The impact of Employees' Family Socioeconomic Status during Childhood on Their Well-Being

The impact of Employees' Family Socioeconomic Status during Childhood on Their Well-Being | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Article The impact of Employees' Family Socioeconomic Status during Childhood on Their Well-Being Li-ping Wang, Junqing Yang This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6861956/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 15 You are reading this latest preprint version Abstract At present, the impact of family socioeconomic status during childhood on well-being is mostly focused on minors, ignoring the impact on their adulthood, especially on the well-being of employees in the workplace. And it is even rarer to study the impact of different matches of objective and subjectively perceived family socioeconomic status during childhood on employees' well-being, so based on the life history theory, and through the 2020 Family Tracking Survey (CFPS) data and a questionnaire data, the results found that: The “high objective-high subjective” and “low objective-high subjective” contexts have a positive effect on employees' well-being, while the “low objective-low subjective” and “high objective-low subjective” and “high objective-low subjective” contexts have a positive effect on employees' well-being. The “high objective-low subjective” and “low objective-high subjective” contexts have a negative effect on employees' well-being. Occupational delayed gratification partially mediated the effect, and organizational supportive climate played a borderline role between different matches of objective and subjective perceptions of family socioeconomic status and occupational delayed gratification in employees' childhood. Factors affecting employees' well-being were investigated from a dynamic and integrated perspective, enriching research in related fields and providing new perspectives for organizational managers to enhance employees' well-being. Business and commerce/Business and management Social science/Psychology family socioeconomic status during childhood occupational delayed gratification organizational supportive climate employees' well-being Figures Figure 1 Figure 2 Figure 3 Figure 4 Figure 5 Figure 6 Figure 7 Figure 8 Figure 9 Figure 10 1. Introduction With the rapid development of digitalization and intelligence, enterprises not only have to cope with the uncertainties of the external environment, but also to continuously promote the internal changes of the organization, the employees, as the endogenous dynamics of the enterprise, are under more and more pressure (Feng et al.,2024), and their sense of well-being is facing a challenge (Meng et al.,2024). Employees' well-being affects individual mental health and work behavior, and is of great value to both individual development and organizational performance (Zhang et al.,2024), therefore, academics and managers have been paying more and more attention to employees' well-being in recent years. Previous studies on influencing employees' well-being have been related from the organizational level and the group level, and have achieved fruitful results; at the organizational level, the main focus is on the influence of the work environment atmosphere(Cuyper et al.,2012), management practices(Peccei et al.,2019), and job characteristics (Song, 2017) on the happiness of employees; at the group level is mainly about the effects on employees' well-being in terms of leadership behavior(Montano et al.,2017), interpersonal relationships(Xu et al.,2021) and work-family interaction(Amstad et al.,2011). The main research hot issues at the individual level are about the important effects of work engagement (Shimazu et al.,2015), work stress (Feng et al.,2024), and work insecurity (Witte et al.,2016) on employees' well-being, which mainly focuses on the effects of problems at work on employees' well-being, but ignores the effects of the family environment on their well-being the impact of the family environment on their well-being. Employees' well-being may also be affected by multi-level factors such as social status and family economy. Family socioeconomic status is an important site for the accumulation of psychological resources and skills in the early developmental stages of an individual's life course, influencing skills and social outputs in the next stage (Cunha et al.,2007). Family socioeconomic status represents not only the family economic capital, but also the nurturing patterns, social networks, and other important social resources originating from the parents' education level for their children (Chen et al.,2024). Lower family socioeconomic status represents fewer social resources, which, in addition to meeting the basic needs of individuals, makes it difficult to provide resources for more long-term development, restricts their development, and negatively affects the well-being of individuals in adulthood; on the contrary, higher family socioeconomic status represents higher prestige from the parents' occupations and wealth, with stronger economic power and rich social networks that provide support for all aspects of an individual's development, and relatively higher individual well-being in adulthood(Conger et al.,2010). Currently, most of the studies on the impact of family socioeconomic status on the sense of well-being in childhood focus on minors, ignoring the impact on their adulthood, especially on the happiness of employees in the workplace. And the related research mostly focuses on medicine, education, psychology and sociology, and is seldom applied to the field of management. Therefore, based on life history theory, this study investigates the impact of different matches of objective and subjective perceived family socioeconomic status during childhood on employees' well-being and its mechanism of action from a dynamic perspective. Based on the above analysis, this paper firstly matches the objective family socioeconomic status with the subjective perceived family socioeconomic status during childhood, and further analyzes the impact of different matching contexts on employees' well-being. Second, this paper establishes a moderated mediated utility model, which incorporates different matches between objective and subjectively perceived family socioeconomic status during childhood, occupational delayed gratification, organizational supportive climate and employees' well-being into the same analytical framework, and explores the role of objective and subjectively perceived family socioeconomic status during childhood on employees' well-being. This study not only enriches the research on the impact of family socioeconomic status during childhood on employees' well-being, which is of great theoretical significance, but also puts forward new countermeasure suggestions for managers to enhance employees' well-being, which has certain practical application value. 2. Theoretical foundations and research hypotheses 2.1 The effect of different matches of objective and subjectively perceived family socioeconomic status during childhood on employees' well-being Early research concluded that an individual's subjectively perceived family socioeconomic status somewhat reflects his or her objective family socioeconomic status (Liu,2024), which is consistent (Lu et al.,2006). However, with the depth of the study, it was found that there is a deviation between the objective and subjectively perceived family socioeconomic status, and it is referred to as status identity bias. The subjectively perceived family socioeconomic status identity is higher than the objective family socioeconomic status is upward bias, and the opposite is called downward bias (Liu,2024; Han et al.,2015). Currently, the measurement of family socioeconomic status during childhood is carried out from subjective(Wang et al.,2017) and objective(Chen et al.,2014) dimensions, respectively; the subjectively perceived family socioeconomic status during childhood is measured by the subjective self-assessment of the employees, and the objective family socioeconomic status during childhood is mainly measured by the three parental occupations, the parents' education level, and the level of the family income dimensions are measured(Chen et al.,2014). However, due to the difference in individual cognitive level, there is a difference between the perceived family socioeconomic status during childhood and the objective family socioeconomic status during childhood, what is the impact of this difference on employees' well-being, and what is the mechanism of this impact? In this paper, the objective family socioeconomic status during childhood and the subjectively perceived family socioeconomic status of employees are differently matched into “high objective - high subjective”, “low objective - low subjective”, “high objective - low subjective”, and “low objective-high subjective”, and on the basis of Fig. 1 , we propose to further study the mechanism of this influence (Fig. 1 below). Employees' well-being refers to an individual's evaluation of the overall quality of his or her experience and efficacy at work (Song, 2017). Family socioeconomic status during childhood is ascribed by parents. The environments and experiences encountered during employees' formative years exert enduring effects on individual mental health, with these influences often persisting into adulthood (Meng et al.,2023; Evans,2016). In addition, research on the impact of family socioeconomic status on well-being is mostly conducted from the subjective or objective family socioeconomic status unilaterally on the individual's well-being, and there are few relevant studies from the comprehensive perspective of combining subjective and objective, and there are relatively few studies from the management perspective. Based on the above analysis, this paper applies life history theory to measure employees' objectively and subjectively perceived family socioeconomic status during childhood, and to study the impact of their different matching situations on the level of employee happiness in the workplace. When the subjectively perceived family socioeconomic status is consistent with the objective and both are higher (i.e., “high objective-high subjective”), this not only represents that the material and non-material resources given by the parents during childhood are richer for the individual, but also that the parents, because of their higher level of literacy, are more positive in the way they raise their children(Zhang et al.,2017), making the individuals to receive richer emotional and material resources from childhood, rich psychological resources, emotional stability(Gallo et al.,2005), face less stress in life, the happiness level of employees in adulthood is higher. In contrast, employees have lower subjectively and objectively perceived family socioeconomic status during childhood, i.e., a “low objective-low subjective” matching situation, implying that individuals have lower family socioeconomic status during childhood, which is accompanied by less educational expenditures(Hoffman,2014) and less emotional involvement in the life course(Conger et al.,2007) and other negative events, which greatly deplete the individual's psychological resources and have lower levels of health(Gallo et al.,2005), negatively affecting the well-being of employees in adulthood. Therefore, the following hypothesis 1 is proposed: Hypothesis 1 When the objective and subjective perceptions of the family socioeconomic status during childhood match, the “high objective-high subjective” context positively affects employees' well-being, and the “low objective-low subjective” context negatively affects employee well-being. And there are two types of inconsistency situations, “high objective-low subjective” and “low objective-high subjective” situations, in which high objective and low subjective family socioeconomic status during childhood matches the situation, suggesting that the individual's parents may have a high socioeconomic status, but such a High family socioeconomic status affects the family atmosphere and creates a sense of distance between parents and their children, making the individual's subjective perception of family socioeconomic status inconsistent with the actual situation. Moreover, research has also shown that the factors affecting individual mental health are not only economic conditions, but also related to the whole family system (Yang et al.,2022), for example, parent-child relationship, parental relationship and the surrounding social network relationship will have an important impact on the development of individual mental health (Molloy et al.,2002; Li et al.,2022). When parents give relatively little support or attention to individuals due to various reasons such as busy work, conflict in the couple relationship, and educational styles, especially conflict between parents can affect the degree of care they provide to their children, which can have a serious impact on an individual's mental health and have a lasting, long-term impact on an individual's sense of well-being in adulthood(Conger et al.,2010;Masarik et al.,2017). Individuals perceive less emotional and instrumental support such as understanding, encouragement, and concern from all parties, and a lack of parenting from parents' emotional warmth, which can exacerbate individuals' sense of loneliness and reduce their sense of well-being (Gao et al.,2023; Zhang et al.,2012). In summary, under the “high objective-low subjective” scenario, although the objective family socioeconomic status is higher during childhood, the subjectively perceived family economic status is not ideal, resulting in a lower sense of well-being. For the “low objective-high subjective” scenario, the objective family socioeconomic status of employees during childhood is low due to the parents' education, occupation and income are not high, but the parents attach great importance to their children's education and physical and mental development, and give a lot of support to the individuals in their life and education to establish a positive parent-child relationship, so that the individuals' well-being is also relatively high in adulthood(McClun et al.,1998;Jugert et al.,2016). And the emotional warmth of parents helps individuals to shape positive personality traits from an early age (Qu et al.,2005), which has a positive impact on future development (Seginer et al.,2004). Social support theory suggests that emotional support is an important dimension of social support (Taylor et al.,2007), and the family is an important field for individuals to grow up in, and emotional support from parents is an important source of emotion for individuals (Zhang et al.,2022). Whether it is the main effect model or the buffer effect model of social support, high social support plays a positive role when individuals are facing uncertainties such as high risk or high stress (Cohen et al.,1985), which enhances employees' well-being levels in adulthood. Based on the above analysis, this paper proposes research hypothesis 2 : Hypothesis 2 When the objective and subjective perceived family socioeconomic status of employees during childhood do not match, the “high objective-low subjective” situation negatively affects employees' well-being, and the “low objective-high subjective” situation positively affects employees' well-being. 2.2 The mediating role of occupational delayed gratification Occupational delayed gratification mainly refers to the fact that individuals will choose the former between long-term development goals and short-term benefits in order to obtain more valuable career development goals, and this choice is a manifestation of self-control and psychological maturity (Liu et al.,2007). Life history theory argues that an individual's family socioeconomic status during childhood has an impact on his or her life history strategies in adulthood, with superior environments prompting the individual to choose a slow strategy that tends to delay gratification, and poor environments to choose a fast strategy that tends to instant gratification. It also has an impact on their personality traits, emotions, and self-career management in adulthood, which in turn have an impact on Occupational delayed gratification. Specifically, when an employee's subjectively perceived family socioeconomic status during childhood is consistent with his or her objective family socioeconomic status during childhood, i.e., “high objective-high subjective”, it means that both the material support from the family and the perceived emotional support from the parents or interpersonal network are high. Perceived family support during an individual's growth and development enhances the individual's sense of self-worth and internal control, which “empowers” and “energizes” the individual's psychological resources, and this power provides sustained energy for future development (Pietroni et al.,2016). The high objective and subjective perceived socioeconomic status of an individual's family during childhood represents an abundance of economic, cultural, and social capital at an early age (Perry et al.,2010), and personality traits such as conscientiousness and optimism are formed under the influence of these resources. And the care from parents also makes them rich in psychological resources (Gao et al.,2023) and have strong psychological resilience. And life history theory suggests that individuals will allocate these resources rationally when facing survival and development (Sun et al.,2022), which is manifested in more altruistic behaviors, higher levels of social support, and a greater tendency to choose greater value of rewards and give up instant gratification in career choices. In contrast to the “low objective-low subjective” scenario, the family stress model (Conger et al.,1994) suggests that low family socioeconomic status hinders an individual's self-development. Low family socioeconomic status means that the individual's parents have to face pressure not only from the economy, but also psychological and spiritual pressure, in terms of educating their children not only can’t provide material support, because of the pressures of life, distraction, and emotionally can’t make up for the education of their children or companionship, which can lead to individual anxiety or lack of self-confidence (An et al.2018). These negative emotions can affect an individual's overestimation of time, producing a greater time discount(Wittmann et al.,2008), and the longer the perception of time in the workplace, the greater the perceived risk of obtaining a gain, and the value of delayed rewards can be greatly reduced, and in order to avoid a greater loss or risk, the individual prefers to choose instant gratification(Wang et al.,2017; Griskevicius et al.,2011). Based on life history theory, resource poverty will also make individuals choose fast life history strategies and will not be able to work towards long-term goals. When the objective and subjective perceived family socioeconomic status of employees during childhood are inconsistent, it contains two scenarios, “high objective-low subjective” and “low objective-high subjective”, in which the “high objective-low subjective” scenario refers to the fact that the objective family socioeconomic status during childhood is higher than the individual's perceived family socioeconomic status, which may be due to the fact that in real life, the parents' investment in their children's education and resources is mainly manifested in their attitudes and indirect financial support, whereas the individual's perceived supportive behaviors are through a direct approach(Hou et al.,2022). Parents neglect their children's care for reasons such as academic knowledge and ability, generating parent-child conflict during individual growth. Mullainathan et al.'s (Mullainathan et al.,2013) scarcity theory suggests that any form of resource scarcity, such as scarcity of money, scarcity of time, and scarcity of relationships, triggers the tunneling effect, narrowing the cognitive bandwidth. The scarcity mentality affects individuals' strategic trade-offs in their life history, as they tend to choose the benefits of the moment and instant gratification in order to compensate for the urgency of the scarcity of resources. Resource scarcity also hinders an individual's occupational status in adulthood (Lopez,1989), allowing the individual to perceive that the family's socioeconomic status is not high, resulting in negative psychological emotions such as nervousness, anxiety, and impatience (Slessareva et al.,2004), loss of self-control in the workplace (Muraven et al.,2000), and delayed gratification ability is poor (Hesketh et al.,1998). A “low objective-high subjective” situation is instead one in which the individual perceives the family's socioeconomic status to be higher than the objective family's socioeconomic status, and in some families, parents may have high expectations of their children because of their own origins, reinforcing their children's behaviors. The trait-oriented career development theory proposed by Holland suggests that an individual's interest in career development is influenced by parental expectations and the developmental opportunities that parents provide for them(Holland, 1997). Secure attachment relationships between parents and individuals reinforce an individual's identity and career choices (Blustein et al.,1995) and Hazan et al. (1990). found in their study that an individual's attachment to a work relationship in adulthood is similar to the attachment to the family in early childhood, and that this type of dynamical relationship may be present throughout the life course. Parents of low family socioeconomic status place more importance on their children's education and hope that they will make a class leap through education, so they will give more support to their children's education. And the resources brought by education have a compensatory effect to a certain extent, and the mental health level of individuals will be higher (Chang et al.,2024). It has been shown that Occupational delayed gratification marks the success of an individual's career and is positively correlated with job performance and job satisfaction (Liu et al.,2013). Individuals' choice of Occupational delayed gratification reflects the motivation to pursue higher goals (Wang et al.,2012) and has strong self-regulation (Forstmeier et al.,2011), and self-control is significantly positively correlated with well-being (Kruglanski et al.,2018), so Occupational delayed gratification may have a positive impact. Based on the above analysis, this paper proposes research hypothesis 3 : Hypothesis 3 Occupational delayed gratification mediates the relationship between employees' objectively and subjectively perceived different matches of family socioeconomic status during childhood and their well-being. 