Crossover of work–family conflict in supervisor–subordinate dyads in India: does LMX matter?
18 Aug 2020-Vol. 9, Iss: 3, pp 373-390
TL;DR: In this article, the crossover of work-family conflict (WFC) from supervisors to subordinates employed in conventional work settings was investigated, and the crossover was found to be lower in the event of higher LMX quality.
Abstract: This study investigated the crossover of work–family conflict (WFC) from supervisors to subordinates employed in conventional work settings. The authors hypothesized that the supervisor’s WFC would impact the subordinate’s level of WFC, and the level of crossover would vary with relationship quality or LMX.,The authors surveyed a matched set of 150 supervisors and 193 subordinates from several services organizations who were recruited using a snowballing technique. Data were analysed using hierarchical regression analyses and moderation testing.,Results confirmed a significant direct crossover path. Further, the crossover was found to be lowered in the event of higher LMX quality.,The findings provide significant insights into the conditions under which transmission of WFC takes place by broadening crossover research in the work–family area. Future studies must explore the crossover of work–family enrichment and the role of leadership styles, empathy and perspective taking of subordinates in the crossover.,Supervisors must endeavour to reduce the level of WFC of subordinates by trying to build high-quality LMX by regularly interacting with them and by providing them a supportive climate. Employees in turn must support supervisors in various means, which will help them gaining manager’s trust and support.,Examination of the potential mitigating effect of high-quality LMX in the crossover of WFC in supervisor–subordinate dyads has rarely been investigated in the past.
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01 Jan 2014
TL;DR: The authors used meta-analytic path analysis to examine the relative merits of source attribution and domain specificity for both positive and negative family interactions, and the results universally supported the less popular source attribution perspective.
Abstract: 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.
59 citations
TL;DR: In this article , the authors investigated the direct and indirect effects of leadership style and gender roles on managing familial conflict, as well as how such conflict resolution affects divorce decisions and overall marital satisfaction (SF) in Qatar.
Abstract: PurposeThis study aims to investigate the direct and indirect effects of leadership style and gender roles on managing familial conflict (MFC), as well as how such conflict resolution affects divorce decisions and overall marital satisfaction (SF) in Qatar.Design/methodology/approachA 20-item questionnaire, corresponding to 20 indicators for six latent variables, was administered to 550 married couples in Qatar. The Kaiser–Meyer–Olkin measure of sampling adequacy and Bartlett's test of sphericity were calculated. The path analysis was measured using structural equation modeling.FindingsMatrimonial strategies adopted by spouses positively affected familial conflict resolution, and successfully MFC both positively affected marital SF and reduced the inclination to seek a divorce. However, men were not found to be visionary leaders in familial relationships regarding conflict resolution. Leadership gender stereotyping did not positively influence the perception of women's competency (WC). The WC did not positively affect the managing of familial conflict.Research limitations/implicationsThis study provides strategic insights regarding how MFC in Qatar influences marital SF. Understanding the determinants of divorce decisions and marital SF furthers understanding of how married couples can sustain healthy relationships.Originality/valueThis study empirically correlates three fields of family research: gender role; conflict resolution and marital SF. It explains how divorce issues have escalated in Qatar and explores the influence on modern social life of sexism, patriarchal roots and Oriental androcentrism. Many factors must be considered when examining matrimonial strategies (MSs), especially if there is debate over the ideal number of children. Strategizing models can curtail conflict that might lead to divorce.
2 citations
TL;DR: In this paper , the authors explored how the work-family conflict affects knowledge workers' innovative behavior and when such a conflict arises, and they showed that work-to-family conflicts had not only a direct negative effect on knowledge workers’ innovative behavior but also an indirect effect through spouses' within-family emotional exhaustion and knowledge workers's family to-work conflict.
Abstract:
Purpose
Innovative behavior is a microfoundation of an organization’s innovation. Knowledge workers are the main creators of innovations. With the boundaries between work and family becoming increasingly ambiguous, the purpose of this study is to explore how the work–family conflict affects knowledge workers’ innovative behavior and when such a conflict arises.
Design/methodology/approach
To test the theoretical model, this study collected data from a time-lagged matched sample of 214 dual-career couples. The data were analyzed with the bias-corrected bootstrapping method.
Findings
The results of this study showed that work-to-family conflict had not only a direct negative effect on knowledge workers’ innovative behavior but also an indirect effect through spouses’ within-family emotional exhaustion and knowledge workers’ family-to-work conflict. If wives’ gender role perceptions are traditional, then the indirect serial mediating effect is weakened, but if such perceptions are egalitarian, then the mentioned effect is aggravated.
Practical implications
In terms of organizational implications, managers could alter their approach by reducing detrimental factors such as work–family conflict to improve knowledge workers’ innovative behavior. Emotional assistance programs for both knowledge workers and their spouses can be used to prevent the detrimental effect of work–family conflict on innovative behavior. As to social implications, placing dual-career couples into a community of likeminded individuals and promoting their agreement on gender role identity will greatly reduce the negative effects of work–family conflict.
