly focus on its positive influence on employees. Few studies have focused on the impact of it on leaders themselves. Focus on the behaviors of leader (family supportive supervisor behaviors), this study invites 230 low- and mid-level leaders of the author's enterprise to be subjects, and collect data by means of measurement tools developed by predecessors. Each leader needs to conduct self-evaluation on his or her moral identity, calculative mindset, belief in reciprocity, family supportive supervisor behaviors, moral credits, performance expectations and abusive behavior to their subordinates. This study mainly studies whether the family supportive supervisor behaviors will bring some adverse effects to the leader himself. In this study, questionnaires were collected weekly in three weeks. There is a positive correlation between the family supportive supervisor behaviors and the moral credit, but it didn’t affect the abusive behavior. Under the moderating effect of high level belief in reciprocity and calculative mindset, the correlation between the family supportive supervisor behaviors and abusive behavior was significant, when the performance expectations as the mediating variable. Although the data results were not completely consistent with our hypotheses, this study confirmed to some extent that the family supportive supervisor behaviors will bring some adverse effects to the leader himself, and discussed why there were some conclusions disagree with the hypotheses. The results of this study can provide new ideas for enterprises to cultivate the leadership of low- and mid-level leaders, and enrich the academic achievements in this field.