2.3 The moderating role of organizational supportive climate Organizational support climate refers to the combined perception and feeling of employees that the organization values their contributions, cares about their welfare, well-being, and future development, i.e., perceived support from the organization (Eisenberger et al.,1986). Organizational supportive climate, as an external environmental factor, affects employees' cognitive level to a great extent, and social cognitive theory suggests that individuals' perception of the environment affects the content of their cognition, which in turn affects their motivation, performance, attitudes, and behaviors (Liu et al.,2024). Employees perceive a stronger Organizational support climate, which can satisfy individuals' higher level of need satisfaction and thus enhance their organizational identity (Liu et al.,2023), and may inspire individuals to seek long-term development goals in the organization. Based on the perspective of socialization theory, Zhao et al.(2019) argued that individuals' behaviors and attitudes before entering the workplace are more influenced by family education and school education, but after entering the workplace, they are more influenced by the organizational environment, and through the process of organizational socialization, individuals will undergo a rapid identity change, master work skills, identify with the organizational culture and values, and then integrate into the organizational environment. Based on the life history theory, this study takes a dynamic perspective that family socioeconomic status during childhood as an innate condition influences employees' behavior and cognitive level in adulthood, while Organizational support climate as an acquired condition influences individuals' behavior and cognition, which in turn changes their behavior and choices in the workplace. When employees' objective and subjectively perceived family socioeconomic status during childhood are consistent, the “high-high” context positively predicts Occupational delayed gratification, and with a high Organizational support climate, employees' self-efficacy is strengthened (Yildirim et al.,2016), and they are more dependent on the organization and seek long-term development goals and plans in the organization. Organizational support climate positively moderates the relationship between “high-high” matching and Occupational delayed gratification. In the “low-low” congruence context, it represents that individuals have lower socioeconomic status during childhood, both in terms of subjective perception and objective aspects, and individuals with low socioeconomic status find it difficult to break out of the dilemma, and they are more inclined to choose the fast strategy, i.e., they will choose career instant gratification in their career development (Mittal et al.,2014). And Organizational support climate can break this dilemma, the organization provides employees with work, emotional and growth support, and creates an interpersonal harmony and healthy organizational environment for employees(Liu et al.,2023), this environment will make employees feel that the organization cares for them, and reduces the uncertainty in the work environment(Yu et al.,2015), individuals may change their life history fast strategy to a life history slow strategy and focus on long term development, so the Organizational support climate negatively moderates the relationship between “low-low” matching and Occupational delayed gratification(Luo et al.,2020). When employees during childhood objective and subjective perception of family socioeconomic status is inconsistent, for the “high - low” situation, although the family socioeconomic status is higher, but with the individual perceived differences, the individual of the surrounding environment there is uncertainty, insecurity, adult into the workplace will also affect their career choices, and may be more emphasis on benefit acquisition in the moment, and Organizational support climate mitigates this utility, i.e., Organizational support climate negatively moderates the relationship between the two. For the “low-high” scenario, the individual's perceived family socioeconomic status is higher than the actual family socioeconomic status, and the individual's psychological resources are rich, and the perceived support from the family will make the individual more likely to choose the latter in the face of immediate and long-term interests in adulthood, while the Organizational support climate will strengthen this mechanism, which has a positive moderating effect. Based on the above analysis, this paper proposes research hypothesis 4 : Hypothesis 4 Organizational support climate has a moderating effect between employees' family socioeconomic status during childhood and Occupational delayed gratification. Specifically, Organizational support climate positively moderates the relationship between “high-high” situations, “low-high” situations and Occupational delayed gratification, and negatively moderates “low-low” situations, “high-low” situations and Occupational delayed gratification. In summary, the theoretical model diagram of this paper is shown in Fig. 2 below. 3. Study 1 3.1 Sample The data for Study 1 are from the 2020 China Family Tracking Survey (CFPS). Finally, out of 25,114 data, 1113 data were obtained after screening and correlation analysis was performed on these data (Details of the sample screening process are provided in the supplementary file). 3.2 Analysis and results ( 1 ) Statistical analysis The following analyses were conducted in Study 1 using SPSS 24.0 data analysis software, assigning the value of 1 to male and 2 to female. 8 levels of educational attainment ranging from never attended school and illiterate/semi-illiterate to Ph.D. were assigned the value of 1–8, with higher scores indicating higher levels of educational attainment (Descriptive statistics for all variables are reported in the supplementary materials). From Table 1 , it can be concluded that: objective family SES during childhood is significantly positively correlated with occupational delay gratification (r = 0.217, p < 0.001) but significantly negatively correlated with employee well-being (r = -0.312, p < 0.001); subjective perception of family SES in childhood is significantly positively correlated with employee well-being (r = 0.099, p 0.05); occupational delay gratification is significantly positively correlated with employee well-being (r = 0.443, p < 0.001); organizational support climate has a significant negative effect on occupational delay gratification (r = -0.105, p < 0.001). The above results provide basic evidence for the following hypothesis tests. Table 1 Correlation analysis between variables Variables 1 2 3 4 5 6 7 8 9 1. sex 1 2. age -0.036 1 3. level of education 0.007 -0.765 *** 1 4. household registration 0.067 * -0.031 0.223 *** 1 5. OSES -0.042 -0.356 *** 0.231 *** 0.079 ** 1 6. SSES 0.088 ** 0.173 *** -0.150 *** -0.043 -0.030 1 7. Occupational delayed gratification 0.040 -0.522 *** 0.274 *** -0.037 0.217 *** -0.050 1 8. Employees' well-being -0.082 ** 0.237 *** -0.127 *** -0.054 -0.312 *** 0.099 *** 0.443 *** 1 9. Organizational support climate -0.001 -0.076 * 0.155 *** 0.055 -0.092 ** 0.055 -0.105 *** 0.406 *** 1 Notes: * \(\:p<.05;\) ** \(\:p<.01;\) *** \(\:p<.001\) , the same below. OSES is objective family socioeconomic status during childhood, SSES is subjective perception of family socioeconomic status in childhood. ( 2 ) Validation factor analysis In Study 1, the results showed that the five-factor model fitted better than the other models, with \(\:{\chi\:}^{2}/df=1.054\) , RMSER=0.011, CFI=0.997, TLI=0.997, SRMR=0.023, indicating good discriminant validity among the study one variables (Detailed analytical results are presented in the supplementary materials). ( 3 ) Main effects and mediation effects tests The main and mediating effects in Study 1, the results are shown in Table 2 below. The results supported Hypotheses 1 and 2 regarding contextual congruence effects on employee well-being. In congruent conditions, the “high-high” alignment (r = 0.298, p < 0.001, M7) demonstrated a significant positive effect, while the “low-low” alignment (r = -0.346, p < 0.05, M9) showed a negative effect. For incongruent conditions, the “high-low” discrepancy (r = -0.168, p < 0.001, M11) negatively influenced well-being, whereas the “low-high” discrepancy (r = 0.157, p < 0.05, M13) exhibited a positive association. Hypothesis 3 received support through partial mediation by occupational delay gratification (ODG). The “high-high” condition significantly predicted ODG (r = 0.308, p < 0.001, M2), which in turn positively correlated with well-being (r = 0.274, p < 0.01, M8). The persistent significance of the direct effect, coupled with a coefficient increase from 0.298 to 0.344, confirmed partial mediation. This pattern replicated across other alignment conditions, with detailed mediation effects presented in Table 2 . Table 2 Main and mediating effects test results Variables Occupational delayed gratification Employees' well-being M1 M2 M3 M4 M5 M6 M7 M8 M9 M10 M11 M12 M13 M14 Constants 4.451 *** 7.010 *** 4.826 *** 10.032 *** 3.271 *** 2.111 *** 2.995 *** 9.737 *** 6.665 *** 5.136 *** 2.765 *** 3.539 *** 2.762 *** 3.992 *** Control variables sex 0.044 0.108 -0.251 0.631 0.025 -0.193 * -0.393 -0.551 0.067 0.135 -0.348 -0.177 -0.237 ** -0.227 ** age -0.089 *** -0.055 -0.010 -0.255 *** -0.069 *** 0.040 *** -0.008 -0.044 0.009 0.008 0.039 -0.024 0.023 *** -0.003 level of education -0.218 *** -0.080 * 0.065 -0.440 *** -0.152 *** 0.112 *** -0.131 -0.481 0.164 0.160 0.200 0.021 0.057 0.032 household registration 0.026 0.068 -0.152 0.125 -0.053 -0.255 * 0.429 0.003 0.573 0.312 -0.037 0.077 -0.163 -0.183 Dependent variables high-high 0.308 *** 0.298 *** 0.344 *** low-low -0.472 * -0.346 * -0.358 * high-low -0.366 *** -0.168 *** -0.270 *** low-high 0.081 * 0.157 * 0.087 * Mediator variable Occupational delayed gratification 0.274 ** 0.446 * 0.313 *** -0.376 *** \(\:{R}^{2}\) 0.311 0.591 0.486 0.717 0.501 0.073 0.247 0.451 0.179 0.369 0.779 0.821 0.193 0.361 \(\:Adj-{R}^{2}\) 0.308 0.386 0.336 0.686 0.251 0.070 0.129 0.085 0.021 0.218 0.755 0.798 0.037 0.130 F 124.761 *** 110.437 *** 102.219 *** 140.646 *** 85.043 *** 21.854 *** 32.293 *** 30.443 *** 14.973 *** 30.816 *** 32.433 *** 34.507 *** 14.342 *** 25.089 *** Notes: high-high is high objective-high subjective, low-low is low objective-low subjective, high-low is high objective-low subjective, low-high is low objective-high subjective. ( 4 ) Moderating effect test The test of moderating effects was conducted in Study 1, the test results are shown in Table 3 . M19 and M22 indicated that Organizational support climate positively moderated the relationship between “high-high” context (r = 0.269, p < 0.01), “low-high” context (r = 0.140, p < 0.001) and Occupational delayed gratification; on the basis of models M16 and M17, Organizational support climate negatively moderated the relationship between “low-low” context (M20, r=-0.437, p < 0.05), “high-low” context (M21, b=-0.439, p < 0.01) and Occupational delayed gratification, which verified Hypothesis 4 . From Fig. 3 and Fig. 6 , it can be seen that the positive moderating effect of high Organizational support climate is stronger than that of low Organizational support climate. As can be seen in Fig. 4 and Fig. 5 , the negative moderating effect of high Organizational support climate is stronger than that of low Organizational support climate, which further verified Hypothesis 4 . Table 3 Moderated effects test results Variables Occupational delayed gratification M15 M16 M17 M18 M19 M20 M21 M22 sex -0.220 0.440 0.516 0.033 0.024 -0.192 0.409 0.041 age -0.010 -0.050 -0.195 *** -0.062 *** -0.029 -0.032 -0.166 *** -0.058 *** level of education 0.075 -0.373 * -0.543 ** -0.135 *** -0.124 -0.622 -0.469 ** -0.118 *** household registration -0.156 -0.991 0.392 -0.087 0.045 -0.468 0.295 -0.059 independent variable high objective-high subjective 0.149 * 0.393 * low objective-low subjective -0.568 * -0.088 * high objective-low subjective -0.491 * -0.492* * low objective-high subjective 0.093 ** 0.088 ** moderator variable Organizational support climate 0.046 * -0.200 * -0.171 * 0.207 *** 0.335 * -0.090 * -0.314 * 0.190 *** interaction term “high-high” × Organizational support climate 0.269 ** “low-low” × Organizational support climate -0.437 * “high-low” × Organizational support climate -0.439 ** “low-high” × Organizational support climate 0.140 *** \(\:{\varvec{R}}^{2}\) 0.236 0.653 0.759 0.307 0.514 0.769 0.781 0.306 \(\:\varvec{A}\varvec{d}\varvec{j}-{\varvec{R}}^{2}\) 0.053 0.422 0.727 0.303 0.372 0.568 0.746 0.302 F 4.287 ** 13.742 * 23.588 *** 14.272 *** 3.627 ** 3.814 * 22.402 *** 74.011 *** ( 5 ) Moderated mediation test According to Hayes et al. (2013), the test results are shown in Table 4 . In the test results, it shows that Organizational support climate is verified in both high and low climates. However, the moderating effect of low Organizational support climate is not significant in the path of “low objective-low subjective → Occupational delayed gratification → Employees' well-being”, the effect value is -1.631, 95% confidence interval CI [-3.092,0.169], which contains 0, so it is not significant, so Hypothesis 4 received partial support. Table 4 Results of Bootstrap (5000 samples) test of mediated role of moderated Path Variables effect value SE LLCI ULCI high objective-high subjective → Occupational delayed gratification → Employees' well-being low Organizational support climate (-SD) 0.329 0.581 0.861 1.519 high Organizational support climate (+SD) 1.451 0.774 0.133 3.036 low objective-low subjective → Occupational delayed gratification → Employees' well-being low Organizational support climate (-SD) -1.631 0.671 -3.092 0.169 high Organizational support climate (+SD) -0.076 0.766 -1.744 -1.593 high objective-low subjective → Occupational delayed gratification → Employees' well-being low Organizational support climate (-SD) -0.444 0.084 -0.614 -0.275 high Organizational support climate (+SD) -0.056 0.052 -0.356 -0.145 low objective-high subjective → Occupational delayed gratification → Employees' well-being low Organizational support climate (-SD) 0.069 0.013 0.045 0.096 high Organizational support climate (+SD) 0.020 0.005 0.010 0.030 3.3 Conclusion and discussion In study 1, the results show that “high objective-high subjectivity” has a positive effect on Employees' well-being, while “low objective-low subjectivity” has negative effect on Employees' well-being, and Hypothesis 1 is verified. “high objective-low subjective” and “low objective-high subjective” have a significant effect on Employees' well-being, and hypothesis 2 is verified. Occupational delay gratification partially mediated the relationship between all four alignment conditions and employee well-being, thereby supporting Hypothesis 3 . In addition, Organizational support climate moderated the relationship between the four different matching contexts of subjective perception and objective family socioeconomic status during childhood and Employees' well-being, which in turn affected Employees' well-being, Hypothesis 4 was tested. The data of Study 1 comes from the China Family Tracking Survey (2020), which is a kind of panel data, and the research object involves a wide range and is representative. However, there is only one representative question for each variable, in order to make up for the problem of a single item for the measurement of the variables in Study 1, and to improve the credibility of the study, in Study 2, according to the content of the study, we select the scales that are mature and widely used both at home and abroad and questionnaires were distributed to conduct the survey to make up for the shortcomings in Study 1. 4. Study 2 4.1 Sample and procedures In Study 2, data were collected primarily through a three-wave questionnaire survey, at time 1 to get the data of Employees' demographic information, objective and subjective perception of family socioeconomic status during childhood, at time 2 mainly to get the data of Occupational delayed gratification and Organizational support climate, the same time at time 3 to get the data of Employees' well-being, 526 questionnaires are obtained, and after excluding the invalid questionnaires, finally 483 valid questionnaires were obtained, with a recovery rate of 91.83%. In the final sample data obtained, males accounted for 51.76%, with a relatively even gender distribution; age is mostly concentrated in 26–35 years old, with a proportion of 52.59%; 56.11% of the highly educated with bachelor's degree or above; 41.61% of the agricultural household; and 31.68% of those with more than 10 years of working experience. 4.2 Measures The scales used in Study 2 are well-established scales at home and abroad and are widely used with good reliability and validity as follows. Subjective perceived family socioeconomic status during childhood . A 4-item scale developed by Wang et al. (2017) was primarily used, representing questions such as, “In childhood, parents had a high social status in the local area.” using a 7-point Likert scale, where 1 = completely disagree and 7 = completely agree. The Cronbach′s α value for the scale in this study was 0.934. Objective family socioeconomic status during childhood . Previous studies have used parents' occupation, education level, and salary as measures because parents' salary is difficult to obtain, so general studies only measure the occupation and education level of individual parents (Sun,1999). Educational attainment is divided into four categories: junior high school and below, senior high school or secondary school, junior college, and university and above, which are assigned a score of 1–4, with higher scores representing higher educational attainment; occupational classification is divided into 8 categories according to the International Standard Classification of Occupations (ISCO, 2010), with higher scores representing higher positions. The parent with higher scores in occupational class and education level was included in the calculation, and the four indicators were combined into two indicators and standardized (Qu et al.,2013), with higher scores representing higher objective family socioeconomic status during childhood. The Cronbach′s α value for the scale in this study was 0.830. Occupational delayed gratification . The scale developed by Liu (2007) was used, with eight items, represented by the following question, “As long as there is room for development in the organization, it doesn't matter if you start as a small staff or start from scratch.” A 7-point Likert scale was used, with 1 = completely disagree and 7 = completely agree. The Cronbach′s α value for the scale in this study was 0.867. Employees' well-being . A scale developed by Diener et al. (1985) on Employees' well-being was used, representing questions such as, “My social relationships are supportive and rewarding.” A 7-point Likert scale was used, where 1 = completely disagree and 7 = completely agree. The Cronbach′s α value for the scale in this study was 0.919. Organizational support climate . Drawing on the Organizational support climate scale developed by Ding (2018), representative question items such as, “The company respects my personal life and work goals and values.” A 7-point Likert scale was used, with 1 = completely disagree and 7 = completely agree. The Cronbach′s α value for the scale in this study was 0.887. Controls . Based on previous studies this study selected sex, age, level of education, household registration, and employee organizational tenure as control variables. 4.3 Data analysis and results ( 1 ) Homology analysis of variance (ANOVA) In Study 2, the results of the data showed that the total variance explained by the first common factor was 31.528% (< 40%), which indicated that there was no serious common methodological bias among the questionnaire scale items in Study 2. ( 2 ) Validation factor analysis The results showed that the fit validity of the five-factor model ( \(\:{\chi\:}^{2}/df=1.957<3\) ,RMSEA=0.0450.9, TLI=0.957>0.9, SRMR=0.029<0.05) was significantly better than that of the other factor models, which indicated that the measurement instrument in Study 2 had good discriminant validity (Detailed analytical results are presented in the supplementary materials). ( 3 ) Descriptive statistics and correlation analysis From Table 5 , it can be seen that subjectively perceived family socioeconomic status during childhood is significantly and positively correlated with Occupational delayed gratification (r = 0.408, p < 0.001), Employees' well-being (r = 0.442, p < 0.001), and Organizational support climate (r = 0.441, p < 0.001), whereas objectively perceived family socioeconomic status during childhood is significantly and positively correlated with Occupational delayed gratification (r=- 0.426, p < 0.001), Employees' well-being (r=-0.510, p < 0.001) and Organizational support climate (r=-0.466, p < 0.001) showed significant negative correlation, Occupational delayed gratification significantly and positively affects Employees' well-being (r = 0.517, p < 0.001), and Organizational support climate also showed positive correlation with Occupational delayed gratification (r = 0.504, p < 0.001). From the results, it can be seen that the subjective perception and objective family socioeconomic status during childhood appear diametrically opposed to the effect of other variables, so based on this result it is necessary to discuss the results of the impact of subjective perceptions and objective different matching situations on other variables, and to explore the mechanisms involved. Table 5 Descriptive statistics and correlation analysis Variables 1 2 3 4 5 6 7 8 9 10 1.sex 1 2.age -0.025 1 3.level of education 0.034 -0.041 1 4.household registration 0.033 -0.035 -0.044 1 5.employee organizational tenure -0.035 0.825 *** -0.038 -0.017 1 6.Subjective perceived family socioeconomic status during childhood 0.020 0.052 -0.008 -0.032 0.064 1 7.Objective family socioeconomic status during childhood 0.033 -0.066 -0.011 -0.061 -0.039 -0.384 *** 1 8.Occupational delayed gratification 0.010 0.121 ** -0.042 -0.075 0.120 ** 0.408 *** -0.426 *** 1 9.Employees' well-being -0.019 0.060 0.011 -0.059 0.073 0.442 *** -0.510 *** 0.517 *** 1 10.Organizational support climate -0.015 0.046 -0.006 0.049 0.021 0.441 *** -0.466 *** 0.504 *** 0.535 *** 1 Mean 1.48 4.21 3.36 1.58 3.28 5.09 2.81 5.07 5.03 5.11 SD 0.5 1.94 1.06 0.49 1.42 1.6 1.24 1.25 1.14 1.13 ( 4 ) Hypothesis testing When doing polynomial regression and response surface test, the analysis showed that the sample size of subjective perceived family socioeconomic status during childhood is greater than objective family socioeconomic status during childhood (X > Y) is 60.87%, and the sample size of X < Y is 35.61%, which is greater than the threshold value of 10%, which can be analyzed as follows (Li et al.,2020). A main effect test of different matches between objective and subjective perceptions of family socioeconomic status during childhood and Employees' well-being . The results of the multinomial regression are shown in Table 6 . Model 2 adds SSS squared, SSS×OSS and OSS squared terms on the basis of Model 1, and the stereo figure of the response surface plotted according to Model 2 shows a concave-convex surface(Fig. 7 ), and the slope of the line of consistency along the front foot to the back foot is significantly positive ( \(\:b1+b2=0.321,p<0.05\) ), which suggests that the more consistent the degree of consistency, the higher the Employees' well-being, and the stronger the effect of the “high - high” situation than the “low - low” situation on Employees' well-being, Hypothesis 1 is verified. The slope of the inconsistency line along the left foot to the right foot is significantly negative ( \(\:b1-b2=-0.291,p<0.001\) ), indicating that the more inconsistent the match is, the higher the Employees' well-being is, and the “low objective-high subjective” context has a stronger impact on Employees' well-being than the “high objective-low subjective” context, Hypothesis 2 is verified. Mediating role test for Occupational delayed gratification . The results of the effect of objective and subjective perceived family socioeconomic status during childhood on Occupational delayed gratification are shown in Model 4 in Table 6 , where the curvature of the line of consistency ( \(\:b3+b4+b5=0.194,p<0.05\) , 95% confidence interval [0.039,0.350], excluding 0) and the curvature of the line of incongruence ( \(\:b3-b4+b5=0.256,p<0.001\) , 95% confidence interval [0.160,0.352], not including 0) were both significant and positive, indicating that both objectively and subjectively perceived different matching contexts for family socioeconomic status during childhood had a significant effect on Occupational delayed gratification. Based on the above analysis, the polynomial regression coefficients of in Model 4 of Table 6 were multiplied and summed with their original values as a test of matching consistency according to Edwards et al.