Drawing on COR theory, the purpose of this paper is to contribute to the scarce literature of work-family interference, workplace incivility, gender and psychological distress at the practical and academic juncture.,The linear (structural equation modeling (SEM)) and non-linear (artificial neural network (ANN)) techniques were applied to the survey data from a sample of Nigerian health workers (n=447) to investigate the relationships between the aforementioned variables.,The results from SEM and ANN revealed that work-family conflict (WFC), family-work conflict, supervisor incivility and coworker incivility have positive impacts on psychological distress. A multi-group moderation analysis suggests that women were more likely to experience psychological distress.,The work-family interference and incivility are pervasive and gendered problems in the workplace. This paper strives to enhance the understanding of the nature of the relationship in an African work setting. The implications for making the workplace better and safer are discussed.

Linking work-family interference, workplace incivility, gender and psychological distress

Researchers studying work—family conflict, and to a lesser extent work—family enrichment, have often relied on Frone, Russell, and Cooper’s domain specificity model to explain the relationships between bidirectional work—family interactions and family and job satisfaction. However, in more recent times, theorists have proposed an alternative model, the source attribution perspective, which predicts a different pattern of relationships. Using meta-analytic path analysis, the present study compared competing hypotheses to examine the relative merits of each theory for both positive and negative work—family interactions. The results universally supported the less popular source attribution perspective. The moderating role of gender in the pattern of relationships was also considered.

Reconsidering work-family interactions and satisfaction: A meta-analysis: (518422013-318)

Drawing on the resource (drain) perspective in work-family spillover theory and conservation of resources theory, the current paper studies the daily consequences of working from home for employees' work-home interface and well-being. We build an intraindividual model that investigates how working from home influences experiences of time pressure, work-family conflict, and work-related employee well-being on a daily basis. A total of 34 professional workers participated in our study and were asked to respond to 10 daily surveys in the morning, afternoon and evening, across two consecutive workweeks. In line with our hypotheses, results indicated that on days when employees worked from home, they experienced less time pressure and, in turn, they reported lower levels of work-family conflict on that particular day. Moreover, we found that experiences of work-family conflict predicted individuals' next morning engagement and exhaustion levels and affective states towards the organization they work for. We recommend organizations to encourage a work-from-home protocol aimed at protecting employee well-being.

https://onlinelibrary.wiley.com/doi/pdf/10.1002/smi.3053

Work from home today for a better tomorrow! How working from home influences work-family conflict and employees' start of the next workday

This study investigates the mechanism between work-family conflict (WFC) and job dissatisfaction by considering threat to family role as a mediator and role segment enhancement as a moderator.,The data were collected from 245 male and 245 female police officers using a questionnaire-based survey method through convenience sampling.,Results revealed that threat to family role partially mediates the association between WFC and job dissatisfaction. Role segment enhancement was also noted to weaken the association between WFC and job dissatisfaction. Moreover, the study revealed that male employees are more likely to draw a boundary between their work and family domain, which was not found in their female counterparts.,The survey for this study was conducted in a male-dominant developing country, so results may be different in developed countries. The study has theoretical and managerial implications.,This study adds value to the existing literature on work-family conflicts in the perspective of source attribution and boundary management. Further, to the best of researchers' knowledge, none of the previous studies have examined role segment enhancement and threat to family role among the police workforce.

Work-family conflict and job dissatisfaction among police officers: mediation of threat to family role and moderation of role segmentation enhancement

Police employees have to work extra during uncertain situations as they are responsible to maintain law and order. Currently, this department is facing a similar situation because of COVID-19. Therefore, this study aims at investigating how police employees' perceptions of workload imbalance their family roles and further increase their job stress and dissatisfaction. The study collected cross-sectional data from 247 constables performing their duties during lockdown because of COVID-19. Hypotheses were examined using structural equation modeling. The findings revealed that police constables' perception of workload cause work-family conflict, job stress and job dissatisfaction. In addition, work-family conflict mediates the associations of workload with job stress and job dissatisfaction. The study collected data from a single source, though Harman's single factor confirmed the absence of common method variance. This study extends the conservation of resource theory and has implications for the management and policymakers.

https://onlinelibrary.wiley.com/doi/pdf/10.1002/pa.2486

Policing in pandemic: Is perception of workload causing work-family conflict, job dissatisfaction and job stress?

