Work–family conflict, affective commitment, leadership and job satisfaction: a moderated mediation analysis
26 Jan 2021-International Journal of Productivity and Performance Management (Emerald Publishing Limited)-
TL;DR: In this paper, the role of nurturant task leadership (NTL) behavior in attenuating the negative direct effect of perceived work-family conflict (WFC) on employees' job-related attitudes has been examined in individualistic cultures.
Abstract: PurposeThe detrimental influence of perceived work–family conflict (WFC) on employees' job-related attitudes has been examined in individualistic cultures. However, this relationship needs to be studied in collectivist societies, where the “family” is a salient social institution with family-centric work ethics. This study empirically investigates the role of nurturant task leadership (NTL) behavior in attenuating (1) the negative direct effect of perceived WFC on job satisfaction and (2) the negative indirect effect of perceived WFC on job satisfaction, mediated through affective commitment (AC) on a sample of employees from a public sector bank in India.Design/methodology/approachThe study adopts a cross-sectional research design, and the data were collected from 244 executives working in the banking sector of India. The direct, indirect and moderated effects were analyzed using ordinary least squares (OLS) regression.FindingsNTL behavior was found to moderate the negative direct relationships between perceived WFC and job satisfaction as well as the negative indirect relationship between perceived WFC and job satisfaction, mediated through AC.Research limitations/implicationsThe study contributes to existing literature on WFC by introducing an important boundary condition in NTL behavior, thus providing impetus to further research in this direction through research designs that allow for causal inference and generalizability.Practical implicationsFindings from this study can provide useful pointers to organizations dealing with employee performance challenges owing to WFC. Results indicate that leaders who exhibit NTL behavior are more likely to attenuate the negative influence of WFC on employee attitudes and performance.Originality/valueThis study is among the first empirical examination of the effectiveness of NTL behavior in mitigating the negative effects of perceived WFC on job satisfaction.
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TL;DR: In this paper, a model that integrates role conflict theory and major research on organisational commitment was developed and tested to elucidate the consequences that time-, strain- and behaviour-based conflict have on job satisfaction.
Abstract: The way in which organisational commitment influences the relationship between work-family conflict and job satisfaction is a question that has produced contradictory results. We address this issue by developing and testing a model that integrates role conflict theory and major research on organisational commitment, to elucidate the consequences that time-, strain- and behaviour-based conflict have on job satisfaction. The research is based on data collected among Italian nurses, and the results show that time, and strain-based conflict are negatively related to job satisfaction. In addition, affective commitment moderates the relationship between strain-based conflict and job satisfaction, whereas normative commitment moderates the relationship between time-based conflict and job satisfaction. We discuss the implications of these results for theory and practice.
25 citations
TL;DR: In this article , the authors explored the perception of employees in textile industry firms in Northern Portugal regarding the influence of leadership and reward systems on their motivation (intrinsic and extrinsic) and job satisfaction (JS).
Abstract: Purpose This study explores the perception of employees in textile industry firms in Northern Portugal regarding the influence of leadership and reward systems (RS) on their motivation (intrinsic and extrinsic) and job satisfaction (JS). Design/methodology/approach A questionnaire was addressed to the employees of 12 firms, obtaining a sample of 256 valid responses, for which a structural equation model was estimated. Findings The results showed that leadership and RS influence JS only through the mediating effects of intrinsic and extrinsic motivation. Originality/value This study makes empirical and theoretical contributions, testing the relationship between leadership and employees' JS and how this relationship can be mediated by RS, and motivation – both intrinsic and extrinsic. Moreover, this study was conducted in Portugal, country where these issues have not been researched jointly before.
2 citations
TL;DR: In this paper , the authors investigated the relationship between resources and demands, derived from both the work and family domains, and job satisfaction and affective commitment, hypothesizing the mediating role of job crafting.
Abstract: Job satisfaction and affective commitment are key factors for individual and organizational well-being. Recent studies have highlighted the importance of job crafting, a behavior capable of generating positive results and innovation in the workplace. Using the JD-R model as the theoretical framework, the present study investigated the relationship between resources and demands, derived from both the work and family domains, and job satisfaction and affective commitment, hypothesizing the mediating role of job crafting. The sample consisted of 413 employees. Results showed that job crafting fully mediated the relationship between work-family conflict and job Satisfaction and partially mediated the relationship between supervisor support and job satisfaction. These results confirm the importance of social support, a good balance between work and family and job crafting in generating job satisfaction and influencing positive outcomes at individual, work and organizational levels.
TL;DR: In this article , the effect of charismatic leadership on affective organizational commitment of employees in accommodation establishments was examined and the mediating effect of work engagement in this relationship was measured using structural equation modeling (SEM).
Abstract: ABSTRACT
The main purpose of this study is to examine the effect of charismatic leadership on affective organizational commitment of employees in accommodation establishments and to measure the mediating effect of work engagement in this relationship. A questionnaire was conducted to collect data. Questionnaires were conveyed via e-mail, and 481 applicable questionnaires were gathered. Using the AMOS program, the research hypotheses were tested with structural equation modeling (SEM). As a result of the analysis, it was found that the charismatic leadership style of the managers has a positive and significant effect on the affective organizational commitment of employees; and work engagement has a mediating effect on the relationship between charismatic leadership and affective organizational commitment. No study has been found in the literature investigating the mediating effect of work engagement on the relationship between charismatic leadership and affective organizational commitment.