(2009). The results show that, as shown in Table 7 , the direct effect of objective and subjective perceived family socioeconomic status consistency during childhood on Employees' well-being is 0.197, 95% confidence interval [0.158,0.236], excluding 0. The indirect effect of Occupational delayed gratification is 0.075, 95% confidence interval [0.052,0.102], which also does not contain 0 in the interval, which shows that Occupational delayed gratification plays a partially mediating role between objective and subjectively perceived socioeconomic status during childhood and Employees' well-being, Hypothesis 3 was verified and the response surface was plotted as shown in Fig. 8 . Organizational support climate moderating effect test . In Table 6 , Model 5 added the moderating variable Organizational support climate to model 4, and \(\:{R}^{2}\) increased from 0.365 to 0.443, \(\:{\Delta\:}{R}^{2}\) =0.078, p<0.001, and the results showed a significant moderating effect. And the response surface (Fig. 9 ) consistency line curvature ( \(\:b3+b4+b5=0.367,p<0.001\) , 95% confidence interval [0.236,0.499], excluding 0) was significantly positive, but the consistency line slope ( \(\:b1+b2=-0.517,p<0.05\) ) was significantly negative, indicating that Organizational support climate has a significant effect on the family socioeconomic during childhood in terms of the objective and subjective perceived This suggests that organizational supportive climate has a moderating effect on the relationship between objective and subjective perceived family socioeconomic status congruence and Occupational delayed gratification in childhood, with a stronger moderating effect on the “high-high” context than the “low-low” context. The curvature of the response surface inconsistency line ( \(\:b3-b4+b5=0.027,p>0.05\) , 95% confidence interval [-0.113,0.166], include 0) was not significant, but the slope of the inconsistency line ( \(\:b1-b2=0.407,p<0.01\) , 95% confidence interval [0.173,0.641], excluding 0) suggested that Organizational support climate had a significant effect on This suggests that organizational supportive climate has a moderating effect on the relationship between objectively and subjectively perceived family socioeconomic status inconsistency and Occupational delayed gratification during childhood, and that the moderating effect is stronger in the “low-high” than in the “high-low” context, and that Hypothesis 4 has been verified. Table 6 Polynomial regression results Model1 Model 2 Model 3 Model 4 Model 5 Variables Employees' well-being Occupational delayed gratification Organizational support climate constant 5.020 *** -0.574 *** -0.027 -4.024 *** -0.475 *** independent variable SSS( \(\:\text{X}\) ) 0.206 *** 0.315 *** 0.225 *** -0.068 *** 0.260 ** OSS( \(\:\text{Y}\) ) -0.368 *** 0.606 *** 0.321 *** -0.771 *** 0.146 * SSS squared( \(\:{\text{{\rm\:X}}}^{2}\) ) 0.109 *** -0.029 *** 0.093 ** SSS×OSS( \(\:\text{{\rm\:X}}\times\:Y\) ) 0.064 ** 0.267 ** -0.153 *** OSS squared( \(\:{Y}^{2}\) ) 0.191 *** 0.223 -0.094 * \(\:{R}^{2}\) 0.331 *** 0.430 *** 0.252 *** 0.365 *** 0.443 *** RSA First spindle intercept(p10) 1.580 -3.683 -3.674 slope(p11) 2.907 -3.968 2.935 consistency line : \(\:\varvec{X}=\varvec{Y}\) slope( \(\:b1+b2\) ) 0.321 * 0.160 -0.517 * curvature( \(\:b3+b4+b5\) ) 0.364 *** 0.194 * 0.367 *** inconsistency line : \(\:\varvec{X}=-\varvec{Y}\) slope( \(\:b1-b2\) ) -0.291 *** 0.664 *** 0.407 ** curvature( \(\:b3-b4+b5\) ) 0.236 *** 0.256 *** 0.027 Table 7 Occupational delayed gratification mediation test Variables Effect Category Estimate SE 95%CI Lower Upper Employees' well-being direct effect 0.197 *** 0.020 0.158 0.236 indirect effect 0.075 *** 0.012 0.052 0.102 total effect 0.272 *** 0.018 0.237 0.308 Moderated mediation utility test . Table 8 and Fig. 10 show the moderating effect of high and low organizational support climate on the path “Objective and subjective perceived family socioeconomic status during childhood → Occupational delayed gratification → Employees' well-being”, and the results show that the effect value of the low Organizational support climate group is 0.026, IC is [0.008, 0.048], while the effect value of the high Organizational support climate group is 0.049, IC is [0.026,0.077], indicating that the higher the Organizational support climate, the higher the moderating effect. Table 8 Results of the analysis of the mediated effects of the regulated Path Variables Estimate SE LLCI ULCI Objective and subjective perceived family socioeconomic status during childhood → Occupational delayed gratification → Employees' well-being low Organizational support climate (-SD) 0.026 0.010 0.008 0.048 high Organizational support climate (+SD) 0.049 0.013 0.026 0.077 4.4 Discussion Study 2 used a questionnaire for data collection, which compensated for the single variable measurement question of Study 1, and Study 2 mainly used polynomial regression and response surface analysis to analyze the data, and the results of the study replicated the results of Study 1, verified the four hypotheses put forward in this study, and supplemented the empirical study of Study 1. 5. Conclusion and Future Research 5.1 Conclusions of the study Building upon our integrated analysis, this study reveals that childhood socioeconomic status (SES) exerts profound and lasting effects on employee well-being, with objective family background alone insufficient to fully predict workplace well-being—subjective perceptions play a critical moderating role. Grounded in life history theory, we demonstrate distinct well-being outcomes across SES congruence patterns: (a) reinforced advantage (“high objective-high subjective” alignment enhances well-being), (b) double disadvantage (“low objective-low subjective” pairing exacerbates negative effects), (c) cognitive dominance (subjective perception overrides objective reality in “high objective-low subjective” mismatch, reducing well-being), and (d) resilience effect (“low objective-high subjective” incongruence yields paradoxical benefits). Occupational delayed gratification serves as the key mediator—congruent high-SES and resilient low-SES individuals employ future-oriented strategies, whereas disadvantaged groups resort to immediate gratification for transient relief. Importantly, organizational support climate buffers these effects by strengthening delay capacity, as evidenced by our multilevel analysis. These findings advance theoretical discourse on resource-congruence mechanisms while offering actionable insights for targeted HR interventions. 5.2 Theoretical significance First of all, due to the existence of consistent and inconsistent matching between the objective family socioeconomic status during childhood and their subjective perception, this paper matches the objective and subjective perceived family socioeconomic status during childhood of employees to study the impact on their well-being, which provides a new theoretical perspective for the study of the factors affecting Employees' well-being. The literature has studied the effects of subjectively perceived family socioeconomic status and objective family socioeconomic status during childhood on individual's well-being respectively, and the research object mostly focuses on children or adolescents groups, and there are few researches on Employees' well-being in the organization. Based on the life history theory, this paper integrates the subjective perception and objective family socioeconomic status and Employees' well-being during childhood into the same theoretical framework, studies the impact of different matching situations on Employees' well-being, and conducts the testing of hypotheses through empirical methods, which enriches the content of the existing research. Secondly, grounded in life history theory, this study posits that childhood socioeconomic status (SES) shapes adult well-being through its enduring influence on decision-making processes. Specifically, individuals develop distinct behavioral strategies based on familial resource availability: Those from high-SES backgrounds accumulate resource advantages that promote long-term orientation and delayed gratification in career development, whereas low-SES individuals experience cognitive load from resource scarcity, impairing decision-making efficacy and problem-solving capacity (Robinson et al., 2017). This divergence manifests in occupational choices—high-SES individuals prioritize higher-return investments, while low-SES counterparts exhibit heightened sensitivity to immediate rewards due to compensatory resource allocation mechanisms (Griskevicius et al., 2011). Based on life history theory, this paper investigates the indirect effects of subjective perception during childhood and objective family socioeconomic status on Employees' well-being from a dynamic perspective, and Occupational delayed gratification mediates the relationship between the two, expanding the application of life history theory in the study of Employees' well-being .Finally, this paper identifies Organizational support climate as an important boundary condition affecting Employees' well-being. Organizational support climate moderates the indirect relationship between objectively and subjectively perceived family socioeconomic status different matching situations during childhood of Employees' well-being through Occupational delayed gratification and their well-being, constructing a moderated mediation model. Specifically, when employees perceive that support from the organization can alleviate the pressure brought by family resource shortage or family conflict, they will tend to choose Occupational delayed gratification and give up immediate gratification; for individuals with excellent family conditions, the support from the organization will strengthen the psychological resources brought by superior family conditions, which will prompt employees to choose Occupational delayed gratification more firmly. Individuals will experience a variety of environmental changes in the process of growth, the organizational environment is another important place for organizational socialization, so this paper takes the Organizational support climate as a moderating variable can help the researchers to more accurately understand the employees' behaviors and attitudes, and the research of the mechanism of influence on Employees' well-being is more scientific. 5.3 Practical application value Based on the theoretical analysis and empirical findings of this paper, the following practical application suggestions are proposed: First, when recruiting, enterprises should not only understand the objective family background of employees, but also measure the subjective perceived family socioeconomic status of employees, and locate the family socioeconomic status of employees through comprehensive analysis. Accordingly, enterprises can provide more personalized employee care programs, such as financial assistance, flexible work arrangements or career development planning, so as to better meet the needs of employees. For example, for the lower positioning of employees, more the pursuit of short-term interests, you can arrange sales positions or higher salaries to motivate employees to meet their immediate needs; for the higher positioning of employees can be arranged to promote the class positions or provide long-term career planning and other ways to motivate employees to meet their delayed needs. Secondly, this paper finds that Occupational delayed gratification is an important path to enhance Employees' well-being. After employees enter the enterprise, it is necessary to provide employees with training on career development planning and establish a correct view of career development. The view of career development is the basis and judgment for employees to weigh their career choices, which directly affects their work behavior and performance results. Moreover, enterprises can communicate the importance of Occupational delayed gratification to employees through internal communication channels, choose delayed gratification will get greater rewards, and explain to them the relevant policies and programs of the enterprise. In addition, after implementing career development programs, companies should conduct regular monitoring to ensure that employees can see their growth and progress. Finally, companies should provide employees with a strong Organizational support climate. In this environment will be more concerned about future interests and long-term development. Occupational delayed gratification is risky, when managers provide employees with various aspects of support, such as growth support, work support and belonging support, reducing the uncertainty of employees and the existence of various types of costs in the work, and further accumulating the organization's human capital, the rich resources make the employees are more willing to choose Occupational delayed gratification and seek long-term development. Individuals who choose long-term development have a higher degree of well-being perception, and have stable emotions at work, which helps the organization form a positive organizational culture and lays the foundation for the long-term development of the enterprise. 5.4 Future Research Directions First of all, although the dual-study design enhances the robustness of our conclusions, the self-reported measures remain susceptible to social desirability bias (Podsakoff et al., 2024) and recall bias in assessing both subjective and objective childhood socioeconomic status (Hardt et al., 2004). To further improve research validity, future studies should establish a multimodal assessment framework by integrating physiological indicators (e.g., heart rate variability [HRV] captured via wearable devices; Sanches et al., 2023), daily diary methods (Bolger et al., 2003), and organizational archival data (e.g., attendance rates, performance ratings) to achieve methodological triangulation and develop a comprehensive evaluation system. Secondly, while this study elucidates the mechanisms through which the congruence between subjective and objective childhood socioeconomic status (SES) influences employee well-being from a life history theory perspective, it does not fully account for the ecological systems shaping individual development. Grounded in Bronfenbrenner's (2005) bioecological model, well-being is shaped by multilevel interactions among microsystems (e.g., parenting styles), macrosystems (e.g., cultural values), and chronosystems (e.g., policy changes). Future research should incorporate cross-cultural comparisons and examine generational moderators (e.g., how China's 'Double Reduction' policy alters parental educational investment; Zhang et al., 2024). Additionally, integrating gender role theory (Schneider et al., 2019) could reveal whether female employees develop over compensatory career strategies in response to childhood resource scarcity. Finally, although this study adopts a life history theory perspective to dynamically examine the buffering role of organizational support climate in the relationship between childhood subjective-objective SES congruence and employee well-being, the underlying processes remain underexplored. Future research could leverage conservation of resources theory (Halbesleben et al., 2014) to investigate how employees from low-SES backgrounds employ psychological resource compensation mechanisms to offset early-life disadvantages. Alternatively, applying social exchange theory (Cropanzano et al., 2005) could elucidate the dynamic reciprocity between organizational support climate and organizational citizenship behaviors. We further recommend employing experience sampling methodology (Zheng et al., 2023) to track daily fluctuations in perceived organizational support, coupled with longitudinal designs to capture decade-spanning lagged effects of childhood SES, thereby constructing a more comprehensive life course-organizational context interaction model. Declarations Compliance with Ethical Standards Conflict of Interest : The corresponding author declares that there is no conflict of interest. Ethics statement The studies involving humans were approved by the Ethics Committee of Shanxi University of Finance and Economics (2025-01-08). The studies were conducted with full prior ethical approval in accordance with the Declaration of Helsinki. The participants provided their written informed consent to participate in this study. Informed consent Informed consent was obtained from all subjects involved in the study (2025-05-15). Funding: The author(s) declare that financial support was received for the research and/or publication of this article. This research was funded by the National Philosophy and Social Science Fund (Key Project): No.24AGL029; the National Social Science Fund of China (Young Scientists Project): No. CIA240290; the National Education Science Planning Project (Key Project of the Ministry of Education): No. DIA240372. Author Contribution L.W. Conceptualization, Formal analysis, Investigation, Methodology, Project asministration, Software, Visualization, Writing-review & editing.J.W. Resources, Writing-review & editing Data Availability All data generated or analysed during this study are included in this published article. References Feng X Y, Han P. (2024). 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Surfaces\u003c/p\u003e","description":"","filename":"7.jpg","url":"https://assets-eu.researchsquare.com/files/rs-6861956/v1/cb97aa01a78c95f88646cf8f.jpg"},{"id":90884881,"identity":"612e3525-9cd9-4104-8b17-cff066cd1ebd","added_by":"auto","created_at":"2025-09-09 10:01:32","extension":"jpg","order_by":8,"title":"Figure 8","display":"","copyAsset":false,"role":"figure","size":110208,"visible":true,"origin":"","legend":"\u003cp\u003eMediating effects of Occupational delayed gratification\u003c/p\u003e","description":"","filename":"8.jpg","url":"https://assets-eu.researchsquare.com/files/rs-6861956/v1/84ed22a3834814ddd2e13103.jpg"},{"id":90888445,"identity":"fd9a8456-28a4-49bf-a5b5-5fba0fb66284","added_by":"auto","created_at":"2025-09-09 10:33:32","extension":"jpg","order_by":9,"title":"Figure 9","display":"","copyAsset":false,"role":"figure","size":155726,"visible":true,"origin":"","legend":"\u003cp\u003eOrganizational support climate moderated response 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Introduction","content":"\u003cp\u003eWith the rapid development of digitalization and intelligence, enterprises not only have to cope with the uncertainties of the external environment, but also to continuously promote the internal changes of the organization, the employees, as the endogenous dynamics of the enterprise, are under more and more pressure (Feng et al.,2024), and their sense of well-being is facing a challenge (Meng et al.,2024). Employees' well-being affects individual mental health and work behavior, and is of great value to both individual development and organizational performance (Zhang et al.,2024), therefore, academics and managers have been paying more and more attention to employees' well-being in recent years.\u003c/p\u003e\u003cp\u003ePrevious studies on influencing employees' well-being have been related from the organizational level and the group level, and have achieved fruitful results; at the organizational level, the main focus is on the influence of the work environment atmosphere(Cuyper et al.,2012), management practices(Peccei et al.,2019), and job characteristics (Song, 2017) on the happiness of employees; at the group level is mainly about the effects on employees' well-being in terms of leadership behavior(Montano et al.,2017), interpersonal relationships(Xu et al.,2021) and work-family interaction(Amstad et al.,2011). The main research hot issues at the individual level are about the important effects of work engagement (Shimazu et al.,2015), work stress (Feng et al.,2024), and work insecurity (Witte et al.,2016) on employees' well-being, which mainly focuses on the effects of problems at work on employees' well-being, but ignores the effects of the family environment on their well-being the impact of the family environment on their well-being. Employees' well-being may also be affected by multi-level factors such as social status and family economy.