Originality/value
Starting from the perspective of the behavior outcome of knowledge management, this study advances the existing knowledge management literature by enriching the antecedents of knowledge workers’ innovative behavior, illuminating a spillover–crossover–spillover effect of work–family conflict on knowledge workers’ innovative behavior and identifying the boundary condition of this transmission process.
References
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TL;DR: Data from a sample of full-time employed individuals support some hypothesized relations between components of LMX and work– family interactions and results support the mediating role of hindrance-related stress in the relation between (a) the affect and loyalty components ofLMX and (b) work–family conflict.
Abstract: The authors examined the relations among 4 components of the leader-member exchange (LMX) relationship (i.e., contribution, affect, loyalty, and professional respect) and the level of work-family conflict and work-family facilitation that an employee experiences. Further, the authors examined the mediating role of challenge- and hindrance-related self-reported stress on relations. In doing this, the authors linked positive and negative aspects of LMX, stressors, work-family conflict, and work-family facilitation. Data from a sample of full-time employed individuals support some hypothesized relations between components of LMX and work-family interactions. Also, results support the mediating role of hindrance-related stress in the relation between (a) the affect and loyalty components of LMX and (b) work-family conflict. The authors discuss the implications and limitations of their findings.
62 citations
TL;DR: In this paper, the authors examined the role of job crafting behaviors in predicting work-family enrichment and found that employees who are able to adjust their work environment proactively by increasing structural and social job resources, increasing challenging job demands and decreasing hindering job demands would be more engaged and experience work family enrichment.
Abstract: Purpose
The purpose of this paper is to examine the role of job crafting behaviors in predicting work-family enrichment. It is hypothesized that employees who are able to adjust their work environment proactively by increasing structural and social job resources, increasing challenging job demands and decreasing hindering job demands would be more engaged and experience work-family enrichment.
Design/methodology/approach
The sample for the study consisted of 496 employees working in diverse nature of organizations in India. Structural equation modeling with the help of SPSS AMOS 20 was used for testing the study hypotheses.
Findings
The results reveal a strong relationship between job crafting and work-family enrichment experiences among employees. The study also established the role of work engagement as a mediator of the relationship between job crafting and work-family enrichment.
Research limitations/implications
The study significantly advances the underdeveloped literature on work-family enrichment by establishing job crafting as a predictor and illuminating the underlying psychological processes in a non-western collectivist culture. The study also contributes to theory building around the construct of job crafting which is still in its infancy.
Practical implications
The practitioners are encouraged to provide opportunities, support and freedom for job crafting to their employees for better work and home outcomes.
Originality/value
The present study is one of the pioneer attempts to examine how employees themselves can influence work-family enrichment by enhancing their work engagement using job crafting.
55 citations
TL;DR: In this paper, the authors investigated whether family-to-work interference experienced by the employee also affects the work outcomes of a co-worker, and they found that the employee's FWI had an effect on the co-workers' outcomes through the crossover of positive and negative work attitudes.
53 citations
TL;DR: In this article, a review of the literature on work-family conflict is presented, with the premise that support from the immediate supervisor or manager is associated with diminished work family conflict.
Abstract: Although there is a great deal of research documenting that work-family conflict is a problem, the literature offers much less in the way of practical managerial guidance. Equipped with the well-documented premise that support from the immediate supervisor or manager is associated with diminished work-family conflict, the authors aimed to bridge the science–practice gap by articulating (a) the effective ways in which a manager can demonstrate support and (b) what can be done to equip and encourage managers to be supportive. The authors' review draws on leader-member exchange theory and empirical research as well as the emerging work on idiosyncratic deals to derive five recommendations for managerial practice. Recommendations address managerial training, empowerment, and motivation, in addition to the type of context (i.e., supportive work-family culture) and tools (i.e., work-life job analysis) expected to be most useful to a manager's efforts to address employees' work-family conflict.
51 citations
TL;DR: Wang et al. as discussed by the authors investigated the crossover effects of one partner's work-family conflict (WFC) on the other partner's family satisfaction, physical well-being, and mental wellbeing.
Abstract: Purpose – The purpose of this paper is to investigate the crossover effects of one partner’s work-family conflict (WFC) on the other partner’s family satisfaction, physical well-being, and mental well-being. The study tests the moderating effect of the opposite partner’s family identity salience within the crossover process in a Chinese context. Design/methodology/approach – A self-administered questionnaire was used to collect matched data from 212 Chinese dual-earner couples. Hierarchical multiple regression analysis was employed to test the research hypotheses. Findings – The results showed that there were significantly negative crossover effects of husbands’ WFC on their wives’ family satisfaction, physical well-being, and mental well-being, and vice versa. The authors found that the wives’ family identity salience mitigated the crossover effects of the husbands’ WFC, but the husbands’ family identity did not moderate the crossover effect of the wives’ WFC. Originality/value – This is the first study ...
47 citations