Based on social role theory and a gender role orientation perspective, this study extended the two mechanisms (i.e. resource depletion and source attribution) that link work-to-family conflict to p...

Testing two mechanisms linking work-to-family conflict to individual consequences: do gender and gender role orientation make a difference?

Does work-to-family guilt mediate the relationship between work-to-family conflict and job satisfaction? Testing the moderating roles of segmentation preference and family collectivism orientation

Source attribution matters: Mediation and moderation effects in the relationship between work‐to‐family conflict and job satisfaction

From value perception to behavioural intention: Study of Chinese smallholders' pro-environmental agricultural practices.

<p id="p00005">Facing the complex challenges from the environment, if organizations want to survive and develop continuously, they must insist on innovation. Employee creative performance affects the innovation of the entire organization deeply. Thus, managers, scholars, or policymakers are paying more and more attention to employee creative performance. Among the factors that affect employees’ innovation, leadership style plays a vital role. Plenty of leadership styles (e.g., transformational, transactional, and authentic leadership) may influence employee creative performance. Which kind of leadership style has a higher correlation with employee creative performance? To answer this question, drawing on self-determination theory (SDT), we proposed a theoretical framework, to explain the differences of correlations between different leadership and employee creative performance. To begin with, we hypothesized that transformational leadership, transactional leadership, authentic leadership, ethical leadership, servant leadership, inclusive leadership, empowering leadership, and leader-member exchange are positively related to employee creative performance. Among these leadership styles, authentic leadership had the highest correlation. Then, we hypothesized in the following situations(1) when the sample comes from a country with high individualism, (2) when the creative performance is evaluated by others, and (3) when the data is collected at multiple time points, the correlations between leadership style and employee creative performance were lower. Finally, we detected the potential moderating effects of the measurement of leadership and creative performance <p id="p00010">We used meta-analysis to summarize evidences from 432 independent empirical studies (229 Chinese studies and 203 English studies, with a total sample size of 161599 to test our hypothesis. To begin with, we searched the studies from multi-databases. Then, we coded the necessary information from the previous survey studies. Next, the Hunter-Schmidt random effect meta-analysis method was used to correct statistical artifacts (e.g., measuring error and sampling error) and evaluate the true score correlations. Finally, subgroup analysis was used to detect the potential moderating effects. <p id="p00015">The results showed that: (1) transactional leadership (ρ = 0.273), ethical leadership (ρ = 0.300), transformational leadership (ρ = 0.364), servant leadership (ρ = 0.400), leader-member exchange(ρ = 0.401), empowering leadership (ρ = 0.402), inclusive leadership (ρ = 0.457), and authentic leadership (ρ = 0.475) had significant positive correlations with employee creative performance, and their correlations showed an upward trend; (2) individualism, methods of performance appraisal, the time point of data collection, measurement of leadership, measurement of employee creative performance and publication language partially moderated the relationship between leadership styles and employee creative performance. <p id="p00020">Based on the SDT, this research proposed a theoretical model to explain the different effects of different leadership styles on employee creative performance and test the model robustly based on the meta-analysis technology. Therefore, the theoretical implication of this research mainly focuses on this model. First, this research promotes the development of theories related to leadership styles and employee creative performance. Second, this research promotes the development of self-determination theory and expands the scope of application of self-determination theory. The practical implication is that, when organizations need employees to show higher creative performance, managers can try to adopt the authentic leadership style. 

Kai Zhao

Papers

Testing two mechanisms linking work-to-family conflict to individual consequences: do gender and gender role orientation make a difference?

Does work-to-family guilt mediate the relationship between work-to-family conflict and job satisfaction? Testing the moderating roles of segmentation preference and family collectivism orientation

Source attribution matters: Mediation and moderation effects in the relationship between work‐to‐family conflict and job satisfaction

From value perception to behavioural intention: Study of Chinese smallholders' pro-environmental agricultural practices.

A meta-analysis of the relationship between leadership styles and employee creative performance: A self-determination perspective