\u003c/p\u003e\u003cp\u003eFamily socioeconomic status is an important site for the accumulation of psychological resources and skills in the early developmental stages of an individual's life course, influencing skills and social outputs in the next stage (Cunha et al.,2007). Family socioeconomic status represents not only the family economic capital, but also the nurturing patterns, social networks, and other important social resources originating from the parents' education level for their children (Chen et al.,2024). Lower family socioeconomic status represents fewer social resources, which, in addition to meeting the basic needs of individuals, makes it difficult to provide resources for more long-term development, restricts their development, and negatively affects the well-being of individuals in adulthood; on the contrary, higher family socioeconomic status represents higher prestige from the parents' occupations and wealth, with stronger economic power and rich social networks that provide support for all aspects of an individual's development, and relatively higher individual well-being in adulthood(Conger et al.,2010). Currently, most of the studies on the impact of family socioeconomic status on the sense of well-being in childhood focus on minors, ignoring the impact on their adulthood, especially on the happiness of employees in the workplace. And the related research mostly focuses on medicine, education, psychology and sociology, and is seldom applied to the field of management. Therefore, based on life history theory, this study investigates the impact of different matches of objective and subjective perceived family socioeconomic status during childhood on employees' well-being and its mechanism of action from a dynamic perspective.\u003c/p\u003e\u003cp\u003eBased on the above analysis, this paper firstly matches the objective family socioeconomic status with the subjective perceived family socioeconomic status during childhood, and further analyzes the impact of different matching contexts on employees' well-being. Second, this paper establishes a moderated mediated utility model, which incorporates different matches between objective and subjectively perceived family socioeconomic status during childhood, occupational delayed gratification, organizational supportive climate and employees' well-being into the same analytical framework, and explores the role of objective and subjectively perceived family socioeconomic status during childhood on employees' well-being. This study not only enriches the research on the impact of family socioeconomic status during childhood on employees' well-being, which is of great theoretical significance, but also puts forward new countermeasure suggestions for managers to enhance employees' well-being, which has certain practical application value.\u003c/p\u003e"},{"header":"2. Theoretical foundations and research hypotheses","content":"\u003cp\u003e\u003cb\u003e2.1 The effect of different matches of objective and subjectively perceived family socioeconomic status during childhood on employees' well-being\u003c/b\u003e\u003c/p\u003e\u003cp\u003eEarly research concluded that an individual's subjectively perceived family socioeconomic status somewhat reflects his or her objective family socioeconomic status (Liu,2024), which is consistent (Lu et al.,2006). However, with the depth of the study, it was found that there is a deviation between the objective and subjectively perceived family socioeconomic status, and it is referred to as status identity bias. The subjectively perceived family socioeconomic status identity is higher than the objective family socioeconomic status is upward bias, and the opposite is called downward bias (Liu,2024; Han et al.,2015). Currently, the measurement of family socioeconomic status during childhood is carried out from subjective(Wang et al.,2017) and objective(Chen et al.,2014) dimensions, respectively; the subjectively perceived family socioeconomic status during childhood is measured by the subjective self-assessment of the employees, and the objective family socioeconomic status during childhood is mainly measured by the three parental occupations, the parents' education level, and the level of the family income dimensions are measured(Chen et al.,2014). However, due to the difference in individual cognitive level, there is a difference between the perceived family socioeconomic status during childhood and the objective family socioeconomic status during childhood, what is the impact of this difference on employees' well-being, and what is the mechanism of this impact? In this paper, the objective family socioeconomic status during childhood and the subjectively perceived family socioeconomic status of employees are differently matched into \u0026ldquo;high objective - high subjective\u0026rdquo;, \u0026ldquo;low objective - low subjective\u0026rdquo;, \u0026ldquo;high objective - low subjective\u0026rdquo;, and \u0026ldquo;low objective-high subjective\u0026rdquo;, and on the basis of Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e, we propose to further study the mechanism of this influence (Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e below).\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003eEmployees' well-being refers to an individual's evaluation of the overall quality of his or her experience and efficacy at work (Song, 2017). Family socioeconomic status during childhood is ascribed by parents. The environments and experiences encountered during employees' formative years exert enduring effects on individual mental health, with these influences often persisting into adulthood (Meng et al.,2023; Evans,2016). In addition, research on the impact of family socioeconomic status on well-being is mostly conducted from the subjective or objective family socioeconomic status unilaterally on the individual's well-being, and there are few relevant studies from the comprehensive perspective of combining subjective and objective, and there are relatively few studies from the management perspective. Based on the above analysis, this paper applies life history theory to measure employees' objectively and subjectively perceived family socioeconomic status during childhood, and to study the impact of their different matching situations on the level of employee happiness in the workplace.\u003c/p\u003e\u003cp\u003eWhen the subjectively perceived family socioeconomic status is consistent with the objective and both are higher (i.e., \u0026ldquo;high objective-high subjective\u0026rdquo;), this not only represents that the material and non-material resources given by the parents during childhood are richer for the individual, but also that the parents, because of their higher level of literacy, are more positive in the way they raise their children(Zhang et al.,2017), making the individuals to receive richer emotional and material resources from childhood, rich psychological resources, emotional stability(Gallo et al.,2005), face less stress in life, the happiness level of employees in adulthood is higher. In contrast, employees have lower subjectively and objectively perceived family socioeconomic status during childhood, i.e., a \u0026ldquo;low objective-low subjective\u0026rdquo; matching situation, implying that individuals have lower family socioeconomic status during childhood, which is accompanied by less educational expenditures(Hoffman,2014) and less emotional involvement in the life course(Conger et al.,2007) and other negative events, which greatly deplete the individual's psychological resources and have lower levels of health(Gallo et al.,2005), negatively affecting the well-being of employees in adulthood. Therefore, the following hypothesis \u003cspan refid=\"FPar1\" class=\"InternalRef\"\u003e1\u003c/span\u003e is proposed:\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eHypothesis 1\u003c/strong\u003e\u003cp\u003eWhen the objective and subjective perceptions of the family socioeconomic status during childhood match, the \u0026ldquo;high objective-high subjective\u0026rdquo; context positively affects employees' well-being, and the \u0026ldquo;low objective-low subjective\u0026rdquo; context negatively affects employee well-being.\u003c/p\u003e\u003c/p\u003e\u003cp\u003eAnd there are two types of inconsistency situations, \u0026ldquo;high objective-low subjective\u0026rdquo; and \u0026ldquo;low objective-high subjective\u0026rdquo; situations, in which high objective and low subjective family socioeconomic status during childhood matches the situation, suggesting that the individual's parents may have a high socioeconomic status, but such a High family socioeconomic status affects the family atmosphere and creates a sense of distance between parents and their children, making the individual's subjective perception of family socioeconomic status inconsistent with the actual situation. Moreover, research has also shown that the factors affecting individual mental health are not only economic conditions, but also related to the whole family system (Yang et al.,2022), for example, parent-child relationship, parental relationship and the surrounding social network relationship will have an important impact on the development of individual mental health (Molloy et al.,2002; Li et al.,2022). When parents give relatively little support or attention to individuals due to various reasons such as busy work, conflict in the couple relationship, and educational styles, especially conflict between parents can affect the degree of care they provide to their children, which can have a serious impact on an individual's mental health and have a lasting, long-term impact on an individual's sense of well-being in adulthood(Conger et al.,2010;Masarik et al.,2017). Individuals perceive less emotional and instrumental support such as understanding, encouragement, and concern from all parties, and a lack of parenting from parents' emotional warmth, which can exacerbate individuals' sense of loneliness and reduce their sense of well-being (Gao et al.,2023; Zhang et al.,2012). In summary, under the \u0026ldquo;high objective-low subjective\u0026rdquo; scenario, although the objective family socioeconomic status is higher during childhood, the subjectively perceived family economic status is not ideal, resulting in a lower sense of well-being.\u003c/p\u003e\u003cp\u003eFor the \u0026ldquo;low objective-high subjective\u0026rdquo; scenario, the objective family socioeconomic status of employees during childhood is low due to the parents' education, occupation and income are not high, but the parents attach great importance to their children's education and physical and mental development, and give a lot of support to the individuals in their life and education to establish a positive parent-child relationship, so that the individuals' well-being is also relatively high in adulthood(McClun et al.,1998;Jugert et al.,2016). And the emotional warmth of parents helps individuals to shape positive personality traits from an early age (Qu et al.,2005), which has a positive impact on future development (Seginer et al.,2004). Social support theory suggests that emotional support is an important dimension of social support (Taylor et al.,2007), and the family is an important field for individuals to grow up in, and emotional support from parents is an important source of emotion for individuals (Zhang et al.,2022). Whether it is the main effect model or the buffer effect model of social support, high social support plays a positive role when individuals are facing uncertainties such as high risk or high stress (Cohen et al.,1985), which enhances employees' well-being levels in adulthood. Based on the above analysis, this paper proposes research hypothesis \u003cspan refid=\"FPar2\" class=\"InternalRef\"\u003e2\u003c/span\u003e:\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eHypothesis 2\u003c/strong\u003e\u003cp\u003eWhen the objective and subjective perceived family socioeconomic status of employees during childhood do not match, the \u0026ldquo;high objective-low subjective\u0026rdquo; situation negatively affects employees' well-being, and the \u0026ldquo;low objective-high subjective\u0026rdquo; situation positively affects employees' well-being.\u003c/p\u003e\u003c/p\u003e\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e\u003ch2\u003e2.2 The mediating role of occupational delayed gratification\u003c/h2\u003e\u003cp\u003eOccupational delayed gratification mainly refers to the fact that individuals will choose the former between long-term development goals and short-term benefits in order to obtain more valuable career development goals, and this choice is a manifestation of self-control and psychological maturity (Liu et al.,2007). Life history theory argues that an individual's family socioeconomic status during childhood has an impact on his or her life history strategies in adulthood, with superior environments prompting the individual to choose a slow strategy that tends to delay gratification, and poor environments to choose a fast strategy that tends to instant gratification. It also has an impact on their personality traits, emotions, and self-career management in adulthood, which in turn have an impact on Occupational delayed gratification.\u003c/p\u003e\u003cp\u003eSpecifically, when an employee's subjectively perceived family socioeconomic status during childhood is consistent with his or her objective family socioeconomic status during childhood, i.e., \u0026ldquo;high objective-high subjective\u0026rdquo;, it means that both the material support from the family and the perceived emotional support from the parents or interpersonal network are high. Perceived family support during an individual's growth and development enhances the individual's sense of self-worth and internal control, which \u0026ldquo;empowers\u0026rdquo; and \u0026ldquo;energizes\u0026rdquo; the individual's psychological resources, and this power provides sustained energy for future development (Pietroni et al.,2016). The high objective and subjective perceived socioeconomic status of an individual's family during childhood represents an abundance of economic, cultural, and social capital at an early age (Perry et al.,2010), and personality traits such as conscientiousness and optimism are formed under the influence of these resources. And the care from parents also makes them rich in psychological resources (Gao et al.,2023) and have strong psychological resilience. And life history theory suggests that individuals will allocate these resources rationally when facing survival and development (Sun et al.,2022), which is manifested in more altruistic behaviors, higher levels of social support, and a greater tendency to choose greater value of rewards and give up instant gratification in career choices.\u003c/p\u003e\u003cp\u003eIn contrast to the \u0026ldquo;low objective-low subjective\u0026rdquo; scenario, the family stress model (Conger et al.,1994) suggests that low family socioeconomic status hinders an individual's self-development. Low family socioeconomic status means that the individual's parents have to face pressure not only from the economy, but also psychological and spiritual pressure, in terms of educating their children not only can\u0026rsquo;t provide material support, because of the pressures of life, distraction, and emotionally can\u0026rsquo;t make up for the education of their children or companionship, which can lead to individual anxiety or lack of self-confidence (An et al.2018). These negative emotions can affect an individual's overestimation of time, producing a greater time discount(Wittmann et al.,2008), and the longer the perception of time in the workplace, the greater the perceived risk of obtaining a gain, and the value of delayed rewards can be greatly reduced, and in order to avoid a greater loss or risk, the individual prefers to choose instant gratification(Wang et al.,2017; Griskevicius et al.,2011). Based on life history theory, resource poverty will also make individuals choose fast life history strategies and will not be able to work towards long-term goals.\u003c/p\u003e\u003cp\u003eWhen the objective and subjective perceived family socioeconomic status of employees during childhood are inconsistent, it contains two scenarios, \u0026ldquo;high objective-low subjective\u0026rdquo; and \u0026ldquo;low objective-high subjective\u0026rdquo;, in which the \u0026ldquo;high objective-low subjective\u0026rdquo; scenario refers to the fact that the objective family socioeconomic status during childhood is higher than the individual's perceived family socioeconomic status, which may be due to the fact that in real life, the parents' investment in their children's education and resources is mainly manifested in their attitudes and indirect financial support, whereas the individual's perceived supportive behaviors are through a direct approach(Hou et al.,2022). Parents neglect their children's care for reasons such as academic knowledge and ability, generating parent-child conflict during individual growth. Mullainathan et al.'s (Mullainathan et al.,2013) scarcity theory suggests that any form of resource scarcity, such as scarcity of money, scarcity of time, and scarcity of relationships, triggers the tunneling effect, narrowing the cognitive bandwidth. The scarcity mentality affects individuals' strategic trade-offs in their life history, as they tend to choose the benefits of the moment and instant gratification in order to compensate for the urgency of the scarcity of resources. Resource scarcity also hinders an individual's occupational status in adulthood (Lopez,1989), allowing the individual to perceive that the family's socioeconomic status is not high, resulting in negative psychological emotions such as nervousness, anxiety, and impatience (Slessareva et al.,2004), loss of self-control in the workplace (Muraven et al.,2000), and delayed gratification ability is poor (Hesketh et al.,1998).\u003c/p\u003e\u003cp\u003eA \u0026ldquo;low objective-high subjective\u0026rdquo; situation is instead one in which the individual perceives the family's socioeconomic status to be higher than the objective family's socioeconomic status, and in some families, parents may have high expectations of their children because of their own origins, reinforcing their children's behaviors. The trait-oriented career development theory proposed by Holland suggests that an individual's interest in career development is influenced by parental expectations and the developmental opportunities that parents provide for them(Holland, 1997). Secure attachment relationships between parents and individuals reinforce an individual's identity and career choices (Blustein et al.,1995) and Hazan et al. (1990). found in their study that an individual's attachment to a work relationship in adulthood is similar to the attachment to the family in early childhood, and that this type of dynamical relationship may be present throughout the life course. Parents of low family socioeconomic status place more importance on their children's education and hope that they will make a class leap through education, so they will give more support to their children's education. And the resources brought by education have a compensatory effect to a certain extent, and the mental health level of individuals will be higher (Chang et al.,2024).\u003c/p\u003e\u003cp\u003eIt has been shown that Occupational delayed gratification marks the success of an individual's career and is positively correlated with job performance and job satisfaction (Liu et al.,2013). Individuals' choice of Occupational delayed gratification reflects the motivation to pursue higher goals (Wang et al.,2012) and has strong self-regulation (Forstmeier et al.,2011), and self-control is significantly positively correlated with well-being (Kruglanski et al.,2018), so Occupational delayed gratification may have a positive impact.\u003c/p\u003e\u003cp\u003eBased on the above analysis, this paper proposes research hypothesis \u003cspan refid=\"FPar3\" class=\"InternalRef\"\u003e3\u003c/span\u003e:\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eHypothesis 3\u003c/strong\u003e\u003cp\u003eOccupational delayed gratification mediates the relationship between employees' objectively and subjectively perceived different matches of family socioeconomic status during childhood and their well-being.\u003c/p\u003e\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec4\" class=\"Section2\"\u003e\u003ch2\u003e2.3 The moderating role of organizational supportive climate\u003c/h2\u003e\u003cp\u003eOrganizational support climate refers to the combined perception and feeling of employees that the organization values their contributions, cares about their welfare, well-being, and future development, i.e., perceived support from the organization (Eisenberger et al.,1986). Organizational supportive climate, as an external environmental factor, affects employees' cognitive level to a great extent, and social cognitive theory suggests that individuals' perception of the environment affects the content of their cognition, which in turn affects their motivation, performance, attitudes, and behaviors (Liu et al.,2024). Employees perceive a stronger Organizational support climate, which can satisfy individuals' higher level of need satisfaction and thus enhance their organizational identity (Liu et al.,2023), and may inspire individuals to seek long-term development goals in the organization. Based on the perspective of socialization theory, Zhao et al.(2019) argued that individuals' behaviors and attitudes before entering the workplace are more influenced by family education and school education, but after entering the workplace, they are more influenced by the organizational environment, and through the process of organizational socialization, individuals will undergo a rapid identity change, master work skills, identify with the organizational culture and values, and then integrate into the organizational environment. Based on the life history theory, this study takes a dynamic perspective that family socioeconomic status during childhood as an innate condition influences employees' behavior and cognitive level in adulthood, while Organizational support climate as an acquired condition influences individuals' behavior and cognition, which in turn changes their behavior and choices in the workplace.