Journal ArticleDOI
Work–family conflict, affective commitment, leadership and job satisfaction: a moderated mediation analysis
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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.read more
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References
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Consequences of Abusive Supervision
TL;DR: This paper examined the consequences of abusive supervisor behavior and found that those who perceived their supervisors to be more abusive were more likely to quit their jobs, while those who remained with their jobs were associated with lower job and life satisfaction, lower normative and affective commitment, and higher continuance commitment, conflict between work and family, and psychological distress.
Journal ArticleDOI
Perceived supervisor support: contributions to perceived organizational support and employee retention.
Robert Eisenberger,Florence Stinglhamber,Christian Vandenberghe,Ivan L. Sucharski,Linda Rhoades +4 more
TL;DR: Evidence consistent with the view that POS completely mediated a negative relationship between PSS and employee turnover is found, suggesting that supervisors, to the extent that they are identified with the organization, contribute to POS and, ultimately, to job retention.
Journal ArticleDOI
Work–family conflict, policies, and the job–life satisfaction relationship: A review and directions for organizational behavior–human resources research.
Ellen Ernst Kossek,Cynthia Ozeki +1 more
TL;DR: This article examined the relationship among work-family conflict, policies, and job and life satisfaction and found that regardless of the type of measure used, a consistent negative relationship exists among all forms of w-f conflict and job-life satisfaction.
Journal ArticleDOI
Leader-Member Exchange as a Mediator of the Relationship Between Transformational Leadership and Followers' Performance and Organizational Citizenship Behavior
TL;DR: This paper developed a model in which leader-member exchange mediated between perceived transformational leadership behaviors and followers' task performance and organizational citizenship behaviors, which is similar to ours in many ways.
Journal ArticleDOI
Work and family satisfaction and conflict: a meta-analysis of cross-domain relations.
TL;DR: A meta-analysis of the literature examining the relations among stressors, involvement, and support in the work and family domains, work-family conflict, and satisfaction outside of those domains suggests that a considerable amount of variability in family satisfaction is explained by work domain-specific variables, while job and family stress has the strongest effects on work- family conflict and cross-domain satisfaction.