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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TL;DR: This paper developed and validated short, self-report scales of work-family conflict (WFC) and family-work conflict (FWC) using conceptualizations consistent with the current literature.
Abstract: Researchers report on a 3-sample study that developed and validated short, self-report scales of work-family conflict (WFC) and family-work conflict (FWC). Using conceptualizations consistent with the current literature, the researchers offer content domains and definitions of the constructs. Advocated procedures were used to develop the scales and test dimensionality and internal consistency. Estimates of construct validity are presented by relating the scales to 16 other on- and off-job constructs. Mean-level difference tests between WFC and FWC also provide evidence of validity.
3,093 citations
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Abstract: In this essay in honor of Donald Oken, I emphasize coping as a key concept for theory and research on adaptation and health. My focus will be the contrasts between two approaches to coping, one that emphasizes style—that is, it treats coping as a personality characteristic—and another that emphasizes process—that is, efforts to manage stress that change over time and are shaped by the adaptational context out of which it is generated. I begin with an account of the style and process approaches, discuss their history briefly, set forth the principles of a process approach, describe my own efforts at measurement, and define coping and its functions from a process standpoint. This is followed by a digest of major generalizations that resulted from coping process research. The essay concludes with a discussion of special issues of coping measurement, in particular, the limitations of both coping style and process approaches and how these limitations might be dealt with. There has been a prodigious volume of coping research in the last decade or two, which I can only touch on very selectively. In this essay, I also ignore a host of important developmental issues that have to do with the emergence of coping and its cognitive and motivational bases in infants, as well as a growing literature on whether, how, and why the coping process changes with aging.
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TL;DR: Work-family enrichment as discussed by the authors is defined as the extent to which experiences in one role improve the quality of life in the other role, and it is used as a way to measure the effect of work-life transitions.
Abstract: We define work-family enrichment as the extent to which experiences in one role improve the quality of life in the other role. In this article we propose a theoretical model of work-family enrichment and offer a series of research propositions that reflect two paths to enrichment: an instrumental path and an affective path. We then examine the implications of the model for future research on the work-family enrichment process.
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TL;DR: In this paper, a study of 245 firefighters and their supervisors found that engagement mediates relationships between value congruence, perceived organizational support, and core self-evaluations, and two job performance dimensions: task performance and organizational citizenship behavior.
Abstract: We theorize that engagement, conceptualized as the investment of an individual’s complete self into a role, provides a more comprehensive explanation of relationships with performance than do well-known concepts that reflect narrower aspects of the individual’s self. Results of a study of 245 firefighters and their supervisors supported our hypotheses that engagement mediates relationships between value congruence, perceived organizational support, and core self-evaluations, and two job performance dimensions: task performance and organizational citizenship behavior. Job involvement, job satisfaction, and intrinsic motivation were included as mediators but did not exceed engagement in explaining relationships among the antecedents and performance outcomes.
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TL;DR: The LMX7 (7-item LMX) measure has the soundest psychometric properties of all instruments and is congruent with numerous empirical relationships associated with transformational leadership as discussed by the authors.
Abstract: The leader-member exchange (LMX) literature is reviewed using meta-analysis. Relationships between LMX and its correlates are examined, as are issues related to the LMX construct, including measurement and leader-member agreement. Results suggest significant relationships between LMX and job performance, satisfaction with supervision, overall satisfaction, commitment, role conflict, role clarity, member competence, and turnover intentions. The relationship between LMX and actual turnover was not significant. Leader and member LMX perceptions were only moderately related. Partial support was found for measurement instrument and perspective (i.e., leader vs. member) as moderators of the relationships between LMX and its correlates. Meta-analysis showed that the LMX7 (7-item LMX) measure has the soundest psychometric properties of all instruments and that LMX is congruent with numerous empirical relationships associated with transformational leadership. Within the broad area of organizationa l leadership, leader-member exchange (LMX) theory has evolved into one of the more interesting and useful approaches for studying hypothesized linkages between leadership processes and outcomes. First proposed by Graeri and colleagues (Dansereau, Cashman, & Graen, 1973; Dansereau, Graen, & Haga, 1975; Graen, 1976; Graen & Cashman, 1975), LMX is distinguished from other leadership theories by its focus on the dyadic relationship between a leader and a member. Unlike traditional theories that seek to explain leadership as a function of personal characteristics of the leader, features of the situation, or an interaction between the two, LMX is unique in its adoption of the dyadic relationship as the level of analysis. Although the theory has been modified and expanded
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