\u003c/p\u003e\u003cp\u003eWhen employees' objective and subjectively perceived family socioeconomic status during childhood are consistent, the \u0026ldquo;high-high\u0026rdquo; context positively predicts Occupational delayed gratification, and with a high Organizational support climate, employees' self-efficacy is strengthened (Yildirim et al.,2016), and they are more dependent on the organization and seek long-term development goals and plans in the organization. Organizational support climate positively moderates the relationship between \u0026ldquo;high-high\u0026rdquo; matching and Occupational delayed gratification. In the \u0026ldquo;low-low\u0026rdquo; congruence context, it represents that individuals have lower socioeconomic status during childhood, both in terms of subjective perception and objective aspects, and individuals with low socioeconomic status find it difficult to break out of the dilemma, and they are more inclined to choose the fast strategy, i.e., they will choose career instant gratification in their career development (Mittal et al.,2014). And Organizational support climate can break this dilemma, the organization provides employees with work, emotional and growth support, and creates an interpersonal harmony and healthy organizational environment for employees(Liu et al.,2023), this environment will make employees feel that the organization cares for them, and reduces the uncertainty in the work environment(Yu et al.,2015), individuals may change their life history fast strategy to a life history slow strategy and focus on long term development, so the Organizational support climate negatively moderates the relationship between \u0026ldquo;low-low\u0026rdquo; matching and Occupational delayed gratification(Luo et al.,2020).\u003c/p\u003e\u003cp\u003eWhen employees during childhood objective and subjective perception of family socioeconomic status is inconsistent, for the \u0026ldquo;high - low\u0026rdquo; situation, although the family socioeconomic status is higher, but with the individual perceived differences, the individual of the surrounding environment there is uncertainty, insecurity, adult into the workplace will also affect their career choices, and may be more emphasis on benefit acquisition in the moment, and Organizational support climate mitigates this utility, i.e., Organizational support climate negatively moderates the relationship between the two. For the \u0026ldquo;low-high\u0026rdquo; scenario, the individual's perceived family socioeconomic status is higher than the actual family socioeconomic status, and the individual's psychological resources are rich, and the perceived support from the family will make the individual more likely to choose the latter in the face of immediate and long-term interests in adulthood, while the Organizational support climate will strengthen this mechanism, which has a positive moderating effect.\u003c/p\u003e\u003cp\u003eBased on the above analysis, this paper proposes research hypothesis \u003cspan refid=\"FPar4\" class=\"InternalRef\"\u003e4\u003c/span\u003e:\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eHypothesis 4\u003c/strong\u003e\u003cp\u003eOrganizational support climate has a moderating effect between employees' family socioeconomic status during childhood and Occupational delayed gratification. Specifically, Organizational support climate positively moderates the relationship between \u0026ldquo;high-high\u0026rdquo; situations, \u0026ldquo;low-high\u0026rdquo; situations and Occupational delayed gratification, and negatively moderates \u0026ldquo;low-low\u0026rdquo; situations, \u0026ldquo;high-low\u0026rdquo; situations and Occupational delayed gratification.\u003c/p\u003e\u003c/p\u003e\u003cp\u003eIn summary, the theoretical model diagram of this paper is shown in Fig.\u0026nbsp;\u003cspan refid=\"Fig2\" class=\"InternalRef\"\u003e2\u003c/span\u003e below.\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003c/div\u003e"},{"header":"3. Study 1","content":"\u003cdiv id=\"Sec6\" class=\"Section2\"\u003e\u003ch2\u003e3.1 Sample\u003c/h2\u003e\u003cp\u003eThe data for Study 1 are from the 2020 China Family Tracking Survey (CFPS). Finally, out of 25,114 data, 1113 data were obtained after screening and correlation analysis was performed on these data (Details of the sample screening process are provided in the supplementary file).\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec7\" class=\"Section2\"\u003e\u003ch2\u003e3.2 Analysis and results\u003c/h2\u003e\u003cp\u003e(\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e)\u003cb\u003eStatistical analysis\u003c/b\u003e\u003c/p\u003e\u003cp\u003eThe following analyses were conducted in Study 1 using SPSS 24.0 data analysis software, assigning the value of 1 to male and 2 to female. 8 levels of educational attainment ranging from never attended school and illiterate/semi-illiterate to Ph.D. were assigned the value of 1\u0026ndash;8, with higher scores indicating higher levels of educational attainment (Descriptive statistics for all variables are reported in the supplementary materials). From Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e, it can be concluded that: objective family SES during childhood is significantly positively correlated with occupational delay gratification (r\u0026thinsp;=\u0026thinsp;0.217, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) but significantly negatively correlated with employee well-being (r = -0.312, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001); subjective perception of family SES in childhood is significantly positively correlated with employee well-being (r\u0026thinsp;=\u0026thinsp;0.099, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) but shows no significant relationship with occupational delay gratification (r = -0.050, p\u0026thinsp;\u0026gt;\u0026thinsp;0.05); occupational delay gratification is significantly positively correlated with employee well-being (r\u0026thinsp;=\u0026thinsp;0.443, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001); organizational support climate has a significant negative effect on occupational delay gratification (r = -0.105, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). The above results provide basic evidence for the following hypothesis tests.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eCorrelation analysis between variables\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"10\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c10\" colnum=\"10\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003e2\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003e3\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003e4\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003e5\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003e6\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c8\"\u003e\u003cp\u003e7\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c9\"\u003e\u003cp\u003e8\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c10\"\u003e\u003cp\u003e9\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e1. sex\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e2. age\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e-0.036\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e3. level of education\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.007\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e-0.765\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e4. household registration\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.067\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e-0.031\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e0.223\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e5. OSES\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e-0.042\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e-0.356\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e0.231\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e0.079\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e6. SSES\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.088\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0.173\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.150\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e-0.043\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e-0.030\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e7. Occupational delayed gratification\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.040\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e-0.522\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e0.274\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e-0.037\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e0.217\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e-0.050\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e8. Employees' well-being\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e-0.082\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0.237\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.127\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e-0.054\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e-0.312\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.099\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e0.443\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e9. Organizational support climate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e-0.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e-0.076\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e0.155\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e0.055\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e-0.092\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.055\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e-0.105\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e0.406\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c10\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003ctfoot\u003e\u003ctr\u003e\u003ctd colspan=\"10\"\u003eNotes: *\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:p\u0026lt;.05;\\)\u003c/span\u003e\u003c/span\u003e**\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:p\u0026lt;.01;\\)\u003c/span\u003e\u003c/span\u003e***\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:p\u0026lt;.001\\)\u003c/span\u003e\u003c/span\u003e, the same below. OSES is objective family socioeconomic status during childhood, SSES is subjective perception of family socioeconomic status in childhood.\u003c/td\u003e\u003c/tr\u003e\u003c/tfoot\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e(\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e)\u003cb\u003eValidation factor analysis\u003c/b\u003e\u003c/p\u003e\u003cp\u003eIn Study 1, the results showed that the five-factor model fitted better than the other models, with \u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\chi\\:}^{2}/df=1.054\\)\u003c/span\u003e\u003c/span\u003e, RMSER=0.011, CFI=0.997, TLI=0.997, SRMR=0.023, indicating good discriminant validity among the study one variables (Detailed analytical results are presented in the supplementary materials).\u003c/p\u003e\u003cp\u003e(\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e)\u003cb\u003eMain effects and mediation effects tests\u003c/b\u003e\u003c/p\u003e\u003cp\u003eThe main and mediating effects in Study 1, the results are shown in Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e below. The results supported Hypotheses 1 and 2 regarding contextual congruence effects on employee well-being. In congruent conditions, the \u0026ldquo;high-high\u0026rdquo; alignment (r\u0026thinsp;=\u0026thinsp;0.298, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001, M7) demonstrated a significant positive effect, while the \u0026ldquo;low-low\u0026rdquo; alignment (r = -0.346, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.05, M9) showed a negative effect. For incongruent conditions, the \u0026ldquo;high-low\u0026rdquo; discrepancy (r = -0.168, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001, M11) negatively influenced well-being, whereas the \u0026ldquo;low-high\u0026rdquo; discrepancy (r\u0026thinsp;=\u0026thinsp;0.157, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.05, M13) exhibited a positive association.\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eHypothesis 3\u003c/strong\u003e\u003cp\u003ereceived support through partial mediation by occupational delay gratification (ODG). The \u0026ldquo;high-high\u0026rdquo; condition significantly predicted ODG (r\u0026thinsp;=\u0026thinsp;0.308, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001, M2), which in turn positively correlated with well-being (r\u0026thinsp;=\u0026thinsp;0.274, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.01, M8). The persistent significance of the direct effect, coupled with a coefficient increase from 0.298 to 0.344, confirmed partial mediation. This pattern replicated across other alignment conditions, with detailed mediation effects presented in Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e.\u003c/p\u003e\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eMain and mediating effects test results\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"15\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c10\" colnum=\"10\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c11\" colnum=\"11\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c12\" colnum=\"12\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c13\" colnum=\"13\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c14\" colnum=\"14\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c15\" colnum=\"15\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"5\" nameend=\"c6\" namest=\"c2\"\u003e\u003cp\u003eOccupational delayed gratification\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"9\" nameend=\"c15\" namest=\"c7\"\u003e\u003cp\u003eEmployees' well-being\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eM1\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eM2\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eM3\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eM4\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003eM5\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003eM6\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c8\"\u003e\u003cp\u003eM7\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c9\"\u003e\u003cp\u003eM8\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c10\"\u003e\u003cp\u003eM9\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c11\"\u003e\u003cp\u003eM10\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c12\"\u003e\u003cp\u003eM11\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c13\"\u003e\u003cp\u003eM12\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c14\"\u003e\u003cp\u003eM13\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c15\"\u003e\u003cp\u003eM14\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eConstants\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e4.451\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e7.010\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e4.826\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e10.032\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e3.271\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e2.111\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e2.995\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e9.737\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c10\"\u003e\u003cp\u003e6.665\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e5.136\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c12\"\u003e\u003cp\u003e2.765\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e\u003cp\u003e3.539\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c14\"\u003e\u003cp\u003e2.762\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e3.992\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eControl variables\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c15\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003esex\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.044\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.108\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.251\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.631\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.025\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.193\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e-0.393\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e-0.551\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c10\"\u003e\u003cp\u003e0.067\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e0.135\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c12\"\u003e\u003cp\u003e-0.348\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e\u003cp\u003e-0.177\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c14\"\u003e\u003cp\u003e-0.237\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e-0.227\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eage\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e-0.089\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.055\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.010\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.255\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.069\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.040\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e-0.008\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e-0.044\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c10\"\u003e\u003cp\u003e0.009\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e0.008\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c12\"\u003e\u003cp\u003e0.039\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e\u003cp\u003e-0.024\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c14\"\u003e\u003cp\u003e0.023\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e-0.003\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003elevel of education\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e-0.218\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.080\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.065\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.440\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.152\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.112\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e-0.131\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e-0.481\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c10\"\u003e\u003cp\u003e0.164\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e0.160\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c12\"\u003e\u003cp\u003e0.200\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e\u003cp\u003e0.021\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c14\"\u003e\u003cp\u003e0.057\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.032\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ehousehold registration\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.026\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.068\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.152\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.125\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.053\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.255\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e0.429\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.003\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c10\"\u003e\u003cp\u003e0.573\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e0.312\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c12\"\u003e\u003cp\u003e-0.037\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e\u003cp\u003e0.077\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c14\"\u003e\u003cp\u003e-0.163\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e-0.183\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eDependent variables\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c15\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ehigh-high\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.308\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e0.298\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.344\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c15\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003elow-low\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.472\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c10\"\u003e\u003cp\u003e-0.346\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e-0.358\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c15\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ehigh-low\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.366\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c12\"\u003e\u003cp\u003e-0.168\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e\u003cp\u003e-0.270\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c15\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003elow-high\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.081\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c14\"\u003e\u003cp\u003e0.157\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.087\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eMediator variable\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c15\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eOccupational delayed gratification\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.274\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e0.446\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e\u003cp\u003e0.313\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e-0.376\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{R}^{2}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.311\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.591\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.486\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.717\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.501\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.073\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e0.247\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.451\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c10\"\u003e\u003cp\u003e0.179\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e0.369\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c12\"\u003e\u003cp\u003e0.779\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e\u003cp\u003e0.821\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c14\"\u003e\u003cp\u003e0.193\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.361\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:Adj-{R}^{2}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.308\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.386\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.336\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.686\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.251\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.070\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e0.129\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.085\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c10\"\u003e\u003cp\u003e0.021\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e0.218\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c12\"\u003e\u003cp\u003e0.755\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e\u003cp\u003e0.798\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c14\"\u003e\u003cp\u003e0.037\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.130\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eF\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e124.761\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e110.437\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e102.219\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e140.646\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e85.043\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e21.854\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e32.293\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e30.443\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c10\"\u003e\u003cp\u003e14.973\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e30.816\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c12\"\u003e\u003cp\u003e32.433\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e\u003cp\u003e34.507\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c14\"\u003e\u003cp\u003e14.342\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e25.089\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003ctfoot\u003e\u003ctr\u003e\u003ctd colspan=\"15\"\u003eNotes: high-high is high objective-high subjective, low-low is low objective-low subjective, high-low is high objective-low subjective, low-high is low objective-high subjective.