Work–Family Conflict and Job Outcomes for Construction Professionals: The Mediating Role of Affective Organizational Commitment
24 Feb 2020-International Journal of Environmental Research and Public Health (MDPI AG)-Vol. 17, Iss: 4, pp 1443
TL;DR: This study developed and tested a model, which involves the effects of work–family conflicts on job satisfaction and job performance of construction professionals, with a focus on the mediating role of affective organizational commitment, and revealed two interrelated dimensions of work-family conflicts.
Abstract: This study developed and tested a model, which involves the effects of work–family conflicts on job satisfaction and job performance of construction professionals, with a focus on the mediating role of affective organizational commitment. A structured questionnaire survey was conducted among construction professionals in China, resulting in 317 valid responses. The results, generated from structural equation modelling, revealed two interrelated dimensions of work-family conflicts, work’s interfering with family life and family life’s interfering with work. We found these two types of work-family conflicts directly, negatively affected affective organizational commitments and job satisfaction but not job performance. Additionally, affective organizational commitment positively affected job satisfaction and job performance, and mediated the effects of work–family conflicts on job satisfaction. This study advances our understanding of how or why work–family conflicts produce dysfunctional effects on employees’ job outcomes in the context of construction projects.
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02 Oct 2016
TL;DR: In this paper, a field study was conducted to understand how project managers' emotional intelligence (EI) contributes to project success using data collected from 373 project managers in the Australian defence industry, and they found evidence that job satisfaction and trust mediate the relationship between EI and project success.
Abstract: The number of complex projects is increasing across many
sectors and the associated challenges are substantial. Using a field study we aim to understand how project managers' emotional intelligence (EI) contributes to project success. We propose and test a model linking
EI to project success and examine the mediating effects of project managers' job satisfaction and trust on this relationship. Based on data collected from 373 project managers in the Australian defence industry, our results indicate that EI has a positive impact on project success, job satisfaction, and trust. Moreover, we found evidence that job satisfaction and trust mediate the relationship between EI and project success. Our findings suggest that top management should be aware of the importance of project managers' job satisfaction and trust, which can both serve to boost project success in complex project situations.
127 citations
TL;DR: In this article, the influence of internal marketing on job satisfaction, task performance, and counterproductive work behavior in the context of the COVID-19 pandemic in an emerging market, namely Romania, was investigated.
Abstract: To reduce the spread of the virus, authorities have imposed restrictive measures, such as limiting movement of individuals, shutting down non-essential stores, imposing a general or local quarantine, along with physical distancing and isolation of vulnerable people. Remote working has become the 'new normal' for many organizations, engendering further challenges for employees, who have started experiencing anxiety, technostress caused by digitalization and lack of social interaction, frustration, occupational burden, counterproductive work behavior, exhaustion, burnout, depersonalization, and increased turnover intention. All these factors, corroborated by prolonged restrictions, have contributed to a decrease in employee satisfaction, diminishing performance and generating a counterproductive behavior. Based on Social Exchange Theory, this research plans to investigate the influence of internal marketing on job satisfaction, task performance, and counterproductive work behavior in the context of the COVID-19 pandemic in an emerging market, namely Romania. Based on a quantitative research study among 850 employees, we show that internal marketing strongly and significantly impacts job satisfaction, while insignificantly impacting task performance and counterproductive work behavior. Job satisfaction actuates task performance in a significant and positive manner, contributing to a reduction in counterproductive work behaviors. This paper highlights the effects of internal marketing orientation on job satisfaction, and the effects of job satisfaction on job performance and counterproductive work behaviors.
53 citations
TL;DR: In this article, the authors examined the associations among work overload, parenting stress, work-family conflict, and job satisfaction during the COVID-19, and highlighted potential avenues for interventions aimed at balancing female pre-school teachers' work and family and improving their job satisfaction.
Abstract: Online education has become a vital weapon to fight against the COVID-19 epidemic in the world. In the home-based online education environment, female pre-school teachers are expected to balance the dual roles of teacher and mother at the same time, which may trigger the work-family conflict. Although previous studies analyzed individual stressors, work-family conflict and its outcomes, there is little research on pre-school teachers' work and parenting experience during major public health emergencies. The current study examined the associations among work overload, parenting stress, work-family conflict, and job satisfaction during the COVID-19. Seven hundred eighteen female pre-school teachers with children who worked online at home participated in the study. Female pre-school teachers reported that the COVID-19 has increased work overload and parenting stress. Moreover, work overload was negatively associated with job satisfaction via its positive association with work-to-family conflict. Parenting stress was negatively associated with job satisfaction via both family-to-work conflict and work-to-family conflict. The study contributes to a better understanding of the association among female pre-school teachers' work overload, parenting stress, work-family conflict, and job satisfaction. Our findings highlighted potential avenues for interventions aimed at balancing female pre-school teachers' work and family and improving their job satisfaction during the COVID-19.
