Employee Wellbeing, Workaholism, Work–Family Conflict and Instrumental Spousal Support: A Moderated Mediation Model

2019 ◽  
Vol 21 (7) ◽  
pp. 2451-2471 ◽  
Author(s):  
Pinar Bayhan Karapinar ◽  
Selin Metin Camgoz ◽  
Ozge Tayfur Ekmekci
Keyword(s):  
Family Conflict ◽  
Spousal Support ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Employee Wellbeing ◽  
Work Family

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

scholarly journals Work-Family Conflict and Alcohol Use: Examination of a moderated mediation model

2013 ◽  
Vol 32 (1) ◽  
pp. 85-98 ◽  
Author(s):  
Jennifer M. Wolff ◽  
Kathleen M. Rospenda ◽  
Judith A. Richman ◽  
Li Liu ◽  
Lauren A. Milner
Keyword(s):  
Alcohol Use ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family

Traditional Gender Ideology, Work Family Conflict, and Marital Quality among Chinese Dual-Earner Couples: A Moderated Mediation Model

Sex Roles ◽  
2020 ◽  
Vol 83 (9-10) ◽  
pp. 622-635 ◽  
Author(s):  
Xiaomin Li ◽  
Hongjian Cao ◽  
Melissa A. Curran ◽  
Xiaoyi Fang ◽  
Nan Zhou
Keyword(s):  
Family Conflict ◽  
Marital Quality ◽  
Gender Ideology ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Dual Earner ◽  
Work Family

The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings

2016 ◽  
Vol 70 (1) ◽  
pp. 119-145 ◽  
Author(s):  
Andrew Li ◽  
Jessica Bagger ◽  
Russell Cropanzano
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Role Theory ◽  
Performance Ratings ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship

We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.

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