\u003c/td\u003e\u003c/tr\u003e\u003c/tfoot\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e(\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e)\u003cb\u003eModerating effect test\u003c/b\u003e\u003c/p\u003e\u003cp\u003eThe test of moderating effects was conducted in Study 1, the test results are shown in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e. M19 and M22 indicated that Organizational support climate positively moderated the relationship between \u0026ldquo;high-high\u0026rdquo; context (r\u0026thinsp;=\u0026thinsp;0.269, p\u0026thinsp;\u0026lt;\u0026thinsp;0.01), \u0026ldquo;low-high\u0026rdquo; context (r\u0026thinsp;=\u0026thinsp;0.140, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) and Occupational delayed gratification; on the basis of models M16 and M17, Organizational support climate negatively moderated the relationship between \u0026ldquo;low-low\u0026rdquo; context (M20, r=-0.437, p\u0026thinsp;\u0026lt;\u0026thinsp;0.05), \u0026ldquo;high-low\u0026rdquo; context (M21, b=-0.439, p\u0026thinsp;\u0026lt;\u0026thinsp;0.01) and Occupational delayed gratification, which verified Hypothesis \u003cspan refid=\"FPar4\" class=\"InternalRef\"\u003e4\u003c/span\u003e. From Fig.\u0026nbsp;\u003cspan refid=\"Fig3\" class=\"InternalRef\"\u003e3\u003c/span\u003e and Fig.\u0026nbsp;\u003cspan refid=\"Fig6\" class=\"InternalRef\"\u003e6\u003c/span\u003e, it can be seen that the positive moderating effect of high Organizational support climate is stronger than that of low Organizational support climate. As can be seen in Fig.\u0026nbsp;\u003cspan refid=\"Fig4\" class=\"InternalRef\"\u003e4\u003c/span\u003e and Fig.\u0026nbsp;\u003cspan refid=\"Fig5\" class=\"InternalRef\"\u003e5\u003c/span\u003e, the negative moderating effect of high Organizational support climate is stronger than that of low Organizational support climate, which further verified Hypothesis \u003cspan refid=\"FPar4\" class=\"InternalRef\"\u003e4\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eModerated effects test results\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"9\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"8\" nameend=\"c9\" namest=\"c2\"\u003e\u003cp\u003eOccupational delayed gratification\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eM15\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eM16\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eM17\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eM18\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003eM19\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003eM20\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c8\"\u003e\u003cp\u003eM21\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c9\"\u003e\u003cp\u003eM22\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003esex\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e-0.220\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.440\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.516\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.033\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.024\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.192\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e0.409\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.041\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eage\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e-0.010\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.050\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.195\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.062\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.029\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.032\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e-0.166\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e-0.058\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003elevel of education\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.075\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.373\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.543\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.135\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.124\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.622\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e-0.469\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e-0.118\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ehousehold registration\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e-0.156\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.991\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.392\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.087\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.045\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.468\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e0.295\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e-0.059\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eindependent variable\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ehigh objective-high subjective\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.149\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.393\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003elow objective-low subjective\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.568\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.088\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ehigh objective-low subjective\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.491\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e-0.492*\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003elow objective-high subjective\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.093\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.088\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003emoderator variable\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eOrganizational support climate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.046\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.200\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.171\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.207\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.335\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.090\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e-0.314\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.190\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003einteraction term\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u0026ldquo;high-high\u0026rdquo; \u0026times; Organizational support climate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.269\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u0026ldquo;low-low\u0026rdquo; \u0026times; Organizational support climate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.437\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u0026ldquo;high-low\u0026rdquo; \u0026times; Organizational support climate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e-0.439\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u0026ldquo;low-high\u0026rdquo; \u0026times; Organizational support climate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.140\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\varvec{R}}^{2}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.236\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.653\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.759\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.307\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.514\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.769\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e0.781\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.306\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:\\varvec{A}\\varvec{d}\\varvec{j}-{\\varvec{R}}^{2}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.053\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.422\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.727\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.303\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.372\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.568\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e0.746\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.302\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eF\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e4.287\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e13.742\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e23.588\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e14.272\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e3.627\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e3.814\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e\u003cp\u003e22.402\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e74.011\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e(\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e)\u003cb\u003eModerated mediation test\u003c/b\u003e\u003c/p\u003e\u003cp\u003eAccording to Hayes et al. (2013), the test results are shown in Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e. In the test results, it shows that Organizational support climate is verified in both high and low climates. However, the moderating effect of low Organizational support climate is not significant in the path of \u0026ldquo;low objective-low subjective \u0026rarr; Occupational delayed gratification \u0026rarr; Employees' well-being\u0026rdquo;, the effect value is -1.631, 95% confidence interval CI [-3.092,0.169], which contains 0, so it is not significant, so Hypothesis \u003cspan refid=\"FPar4\" class=\"InternalRef\"\u003e4\u003c/span\u003e received partial support.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eResults of Bootstrap (5000 samples) test of mediated role of moderated\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"6\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003ePath\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eeffect value\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eSE\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eLLCI\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003eULCI\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003ehigh objective-high subjective \u003cb\u003e\u0026rarr;\u003c/b\u003eOccupational delayed gratification \u003cb\u003e\u0026rarr;\u003c/b\u003eEmployees' well-being\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003elow Organizational support climate\u003cb\u003e(-SD)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.329\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.581\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.861\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e1.519\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003ehigh Organizational support climate\u003cb\u003e(+SD)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e1.451\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.774\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.133\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e3.036\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003elow objective-low subjective \u003cb\u003e\u0026rarr;\u003c/b\u003eOccupational delayed gratification \u003cb\u003e\u0026rarr;\u003c/b\u003eEmployees' well-being\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003elow Organizational support climate\u003cb\u003e(-SD)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-1.631\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.671\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-3.092\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.169\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003ehigh Organizational support climate\u003cb\u003e(+SD)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.076\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.766\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-1.744\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-1.593\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003ehigh objective-low subjective \u003cb\u003e\u0026rarr;\u003c/b\u003eOccupational delayed gratification \u003cb\u003e\u0026rarr;\u003c/b\u003eEmployees' well-being\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003elow Organizational support climate\u003cb\u003e(-SD)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.444\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.084\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.614\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.275\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003ehigh Organizational support climate\u003cb\u003e(+SD)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.056\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.052\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.356\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.145\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003elow objective-high subjective \u003cb\u003e\u0026rarr;\u003c/b\u003eOccupational delayed gratification \u003cb\u003e\u0026rarr;\u003c/b\u003eEmployees' well-being\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003elow Organizational support climate\u003cb\u003e(-SD)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.069\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.013\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.045\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.096\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003ehigh Organizational support climate\u003cb\u003e(+SD)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.020\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.005\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.010\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.030\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec8\" class=\"Section2\"\u003e\u003ch2\u003e3.3 Conclusion and discussion\u003c/h2\u003e\u003cp\u003eIn study 1, the results show that \u0026ldquo;high objective-high subjectivity\u0026rdquo; has a positive effect on Employees' well-being, while \u0026ldquo;low objective-low subjectivity\u0026rdquo; has negative effect on Employees' well-being, and Hypothesis \u003cspan refid=\"FPar1\" class=\"InternalRef\"\u003e1\u003c/span\u003e is verified. \u0026ldquo;high objective-low subjective\u0026rdquo; and \u0026ldquo;low objective-high subjective\u0026rdquo; have a significant effect on Employees' well-being, and hypothesis \u003cspan refid=\"FPar2\" class=\"InternalRef\"\u003e2\u003c/span\u003e is verified. Occupational delay gratification partially mediated the relationship between all four alignment conditions and employee well-being, thereby supporting Hypothesis \u003cspan refid=\"FPar3\" class=\"InternalRef\"\u003e3\u003c/span\u003e. In addition, Organizational support climate moderated the relationship between the four different matching contexts of subjective perception and objective family socioeconomic status during childhood and Employees' well-being, which in turn affected Employees' well-being, Hypothesis \u003cspan refid=\"FPar4\" class=\"InternalRef\"\u003e4\u003c/span\u003e was tested. The data of Study 1 comes from the China Family Tracking Survey (2020), which is a kind of panel data, and the research object involves a wide range and is representative. However, there is only one representative question for each variable, in order to make up for the problem of a single item for the measurement of the variables in Study 1, and to improve the credibility of the study, in Study 2, according to the content of the study, we select the scales that are mature and widely used both at home and abroad and questionnaires were distributed to conduct the survey to make up for the shortcomings in Study 1.\u003c/p\u003e\u003c/div\u003e"},{"header":"4. Study 2","content":"\u003cdiv id=\"Sec10\" class=\"Section2\"\u003e\u003ch2\u003e4.1 Sample and procedures\u003c/h2\u003e\u003cp\u003eIn Study 2, data were collected primarily through a three-wave questionnaire survey, at time 1 to get the data of Employees' demographic information, objective and subjective perception of family socioeconomic status during childhood, at time 2 mainly to get the data of Occupational delayed gratification and Organizational support climate, the same time at time 3 to get the data of Employees' well-being, 526 questionnaires are obtained, and after excluding the invalid questionnaires, finally 483 valid questionnaires were obtained, with a recovery rate of 91.83%. In the final sample data obtained, males accounted for 51.76%, with a relatively even gender distribution; age is mostly concentrated in 26\u0026ndash;35 years old, with a proportion of 52.59%; 56.11% of the highly educated with bachelor's degree or above; 41.61% of the agricultural household; and 31.68% of those with more than 10 years of working experience.\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec11\" class=\"Section2\"\u003e\u003ch2\u003e4.2 Measures\u003c/h2\u003e\u003cp\u003eThe scales used in Study 2 are well-established scales at home and abroad and are widely used with good reliability and validity as follows.\u003c/p\u003e\u003cp\u003e\u003cem\u003eSubjective perceived family socioeconomic status during childhood\u003c/em\u003e. A 4-item scale developed by Wang et al. (2017) was primarily used, representing questions such as, \u0026ldquo;In childhood, parents had a high social status in the local area.\u0026rdquo; using a 7-point Likert scale, where 1\u0026thinsp;=\u0026thinsp;completely disagree and 7\u0026thinsp;=\u0026thinsp;completely agree. The Cronbach\u0026prime;s α value for the scale in this study was 0.934.\u003c/p\u003e\u003cp\u003e\u003cem\u003eObjective family socioeconomic status during childhood\u003c/em\u003e. Previous studies have used parents' occupation, education level, and salary as measures because parents' salary is difficult to obtain, so general studies only measure the occupation and education level of individual parents (Sun,1999). Educational attainment is divided into four categories: junior high school and below, senior high school or secondary school, junior college, and university and above, which are assigned a score of 1\u0026ndash;4, with higher scores representing higher educational attainment; occupational classification is divided into 8 categories according to the International Standard Classification of Occupations (ISCO, 2010), with higher scores representing higher positions. The parent with higher scores in occupational class and education level was included in the calculation, and the four indicators were combined into two indicators and standardized (Qu et al.,2013), with higher scores representing higher objective family socioeconomic status during childhood. The Cronbach\u0026prime;s α value for the scale in this study was 0.830.\u003c/p\u003e\u003cp\u003e\u003cem\u003eOccupational delayed gratification\u003c/em\u003e. The scale developed by Liu (2007) was used, with eight items, represented by the following question, \u0026ldquo;As long as there is room for development in the organization, it doesn't matter if you start as a small staff or start from scratch.\u0026rdquo; A 7-point Likert scale was used, with 1\u0026thinsp;=\u0026thinsp;completely disagree and 7\u0026thinsp;=\u0026thinsp;completely agree. The Cronbach\u0026prime;s α value for the scale in this study was 0.867.\u003c/p\u003e\u003cp\u003e\u003cem\u003eEmployees' well-being\u003c/em\u003e. A scale developed by Diener et al. (1985) on Employees' well-being was used, representing questions such as, \u0026ldquo;My social relationships are supportive and rewarding.\u0026rdquo; A 7-point Likert scale was used, where 1\u0026thinsp;=\u0026thinsp;completely disagree and 7\u0026thinsp;=\u0026thinsp;completely agree. The Cronbach\u0026prime;s α value for the scale in this study was 0.919.\u003c/p\u003e\u003cp\u003e\u003cem\u003eOrganizational support climate\u003c/em\u003e. Drawing on the Organizational support climate scale developed by Ding (2018), representative question items such as, \u0026ldquo;The company respects my personal life and work goals and values.\u0026rdquo; A 7-point Likert scale was used, with 1\u0026thinsp;=\u0026thinsp;completely disagree and 7\u0026thinsp;=\u0026thinsp;completely agree. The Cronbach\u0026prime;s α value for the scale in this study was 0.887.\u003c/p\u003e\u003cp\u003e\u003cem\u003eControls\u003c/em\u003e. Based on previous studies this study selected sex, age, level of education, household registration, and employee organizational tenure as control variables.\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec12\" class=\"Section2\"\u003e\u003ch2\u003e4.3 Data analysis and results\u003c/h2\u003e\u003cp\u003e(\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e)\u003cb\u003eHomology analysis of variance (ANOVA)\u003c/b\u003e\u003c/p\u003e\u003cp\u003eIn Study 2, the results of the data showed that the total variance explained by the first common factor was 31.528% (\u0026lt;\u0026thinsp;40%), which indicated that there was no serious common methodological bias among the questionnaire scale items in Study 2.\u003c/p\u003e\u003cp\u003e(\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e)\u003cb\u003eValidation factor analysis\u003c/b\u003e\u003c/p\u003e\u003cp\u003eThe results showed that the fit validity of the five-factor model (\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\chi\\:}^{2}/df=1.957\u0026lt;3\\)\u003c/span\u003e\u003c/span\u003e,RMSEA=0.045\u0026lt;0.10, CFI=0.976\u0026gt;0.9, TLI=0.957\u0026gt;0.9, SRMR=0.029\u0026lt;0.05) was significantly better than that of the other factor models, which indicated that the measurement instrument in Study 2 had good discriminant validity (Detailed analytical results are presented in the supplementary materials).