40 citations
TL;DR: In this paper, the authors examined the direct and indirect effects of demographic factors on employee compensation, job satisfaction and organizational commitment in private higher educational institutes in Bangladesh and found that demographic factors and compensation packages are the most important factors for the faculty members to impact on organizational commitment.
Abstract: The purpose of this paper is to examine the direct and indirect effects of demographic factors on employee compensation, job satisfaction and organizational commitment in private higher educational institutes in Bangladesh. Specifically, how do compensation structure and job satisfaction mediate in the link between demographic factors and organizational commitment? To answer this question, a theoretical framework using the theory of employee retention provided by Martin and Kaufman, as its basis was established.,Data (n = 515) were collected from faculty members of the private universities in Bangladesh. Structural equation modeling was used to analyze the data.,Findings indicate that though demographic factors have no direct impact on organizational commitment, they have indirect impacts on organizational commitment through the mediation of compensation structure and faculty job satisfaction. Besides, compensation structure also has a significant mediating role in the link between demographic structure and faculty job satisfaction.,One possible drawback is the number of private universities from which the data were collected. In the sample used here, only 20 private universities were selected to conduct the survey. Besides, the study could not include public universities that are also a significant part and parcel of higher education in the country. So, if more private and public universities were taken into consideration to collect the data, the results might be improved. Thus, the usual cautions about overgeneralizing findings from this sample, to populations for which it is not strictly representative, apply.,From a practical perspective, as a cumulative body of work on organizational commitment, we will be better able to advise policymakers and educators on the elements they need to address to increase the longer engagement of the faculty members in their institutes. In this study, the one area of findings that may help policymakers and educators the most concerns compensation package that affects job satisfaction and organizational commitment. We found that demographic factors and compensation packages are the most important factors for the faculty members to impact on organizational commitment in this study.,The social implication is that policymakers of the private universities can focus on fair justice in terms of demographic factors and compensation package for job satisfaction, motivation and organizational commitment of the faculty members in their universities.,The findings of the study are important for the policymakers of the higher education institutes.
33 citations
TL;DR: Empirical research results indicated that job satisfaction can effectively promote safety behavior through safety knowledge sharing and work engagement, which can provide valuable management references for China’s construction companies to strengthen their safety behavior.
Abstract: China’s construction industry developed rapidly and safety production has become a vital issue. Improving the safety behavior of construction workers is an important measure to effectively decrease construction safety accidents. At present, a New Generation of Construction Workers (NGCWs) born after 1980 has gradually become the main force of construction companies in China and the special group characteristics coming from the intergenerational difference may make them behave differently in safety-related activities, therefore, it is very important to study how to promote their safety behavior. This paper aimed to explore the influencing mechanism of job satisfaction on the safety behavior of NGCWs and examine the mediating role of safety knowledge sharing and work engagement. Confirmatory factor analysis and structural equation modeling analysis were applied to test the theoretical model. Empirical research results indicated that job satisfaction can effectively promote safety behavior through safety knowledge sharing and work engagement. Safety knowledge sharing plays a complete mediating role between job satisfaction and safety compliance behavior, as well as between job satisfaction and safety participation behavior. Moreover, work engagement plays a complete mediating role between job satisfaction and safety participation behavior, which can provide valuable management references for China’s construction companies to strengthen their safety behavior.
21 citations
Cites background from "Work–Family Conflict and Job Outcom..."
...The values of the above three categories of fitting indexes and the recommended cutoff values are presented in Table 4, which indicates that the fit indices meet ideal levels [1,105,106], hence the survey data can support the theoretical model and it is suitable for testing the research hypotheses....
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References
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TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
Abstract: Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
52,531 citations
"Work–Family Conflict and Job Outcom..." refers methods in this paper
...Harman’s single-factor test were applied to check non-response biases and the common method bias, respectively [88]....
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TL;DR: An overview of simple and multiple mediation is provided and three approaches that can be used to investigate indirect processes, as well as methods for contrasting two or more mediators within a single model are explored.