TL;DR: In this paper , the authors examined the effect of family-friendly policies and supervisor support on work-family conflict and rewards on job satisfaction and job performance in the footwear manufacturing industry in Tangerang, Banten, Indonesia.
Abstract: This study aims to examine the effect of family-friendly policies and supervisor support on work-family conflict as well as the effect of work-family conflict and rewards on job satisfaction and job performance. This study uses a quantitative approach by using a questionnaire. Questionnaires were given to 93 respondents who are employees of the footwear manufacturing industry in Tangerang, Banten. Data analysis was performed using SEM-PLS. The results showed that there was a significant effect of supervisor support and reward on work-family conflict and job satisfaction as well as the effect of job satisfaction on job performance. The results imply that employee feel more satisfied with their work and increase their performance while conflict between their work and family can be decreased caused support from their leaders.
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Abstract: The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.
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TL;DR: This article disentangle conflicting definitions of moderated mediation and describes approaches for estimating and testing a variety of hypotheses involving conditional indirect effects, showing that the indirect effect of intrinsic student interest on mathematics performance through teacher perceptions of talent is moderated by student math self-concept.
Abstract: This article provides researchers with a guide to properly construe and conduct analyses of conditional indirect effects, commonly known as moderated mediation effects. We disentangle conflicting definitions of moderated mediation and describe approaches for estimating and testing a variety of hypotheses involving conditional indirect effects. We introduce standard errors for hypothesis testing and construction of confidence intervals in large samples but advocate that researchers use bootstrapping whenever possible. We also describe methods for probing significant conditional indirect effects by employing direct extensions of the simple slopes method and Johnson-Neyman technique for probing significant interactions. Finally, we provide an SPSS macro to facilitate the implementation of the recommended asymptotic and bootstrapping methods. We illustrate the application of these methods with an example drawn from the Michigan Study of Adolescent Life Transitions, showing that the indirect effect of intrinsic student interest on mathematics performance through teacher perceptions of talent is moderated by student math self-concept.
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TL;DR: Theoretical development in this area also has undergone many refinements, and the current theory is far different from the early Vertical Dyad Linkage (VDL) work as discussed by the authors.
Abstract: Research into Leader-Member Exchange (LMX) theory has been gaining momentum in recent years, with a multitude of studies investigating many aspects of LMX in organizations. Theoretical development in this area also has undergone many refinements, and the current theory is far different from the early Vertical Dyad Linkage (VDL) work. This article uses a levels perspective to trace the development of LMX through four evolutionary stages of theorizing and investigation up to the present. The article also uses a domains perspective to develop a new taxonomy of approaches to leadership, and LMX is discussed within this taxonomy as a relationship-based approach to leadership. Common questions and issues concerning LMX are addressed, and directions for future research are provided.
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TL;DR: For instance, this article found that compliance, identification, and internalization are positively related to prosocial behaviors and negatively related to turnover in university employees and students, and that internalization is predictive of financial donations to a fund-raising campaign.
Abstract: Previous research on organizational commitment has typically not focused on the underlying dimensions of psychological attachment to the organization. Results of two studies using university employees (N = 82) and students (N = 162) suggest that psychological attachment may be predicated on compliance, identification, and internalization (e.g., Kelman, 19S8). Identification and internalization are positively related to prosocial behaviors and negatively related to turnover. Internalization is predictive of financial donations to a fund-raising campaign. Overall, the results suggest the importance of clearly specifying the underlying dimensions of commitment using notions of psychological attachment and the various forms such attachment can take. In the past decade, the construct of organizational commitment has occupied a prominent place in organizational behavior research (Mowday, Porter, & Steers, 1982; Salancik, 1977; Staw & Ross, 1978). Unfortunately, as Morrow (1983, p. 486) has pointed out, "the growth in commitment related concepts has not been accompanied by a careful segmentation of commitment's theoretical domain in terms of intended meaning of each concept or the concepts' relationships among each other." By her count, there are over 25 commitment-related concepts and measures. Staw (1977), for instance, has noted that the value of commitment as a separate construct distinct from other psychological concepts such as motivation, involvement, or behavioral intention remains to be demonstrated. What is needed are theoretical and operational definitions that clearly differentiate commitment and its components from other re
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TL;DR: A general analytical framework for combining moderation and mediation that integrates moderated regression analysis and path analysis is presented that clarifies how moderator variables influence the paths that constitute the direct, indirect, and total effects of mediated models.
Abstract: Studies that combine moderation and mediation are prevalent in basic and applied psychology research. Typically, these studies are framed in terms of moderated mediation or mediated moderation, both of which involve similar analytical approaches. Unfortunately, these approaches have important shortcomings that conceal the nature of the moderated and the mediated effects under investigation. This article presents a general analytical framework for combining moderation and mediation that integrates moderated regression analysis and path analysis. This framework clarifies how moderator variables influence the paths that constitute the direct, indirect, and total effects of mediated models. The authors empirically illustrate this framework and give step-by-step instructions for estimation and interpretation. They summarize the advantages of their framework over current approaches, explain how it subsumes moderated mediation and mediated moderation, and describe how it can accommodate additional moderator and mediator variables, curvilinear relationships, and structural equation models with latent variables.
3,624 citations