\u003c/p\u003e\u003cp\u003e(\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e)\u003cb\u003eDescriptive statistics and correlation analysis\u003c/b\u003e\u003c/p\u003e\u003cp\u003eFrom Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e, it can be seen that subjectively perceived family socioeconomic status during childhood is significantly and positively correlated with Occupational delayed gratification (r\u0026thinsp;=\u0026thinsp;0.408, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), Employees' well-being (r\u0026thinsp;=\u0026thinsp;0.442, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), and Organizational support climate (r\u0026thinsp;=\u0026thinsp;0.441, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), whereas objectively perceived family socioeconomic status during childhood is significantly and positively correlated with Occupational delayed gratification (r=- 0.426, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), Employees' well-being (r=-0.510, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) and Organizational support climate (r=-0.466, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) showed significant negative correlation, Occupational delayed gratification significantly and positively affects Employees' well-being (r\u0026thinsp;=\u0026thinsp;0.517, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), and Organizational support climate also showed positive correlation with Occupational delayed gratification (r\u0026thinsp;=\u0026thinsp;0.504, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). From the results, it can be seen that the subjective perception and objective family socioeconomic status during childhood appear diametrically opposed to the effect of other variables, so based on this result it is necessary to discuss the results of the impact of subjective perceptions and objective different matching situations on other variables, and to explore the mechanisms involved.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eDescriptive statistics and correlation analysis\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"11\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c10\" colnum=\"10\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c11\" colnum=\"11\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003e2\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003e3\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003e4\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003e5\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003e6\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c8\"\u003e\u003cp\u003e7\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c9\"\u003e\u003cp\u003e8\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c10\"\u003e\u003cp\u003e9\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c11\"\u003e\u003cp\u003e10\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e1.sex\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e2.age\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e-0.025\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e3.level of education\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.034\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e-0.041\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e4.household registration\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.033\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e-0.035\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.044\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e5.employee organizational tenure\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e-0.035\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0.825\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.038\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e-0.017\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e6.Subjective perceived family socioeconomic status during childhood\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.020\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0.052\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.008\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e-0.032\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e0.064\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e7.Objective family socioeconomic status during childhood\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.033\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e-0.066\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.011\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e-0.061\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e-0.039\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e-0.384\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e8.Occupational delayed gratification\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.010\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0.121\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.042\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e-0.075\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e0.120\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.408\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e-0.426\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e9.Employees' well-being\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e-0.019\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0.060\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e0.011\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e-0.059\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e0.073\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.442\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e-0.510\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e0.517\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e10.Organizational support climate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e-0.015\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0.046\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.006\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e0.049\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e0.021\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.441\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e-0.466\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e0.504\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u003cp\u003e0.535\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eMean\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e1.48\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e4.21\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e3.36\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e1.58\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e3.28\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e5.09\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e2.81\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e5.07\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u003cp\u003e5.03\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u003cp\u003e5.11\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eSD\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.5\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e1.94\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e1.06\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e0.49\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e1.42\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e1.6\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e1.24\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e1.25\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u003cp\u003e1.14\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u003cp\u003e1.13\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e(\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e)\u003cb\u003eHypothesis testing\u003c/b\u003e\u003c/p\u003e\u003cp\u003eWhen doing polynomial regression and response surface test, the analysis showed that the sample size of subjective perceived family socioeconomic status during childhood is greater than objective family socioeconomic status during childhood (X\u0026thinsp;\u0026gt;\u0026thinsp;Y) is 60.87%, and the sample size of X\u0026thinsp;\u0026lt;\u0026thinsp;Y is 35.61%, which is greater than the threshold value of 10%, which can be analyzed as follows (Li et al.,2020).\u003c/p\u003e\u003cp\u003e\u003cb\u003eA main effect test of different matches between objective and subjective perceptions of family socioeconomic status during childhood and Employees' well-being\u003c/b\u003e. The results of the multinomial regression are shown in Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e. Model 2 adds SSS squared, SSS\u0026times;OSS and OSS squared terms on the basis of Model 1, and the stereo figure of the response surface plotted according to Model 2 shows a concave-convex surface(Fig.\u0026nbsp;\u003cspan refid=\"Fig7\" class=\"InternalRef\"\u003e7\u003c/span\u003e), and the slope of the line of consistency along the front foot to the back foot is significantly positive (\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b1+b2=0.321,p\u0026lt;0.05\\)\u003c/span\u003e\u003c/span\u003e), which suggests that the more consistent the degree of consistency, the higher the Employees' well-being, and the stronger the effect of the \u0026ldquo;high - high\u0026rdquo; situation than the \u0026ldquo;low - low\u0026rdquo; situation on Employees' well-being, Hypothesis \u003cspan refid=\"FPar1\" class=\"InternalRef\"\u003e1\u003c/span\u003e is verified.\u003c/p\u003e\u003cp\u003eThe slope of the inconsistency line along the left foot to the right foot is significantly negative (\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b1-b2=-0.291,p\u0026lt;0.001\\)\u003c/span\u003e\u003c/span\u003e), indicating that the more inconsistent the match is, the higher the Employees' well-being is, and the \u0026ldquo;low objective-high subjective\u0026rdquo; context has a stronger impact on Employees' well-being than the \u0026ldquo;high objective-low subjective\u0026rdquo; context, Hypothesis \u003cspan refid=\"FPar2\" class=\"InternalRef\"\u003e2\u003c/span\u003e is verified.\u003c/p\u003e\u003cp\u003e\u003cb\u003eMediating role test for Occupational delayed gratification\u003c/b\u003e. The results of the effect of objective and subjective perceived family socioeconomic status during childhood on Occupational delayed gratification are shown in Model 4 in Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e, where the curvature of the line of consistency (\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b3+b4+b5=0.194,p\u0026lt;0.05\\)\u003c/span\u003e\u003c/span\u003e, 95% confidence interval [0.039,0.350], excluding 0) and the curvature of the line of incongruence (\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b3-b4+b5=0.256,p\u0026lt;0.001\\)\u003c/span\u003e\u003c/span\u003e, 95% confidence interval [0.160,0.352], not including 0) were both significant and positive, indicating that both objectively and subjectively perceived different matching contexts for family socioeconomic status during childhood had a significant effect on Occupational delayed gratification.\u003c/p\u003e\u003cp\u003eBased on the above analysis, the polynomial regression coefficients of \u003cimg src=\"data:image/png;base64,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\" width=\"208\" height=\"37\"\u003e in Model 4 of Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e were multiplied and summed with their original values as a test of matching consistency according to Edwards et al.(2009). The results show that, as shown in Table\u0026nbsp;\u003cspan refid=\"Tab7\" class=\"InternalRef\"\u003e7\u003c/span\u003e, the direct effect of objective and subjective perceived family socioeconomic status consistency during childhood on Employees' well-being is 0.197, 95% confidence interval [0.158,0.236], excluding 0. The indirect effect of Occupational delayed gratification is 0.075, 95% confidence interval [0.052,0.102], which also does not contain 0 in the interval, which shows that Occupational delayed gratification plays a partially mediating role between objective and subjectively perceived socioeconomic status during childhood and Employees' well-being, Hypothesis \u003cspan refid=\"FPar3\" class=\"InternalRef\"\u003e3\u003c/span\u003e was verified and the response surface was plotted as shown in Fig.\u0026nbsp;\u003cspan refid=\"Fig8\" class=\"InternalRef\"\u003e8\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cb\u003eOrganizational support climate moderating effect test\u003c/b\u003e. In Table \u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e, Model 5 added the moderating variable Organizational support climate to model 4, and \u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{R}^{2}\\)\u003c/span\u003e\u003c/span\u003e increased from 0.365 to 0.443, \u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\Delta\\:}{R}^{2}\\)\u003c/span\u003e\u003c/span\u003e=0.078, p\u0026lt;0.001, and the results showed a significant moderating effect. And the response surface (Fig.\u0026nbsp;\u003cspan refid=\"Fig9\" class=\"InternalRef\"\u003e9\u003c/span\u003e) consistency line curvature (\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b3+b4+b5=0.367,p\u0026lt;0.001\\)\u003c/span\u003e\u003c/span\u003e, 95% confidence interval [0.236,0.499], excluding 0) was significantly positive, but the consistency line slope (\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b1+b2=-0.517,p\u0026lt;0.05\\)\u003c/span\u003e\u003c/span\u003e) was significantly negative, indicating that Organizational support climate has a significant effect on the family socioeconomic during childhood in terms of the objective and subjective perceived This suggests that organizational supportive climate has a moderating effect on the relationship between objective and subjective perceived family socioeconomic status congruence and Occupational delayed gratification in childhood, with a stronger moderating effect on the \u0026ldquo;high-high\u0026rdquo; context than the \u0026ldquo;low-low\u0026rdquo; context. The curvature of the response surface inconsistency line (\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b3-b4+b5=0.027,p\u0026gt;0.05\\)\u003c/span\u003e\u003c/span\u003e, 95% confidence interval [-0.113,0.166], include 0) was not significant, but the slope of the inconsistency line (\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b1-b2=0.407,p\u0026lt;0.01\\)\u003c/span\u003e\u003c/span\u003e, 95% confidence interval [0.173,0.641], excluding 0) suggested that Organizational support climate had a significant effect on This suggests that organizational supportive climate has a moderating effect on the relationship between objectively and subjectively perceived family socioeconomic status inconsistency and Occupational delayed gratification during childhood, and that the moderating effect is stronger in the \u0026ldquo;low-high\u0026rdquo; than in the \u0026ldquo;high-low\u0026rdquo; context, and that Hypothesis \u003cspan refid=\"FPar4\" class=\"InternalRef\"\u003e4\u003c/span\u003e has been verified.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab6\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 6\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003ePolynomial regression results\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"6\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eModel1\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eModel 2\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eModel 3\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eModel 4\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003eModel 5\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" morerows=\"1\" nameend=\"c3\" namest=\"c2\" rowspan=\"2\"\u003e\u003cp\u003eEmployees' well-being\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"3\" nameend=\"c6\" namest=\"c4\"\u003e\u003cp\u003eOccupational delayed gratification\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003eOrganizational support climate\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003econstant\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e5.020\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.574\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.027\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-4.024\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.475\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eindependent variable\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eSSS(\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:\\text{X}\\)\u003c/span\u003e\u003c/span\u003e)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.206\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.315\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.225\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.068\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.260\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eOSS(\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:\\text{Y}\\)\u003c/span\u003e\u003c/span\u003e)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e-0.368\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.606\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.321\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.771\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.146\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eSSS squared(\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{\\text{{\\rm\\:X}}}^{2}\\)\u003c/span\u003e\u003c/span\u003e)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.109\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.029\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.093\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eSSS\u0026times;OSS(\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:\\text{{\\rm\\:X}}\\times\\:Y\\)\u003c/span\u003e\u003c/span\u003e)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.064\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.267\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.153\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eOSS squared(\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{Y}^{2}\\)\u003c/span\u003e\u003c/span\u003e)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.191\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.223\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.094\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:{R}^{2}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.331\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.430\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.252\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.365\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.443\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eRSA\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eFirst spindle\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eintercept(p10)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e1.580\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-3.683\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-3.674\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eslope(p11)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e2.907\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-3.968\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e2.935\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003econsistency line\u003c/b\u003e: \u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:\\varvec{X}=\\varvec{Y}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eslope(\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b1+b2\\)\u003c/span\u003e\u003c/span\u003e)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.321\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.160\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e-0.517\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ecurvature(\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b3+b4+b5\\)\u003c/span\u003e\u003c/span\u003e)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.364\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.194\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.367\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003einconsistency line\u003c/b\u003e: \u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:\\varvec{X}=-\\varvec{Y}\\)\u003c/span\u003e\u003c/span\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eslope(\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b1-b2\\)\u003c/span\u003e\u003c/span\u003e)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.291\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.664\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.407\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ecurvature(\u003cspan class=\"InlineEquation\"\u003e\u003cspan class=\"mathinline\"\u003e\\(\\:b3-b4+b5\\)\u003c/span\u003e\u003c/span\u003e)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.236\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.256\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.027\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab7\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 7\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eOccupational delayed gratification mediation test\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"6\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eEffect Category\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eEstimate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eSE\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c6\" namest=\"c5\"\u003e\u003cp\u003e95%CI\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eLower\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003eUpper\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e\u003cp\u003e\u003cb\u003eEmployees' well-being\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003edirect effect\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0.197\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e0.020\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e0.158\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e0.236\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eindirect effect\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0.075\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e0.012\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e0.052\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e0.102\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003etotal effect\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0.272\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e0.018\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e0.237\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e0.308\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003cb\u003eModerated mediation utility test\u003c/b\u003e. Table\u0026nbsp;\u003cspan refid=\"Tab8\" class=\"InternalRef\"\u003e8\u003c/span\u003e and Fig.