Abstract: Hypotheses involving mediation are common in the behavioral sciences. Mediation exists when a predictor affects a dependent variable indirectly through at least one intervening variable, or mediator. Methods to assess mediation involving multiple simultaneous mediators have received little attention in the methodological literature despite a clear need. We provide an overview of simple and multiple mediation and explore three approaches that can be used to investigate indirect processes, as well as methods for contrasting two or more mediators within a single model. We present an illustrative example, assessing and contrasting potential mediators of the relationship between the helpfulness of socialization agents and job satisfaction. We also provide SAS and SPSS macros, as well as Mplus and LISREL syntax, to facilitate the use of these methods in applications.
25,799 citations
"Work–Family Conflict and Job Outcom..." refers background or methods in this paper
...The bootstrap sample was also set to 5000 and the statistical significance was evaluated using a 95% confidence interval (CI) [93,94]....
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...The bootstrap sample was set to 5000 and the statistical significance was evaluated using a 95% confidence interval (CI) [93,94]....
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...When boot 95% CI excludes 0, the indirect effect is statistically significant [93]....
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TL;DR: It is argued the importance of directly testing the significance of indirect effects and provided SPSS and SAS macros that facilitate estimation of the indirect effect with a normal theory approach and a bootstrap approach to obtaining confidence intervals to enhance the frequency of formal mediation tests in the psychology literature.
Abstract: Researchers often conduct mediation analysis in order to indirectly assess the effect of a proposed cause on some outcome through a proposed mediator. The utility of mediation analysis stems from its ability to go beyond the merely descriptive to a more functional understanding of the relationships among variables. A necessary component of mediation is a statistically and practically significant indirect effect. Although mediation hypotheses are frequently explored in psychological research, formal significance tests of indirect effects are rarely conducted. After a brief overview of mediation, we argue the importance of directly testing the significance of indirect effects and provide SPSS and SAS macros that facilitate estimation of the indirect effect with a normal theory approach and a bootstrap approach to obtaining confidence intervals, as well as the traditional approach advocated by Baron and Kenny (1986). We hope that this discussion and the macros will enhance the frequency of formal mediation tests in the psychology literature. Electronic copies of these macros may be downloaded from the Psychonomic Society's Web archive at www.psychonomic.org/archive/.
15,041 citations
"Work–Family Conflict and Job Outcom..." refers methods in this paper
...Specifically, we also used the PROCESS mediation macro in SPSS to implement a mediating analysis which contains the moderating variables [92]....
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...Therefore, we used the PROCESS mediation macro in SPSS to implement a multiple mediating analysis [92], as shown in Table 6....
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TL;DR: In this article, the authors proposed a three-component model of organizational commitment, which integrates emotional attachment, identification with, and involvement in the organization, and the normative component refers to employees' feelings of obligation to remain with the organization.
Abstract: Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. The continuance component refers to commitment based on the costs that employees associate with leaving the organization. Finally, the normative component refers to employees' feelings of obligation to remain with the organization. In Study 1, scales were developed to measure these components. Relationships among the components of commitment and with variables considered their antecedents were examined in Study 2. Results of a canonical correlation analysis suggested that, as predicted by the model, the affective and continuance components of organizational commitment are empirically distinguishable constructs with different correlates. The affective and normative components, although distinguishable, appear to be somewhat related. The importance of differentiating the components of commitment, both in research and practice, is discussed.
10,654 citations
"Work–Family Conflict and Job Outcom..." refers background in this paper
...Specifically, we consider employees’ affective organizational commitment (AOC), defined as “emotional attachment to, identification with, and participation in the organization” [15], as a mediator that transmits the effect of WFC to job outcomes....
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...In general, AOC refers to employees’ emotional identification with, emotional participation in, and emotional attachment to their organizations [15]....
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...Research also suggests that AOC, as the fundamental factor determining employee dedication and loyalty [15,18], is an important predictor of individual outcomes that benefit the organization in general [13,19,20]....
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...WFC is a form of inter-role conflict in which the role pressures from the work and family domains are contradictory in some ways [15]....
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TL;DR: In this article, an index of factorial simplicity, employing the quartimax transformational criteria of Carroll, Wrigley and Neuhaus, and Saunders, was developed.
Abstract: An index of factorial simplicity, employing the quartimax transformational criteria of Carroll, Wrigley and Neuhaus, and Saunders, is developed. This index is both for each row separately and for a factor pattern matrix as a whole. The index varies between zero and one. The problem of calibrating the index is discussed.
10,346 citations