\u0026nbsp;\u003cspan refid=\"Fig10\" class=\"InternalRef\"\u003e10\u003c/span\u003e show the moderating effect of high and low organizational support climate on the path \u0026ldquo;Objective and subjective perceived family socioeconomic status during childhood \u0026rarr; Occupational delayed gratification \u0026rarr; Employees' well-being\u0026rdquo;, and the results show that the effect value of the low Organizational support climate group is 0.026, IC is [0.008, 0.048], while the effect value of the high Organizational support climate group is 0.049, IC is [0.026,0.077], indicating that the higher the Organizational support climate, the higher the moderating effect.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab8\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 8\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eResults of the analysis of the mediated effects of the regulated\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"6\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003ePath\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eEstimate\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eSE\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eLLCI\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003eULCI\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eObjective and subjective perceived family socioeconomic status during childhood \u0026rarr; Occupational delayed gratification \u0026rarr; Employees' well-being\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003elow Organizational support climate\u003cb\u003e(-SD)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.026\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.010\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.008\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.048\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003ehigh Organizational support climate\u003cb\u003e(+SD)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.049\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.013\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e0.026\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.077\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec13\" class=\"Section2\"\u003e\u003ch2\u003e4.4 Discussion\u003c/h2\u003e\u003cp\u003eStudy 2 used a questionnaire for data collection, which compensated for the single variable measurement question of Study 1, and Study 2 mainly used polynomial regression and response surface analysis to analyze the data, and the results of the study replicated the results of Study 1, verified the four hypotheses put forward in this study, and supplemented the empirical study of Study 1.\u003c/p\u003e\u003c/div\u003e"},{"header":"5. Conclusion and Future Research","content":"\u003cdiv id=\"Sec15\" class=\"Section2\"\u003e\u003ch2\u003e5.1 Conclusions of the study\u003c/h2\u003e\u003cp\u003eBuilding upon our integrated analysis, this study reveals that childhood socioeconomic status (SES) exerts profound and lasting effects on employee well-being, with objective family background alone insufficient to fully predict workplace well-being\u0026mdash;subjective perceptions play a critical moderating role. Grounded in life history theory, we demonstrate distinct well-being outcomes across SES congruence patterns: (a) reinforced advantage (\u0026ldquo;high objective-high subjective\u0026rdquo; alignment enhances well-being), (b) double disadvantage (\u0026ldquo;low objective-low subjective\u0026rdquo; pairing exacerbates negative effects), (c) cognitive dominance (subjective perception overrides objective reality in \u0026ldquo;high objective-low subjective\u0026rdquo; mismatch, reducing well-being), and (d) resilience effect (\u0026ldquo;low objective-high subjective\u0026rdquo; incongruence yields paradoxical benefits). Occupational delayed gratification serves as the key mediator\u0026mdash;congruent high-SES and resilient low-SES individuals employ future-oriented strategies, whereas disadvantaged groups resort to immediate gratification for transient relief. Importantly, organizational support climate buffers these effects by strengthening delay capacity, as evidenced by our multilevel analysis. These findings advance theoretical discourse on resource-congruence mechanisms while offering actionable insights for targeted HR interventions.\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec16\" class=\"Section2\"\u003e\u003ch2\u003e5.2 Theoretical significance\u003c/h2\u003e\u003cp\u003eFirst of all, due to the existence of consistent and inconsistent matching between the objective family socioeconomic status during childhood and their subjective perception, this paper matches the objective and subjective perceived family socioeconomic status during childhood of employees to study the impact on their well-being, which provides a new theoretical perspective for the study of the factors affecting Employees' well-being. The literature has studied the effects of subjectively perceived family socioeconomic status and objective family socioeconomic status during childhood on individual's well-being respectively, and the research object mostly focuses on children or adolescents groups, and there are few researches on Employees' well-being in the organization. Based on the life history theory, this paper integrates the subjective perception and objective family socioeconomic status and Employees' well-being during childhood into the same theoretical framework, studies the impact of different matching situations on Employees' well-being, and conducts the testing of hypotheses through empirical methods, which enriches the content of the existing research.\u003c/p\u003e\u003cp\u003eSecondly, grounded in life history theory, this study posits that childhood socioeconomic status (SES) shapes adult well-being through its enduring influence on decision-making processes. Specifically, individuals develop distinct behavioral strategies based on familial resource availability: Those from high-SES backgrounds accumulate resource advantages that promote long-term orientation and delayed gratification in career development, whereas low-SES individuals experience cognitive load from resource scarcity, impairing decision-making efficacy and problem-solving capacity (Robinson et al., 2017). This divergence manifests in occupational choices\u0026mdash;high-SES individuals prioritize higher-return investments, while low-SES counterparts exhibit heightened sensitivity to immediate rewards due to compensatory resource allocation mechanisms (Griskevicius et al., 2011). Based on life history theory, this paper investigates the indirect effects of subjective perception during childhood and objective family socioeconomic status on Employees' well-being from a dynamic perspective, and Occupational delayed gratification mediates the relationship between the two, expanding the application of life history theory in the study of Employees' well-being .Finally, this paper identifies Organizational support climate as an important boundary condition affecting Employees' well-being. Organizational support climate moderates the indirect relationship between objectively and subjectively perceived family socioeconomic status different matching situations during childhood of Employees' well-being through Occupational delayed gratification and their well-being, constructing a moderated mediation model. Specifically, when employees perceive that support from the organization can alleviate the pressure brought by family resource shortage or family conflict, they will tend to choose Occupational delayed gratification and give up immediate gratification; for individuals with excellent family conditions, the support from the organization will strengthen the psychological resources brought by superior family conditions, which will prompt employees to choose Occupational delayed gratification more firmly. Individuals will experience a variety of environmental changes in the process of growth, the organizational environment is another important place for organizational socialization, so this paper takes the Organizational support climate as a moderating variable can help the researchers to more accurately understand the employees' behaviors and attitudes, and the research of the mechanism of influence on Employees' well-being is more scientific.\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec17\" class=\"Section2\"\u003e\u003ch2\u003e5.3 Practical application value\u003c/h2\u003e\u003cp\u003eBased on the theoretical analysis and empirical findings of this paper, the following practical application suggestions are proposed:\u003c/p\u003e\u003cp\u003eFirst, when recruiting, enterprises should not only understand the objective family background of employees, but also measure the subjective perceived family socioeconomic status of employees, and locate the family socioeconomic status of employees through comprehensive analysis. Accordingly, enterprises can provide more personalized employee care programs, such as financial assistance, flexible work arrangements or career development planning, so as to better meet the needs of employees. For example, for the lower positioning of employees, more the pursuit of short-term interests, you can arrange sales positions or higher salaries to motivate employees to meet their immediate needs; for the higher positioning of employees can be arranged to promote the class positions or provide long-term career planning and other ways to motivate employees to meet their delayed needs.\u003c/p\u003e\u003cp\u003eSecondly, this paper finds that Occupational delayed gratification is an important path to enhance Employees' well-being. After employees enter the enterprise, it is necessary to provide employees with training on career development planning and establish a correct view of career development. The view of career development is the basis and judgment for employees to weigh their career choices, which directly affects their work behavior and performance results. Moreover, enterprises can communicate the importance of Occupational delayed gratification to employees through internal communication channels, choose delayed gratification will get greater rewards, and explain to them the relevant policies and programs of the enterprise. In addition, after implementing career development programs, companies should conduct regular monitoring to ensure that employees can see their growth and progress.\u003c/p\u003e\u003cp\u003eFinally, companies should provide employees with a strong Organizational support climate. In this environment will be more concerned about future interests and long-term development. Occupational delayed gratification is risky, when managers provide employees with various aspects of support, such as growth support, work support and belonging support, reducing the uncertainty of employees and the existence of various types of costs in the work, and further accumulating the organization's human capital, the rich resources make the employees are more willing to choose Occupational delayed gratification and seek long-term development. Individuals who choose long-term development have a higher degree of well-being perception, and have stable emotions at work, which helps the organization form a positive organizational culture and lays the foundation for the long-term development of the enterprise.\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec18\" class=\"Section2\"\u003e\u003ch2\u003e5.4 Future Research Directions\u003c/h2\u003e\u003cp\u003eFirst of all, although the dual-study design enhances the robustness of our conclusions, the self-reported measures remain susceptible to social desirability bias (Podsakoff et al., 2024) and recall bias in assessing both subjective and objective childhood socioeconomic status (Hardt et al., 2004). To further improve research validity, future studies should establish a multimodal assessment framework by integrating physiological indicators (e.g., heart rate variability [HRV] captured via wearable devices; Sanches et al., 2023), daily diary methods (Bolger et al., 2003), and organizational archival data (e.g., attendance rates, performance ratings) to achieve methodological triangulation and develop a comprehensive evaluation system.\u003c/p\u003e\u003cp\u003eSecondly, while this study elucidates the mechanisms through which the congruence between subjective and objective childhood socioeconomic status (SES) influences employee well-being from a life history theory perspective, it does not fully account for the ecological systems shaping individual development. Grounded in Bronfenbrenner's (2005) bioecological model, well-being is shaped by multilevel interactions among microsystems (e.g., parenting styles), macrosystems (e.g., cultural values), and chronosystems (e.g., policy changes). Future research should incorporate cross-cultural comparisons and examine generational moderators (e.g., how China's 'Double Reduction' policy alters parental educational investment; Zhang et al., 2024). Additionally, integrating gender role theory (Schneider et al., 2019) could reveal whether female employees develop over compensatory career strategies in response to childhood resource scarcity.\u003c/p\u003e\u003cp\u003eFinally, although this study adopts a life history theory perspective to dynamically examine the buffering role of organizational support climate in the relationship between childhood subjective-objective SES congruence and employee well-being, the underlying processes remain underexplored. Future research could leverage conservation of resources theory (Halbesleben et al., 2014) to investigate how employees from low-SES backgrounds employ psychological resource compensation mechanisms to offset early-life disadvantages. Alternatively, applying social exchange theory (Cropanzano et al., 2005) could elucidate the dynamic reciprocity between organizational support climate and organizational citizenship behaviors. We further recommend employing experience sampling methodology (Zheng et al., 2023) to track daily fluctuations in perceived organizational support, coupled with longitudinal designs to capture decade-spanning lagged effects of childhood SES, thereby constructing a more comprehensive life course-organizational context interaction model.\u003c/p\u003e\u003c/div\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003ch2\u003eCompliance with Ethical Standards\u003c/h2\u003e\u003cp\u003e\u003cb\u003eConflict of Interest\u003c/b\u003e: The corresponding author declares that there is no conflict of interest.\u003c/p\u003e\u003c/p\u003e\u003cp\u003e\u003ch2\u003eEthics statement\u003c/h2\u003e\u003cp\u003eThe studies involving humans were approved by the Ethics Committee of Shanxi University of Finance and Economics (2025-01-08). The studies were conducted with full prior ethical approval in accordance with the Declaration of Helsinki. The participants provided their written informed consent to participate in this study.\u003c/p\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eInformed consent\u003c/strong\u003e\u003cp\u003eInformed consent was obtained from all subjects involved in the study (2025-05-15).\u003c/p\u003e\u003c/p\u003e\u003ch2\u003eFunding:\u003c/h2\u003e\u003cp\u003eThe author(s) declare that financial support was received for the research and/or publication of this article. This research was funded by the National Philosophy and Social Science Fund (Key Project): No.24AGL029; the National Social Science Fund of China (Young Scientists Project): No. CIA240290; the National Education Science Planning Project (Key Project of the Ministry of Education): No. DIA240372.\u003c/p\u003e\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\u003cp\u003eL.W. Conceptualization, Formal analysis, Investigation, Methodology, Project asministration, Software, Visualization, Writing-review \u0026amp; editing.J.W. Resources, Writing-review \u0026amp; editing\u003c/p\u003e\u003ch2\u003eData Availability\u003c/h2\u003e\u003cp\u003eAll data generated or analysed during this study are included in this published article.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eFeng X Y, Han P. (2024). A Research into the Mechanism of Job Stress\u0026rsquo; Influence on Employees\u0026rsquo; Wellbeing from the Perspective of Cognitive Evaluation \u0026mdash;The Role of Work ⁃ related Rumination and Trait Mindfulness. \u003cem\u003eManagement Review. 36\u003c/em\u003e(01),175-187.\u003c/li\u003e\n\u003cli\u003eMeng X, Liu D D, Li C P, et al. (2024). The best of both worlds: Family and business? A meta-analysis of the relationship between family-supportive supervisory behavior and employee well-being. \u003cem\u003eLuojia Management Review\u003c/em\u003e, (03), 1-16.\u003c/li\u003e\n\u003cli\u003eZhang X G, Peng J, Dai X M, et al. (2024). 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Political Psychology, 2019, 40: 173-213.\u003c/li\u003e\n\u003cli\u003eHalbesleben J R B, Neveu J P, Paustian-Underdahl S C, et al. Getting to the \u0026ldquo;COR\u0026rdquo; understanding the role of resources in conservation of resources theory[J]. Journal of management, 2014, 40(5): 1334-1364.\u003c/li\u003e\n\u003cli\u003eCropanzano R, Mitchell M S. Social exchange theory: An interdisciplinary review[J]. Journal of management, 2005, 31(6): 874-900.\u003c/li\u003e\n\u003cli\u003eZheng X, Nieberle K W, Braun S, et al. Is someone looking over my shoulder? An investigation into supervisor monitoring variability, Subordinates\u0026apos; daily felt trust, and well‐being[J]. Journal of Organizational Behavior, 2023, 44(5): 818-837.\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"humanities-and-social-sciences-communications","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"palcomms","sideBox":"Learn more about [Humanities \u0026 Social Sciences Communications](http://www.nature.com/palcomms/)","snPcode":"41599","submissionUrl":"https://submission.springernature.com/new-submission/41599/3","title":"Humanities and Social Sciences Communications","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Nature AJ","inReviewEnabled":true,"inReviewRevisionsEnabled":false},"keywords":"family socioeconomic status during childhood, occupational delayed gratification, organizational supportive climate, employees' well-being","lastPublishedDoi":"10.21203/rs.3.rs-6861956/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6861956/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eAt present, the impact of family socioeconomic status during childhood on well-being is mostly focused on minors, ignoring the impact on their adulthood, especially on the well-being of employees in the workplace. And it is even rarer to study the impact of different matches of objective and subjectively perceived family socioeconomic status during childhood on employees' well-being, so based on the life history theory, and through the 2020 Family Tracking Survey (CFPS) data and a questionnaire data, the results found that: The \u0026ldquo;high objective-high subjective\u0026rdquo; and \u0026ldquo;low objective-high subjective\u0026rdquo; contexts have a positive effect on employees' well-being, while the \u0026ldquo;low objective-low subjective\u0026rdquo; and \u0026ldquo;high objective-low subjective\u0026rdquo; and \u0026ldquo;high objective-low subjective\u0026rdquo; contexts have a positive effect on employees' well-being. The \u0026ldquo;high objective-low subjective\u0026rdquo; and \u0026ldquo;low objective-high subjective\u0026rdquo; contexts have a negative effect on employees' well-being. Occupational delayed gratification partially mediated the effect, and organizational supportive climate played a borderline role between different matches of objective and subjective perceptions of family socioeconomic status and occupational delayed gratification in employees' childhood. Factors affecting employees' well-being were investigated from a dynamic and integrated perspective, enriching research in related fields and providing new perspectives for organizational managers to enhance employees' well-being.\u003c/p\u003e","manuscriptTitle":"The impact of Employees' Family Socioeconomic Status during Childhood on Their Well-Being","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-09-09 10:01:27","doi":"10.21203/rs.3.rs-6861956/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2026-03-13T14:27:05+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2026-02-15T13:08:30+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2026-01-02T02:51:51+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-12-30T15:35:49+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"27901914024065599694400233600006919116","date":"2025-12-02T01:08:14+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"141199791795513413167891532737905733503","date":"2025-12-01T12:19:12+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"319612554030452747670106667406398091993","date":"2025-11-26T23:25:40+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-09-30T14:40:35+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"242695533518829420516306326127272379990","date":"2025-09-24T18:22:00+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"138466895645774663398649820399474011246","date":"2025-09-03T09:56:21+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-09-03T08:11:03+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-09-03T07:55:05+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2025-08-21T07:53:25+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-08-20T14:20:07+00:00","index":"","fulltext":""},{"type":"submitted","content":"Humanities and Social Sciences Communications","date":"2025-08-20T14:06:20+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"humanities-and-social-sciences-communications","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"palcomms","sideBox":"Learn more about [Humanities \u0026 Social Sciences Communications](http://www.nature.com/palcomms/)","snPcode":"41599","submissionUrl":"https://submission.springernature.com/new-submission/41599/3","title":"Humanities and Social Sciences Communications","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Nature AJ","inReviewEnabled":true,"inReviewRevisionsEnabled":false}}],"origin":"","ownerIdentity":"15b5b8dd-a54c-41f7-90ee-0616756e0db3","owner":[],"postedDate":"September 9th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[{"id":54180349,"name":"Business and commerce/Business and management"},{"id":54180350,"name":"Social science/Psychology"}],"tags":[],"updatedAt":"2026-04-22T07:10:19+00:00","versionOfRecord":[],"versionCreatedAt":"2025-09-09 10:01:27","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-6861956","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6861956","identity":"rs-6861956","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}