When workplace family-support is misallocated: effects of value congruence and fairness perceptions on supervisor family-support

2021 ◽  
pp. 1-17
Author(s):  
Lisa W. Sublett ◽  
Lisa M. Penney ◽  
Cody Bok
Keyword(s):  
Family Support ◽  
Family Conflict ◽  
Value Congruence ◽  
Work Demands ◽  
Work Family Conflict ◽  
Staff Members ◽  
Southern Us ◽  
Family Demands ◽  
Work Family ◽  
Family Supportive Supervisor Behaviors

Abstract To better manage our work demands and family demands, we often erect mental or physical ‘boundaries’ to help manage our experiences. However, preferences for preserving these boundaries differ across individuals (e.g., some individuals may prefer to segment work/family roles, while others may prefer to integrate these roles) and employees may not always have similar preferences/values as their supervisors. Applying a resource framework from the job demands-resources model (JD-R; Bakker & Demerouti, 2007), we explicate the process through which supervisor–employee value congruence reduces work–family conflict, when supervisors provide valuable emotional and instrumental resources through family-supportive supervisor behaviors (FSSB). Furthermore, we find evidence that supervisors can demonstrate adequate FSSB even when having incongruent values with employees by fairly allocating and individually tailoring family-support. With a diverse sample of 815 staff members from four southern US universities, we conduct mediation and moderation analyses to test our hypotheses.

scholarly journals Contribution of Work and Family Demands on Job Satisfaction Through Work-Family Conflict

2017 ◽  
Vol 2 (3) ◽  
pp. 49-54
Author(s):  
Endang Dhamayantie
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Family Interaction ◽  
Work And Family ◽  
Family Type ◽  
Work Demands ◽  
Work Family Conflict ◽  
Positive Interaction ◽  
Family Demands ◽  
Work Family

Objective - Work environment and family roles are two of the most important life domains; they are different but interconnected with each other. Each role requires energy and responsibilities to be handled effectively. Therefore, it is necessary to consider the experience of work-family interaction in this process. The purpose of this study is to develop an understanding of the effect of work and family demands on job satisfaction which is mediated by the experience in work-family interaction, in particular the work-family conflict. Methodology/Technique - Self-report questionnaires were given to permanent employees who work in non-banking financial sectors in Kalimantan Barat, Indonesia. They were selected by purposive sampling and 100 valid questionnaires were collected. Findings – The path analysis results show that work demands have a significant positive effect on work-family conflict, while family demands have no significant effect on work-family conflict, and work-family conflict has a significant negative effect on job satisfaction. Novelty - Although it is believed that work and family demands contribute to outcomes such as job satisfaction, it is unclear how this occurs. It is recommended that organizations need to manage work-related stressors through family-friendly policies and programs that enable work and family domains to integrate with each other, as well as developing an organizational culture that supports the positive interaction of work and family. Type of Paper - Empirical Keywords: Work Demands; Family Demands; Work-Family Conflict; Job Satisfaction. JEL Classification: J12, J23, J28

The “dark side” of organisational career growth

2019 ◽  
Vol 41 (2) ◽  
pp. 152-167 ◽  
Author(s):  
Paola Spagnoli ◽  
Alessandro Lo Presti ◽  
Carmela Buono
Keyword(s):  
Family Support ◽  
Direct Effect ◽  
Family Conflict ◽  
Process Analysis ◽  
Mediation Effect ◽  
Dark Side ◽  
Work Family Conflict ◽  
Content Type ◽  
Career Growth ◽  
Work Family

Purpose The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work–family support and work–family conflict. Design/methodology/approach Since previous contributions reported theoretical and empirical evidence of possible gender differences in this process, a moderated mediation model was examined including gender as moderating variable of both direct and indirect effects. Conditional process analysis was used to test the hypotheses on a sample of 507 Italian employees who were also parents. Findings Results showed a significant mediation effect of OCG in the relationship between organisational work–family support and work–family conflict. Furthermore, evidence of a moderated effect of gender was found in the way that the negative direct effect of organisational work–family support on work–family conflict was stronger among women, whereas the direct effect of OCG on work–family conflict was significant only for men. Originality/value This is the first study addressing the possible negative effect of OCG on a specific target of employees.

Social Support, Work-Family Conflict, and Emotional Exhaustion in South Korea

2013 ◽  
Vol 113 (2) ◽  
pp. 619-634 ◽  
Author(s):  
Soojin Lee ◽  
Seckyoung Loretta Kim ◽  
Eun Kyung Park ◽  
Seokhwa Yun
Keyword(s):  
Social Support ◽  
South Korea ◽  
Family Support ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Relationship ◽  
Work Interference

With an increase of female workforce and dual-earner families, work-family conflict has received particular attention. Using a sample of 159 employees in South Korea, this study examined whether work-family conflict mediated the relationship between social support and emotional exhaustion. Supervisor and family support were found to be related negatively to two different aspects of work-family conflict, i.e., work interference with family and family interference with work, respectively. Also, each dimension of work-family conflict was associated with employees' emotional exhaustion. The relationship between supervisor support and emotional exhaustion was mediated by work interference with family; whereas, the relationship between family support and emotional exhaustion was mediated by family interference with work. Implications and future research directions are discussed.

scholarly journals Implementation of Management for Work-Family Conflict, Family-Work Conflict, and Job Stress that Affect Employee Satisfaction of PT Langgang Buana Perkasa

Society ◽  
2020 ◽  
Vol 8 (2) ◽  
pp. 458-469
Author(s):  
Nurlaila Nurlaila
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Employee Satisfaction ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Family Demands ◽  
Work Family ◽  
Family Work Conflict

This research aims to analyze the management of work-family conflict, family-work conflict, job stress, and its implementation that affect employee satisfaction of PT Langgang Buana Perkasa. Work and family are two important spheres in an adult’s social life. The need will not be met if unemployed. Today, a profession is also a mirror of self-actualization. Without family, individuals will feel alone and there is no place to give love. PT Langgang Buana Perkasa is a company engaged in ground handling services and transportation services on several airlines, which is located at Sultan Babullah airport, Ternate, North Maluku Province, Indonesia. This research used a qualitative descriptive method. Data were obtained through in-depth interviews and questionnaires. Literature and documentation studies are carried out to collect secondary data related to the object of research, including employees of PT Langgang Buana Perkasa, flight schedules, and PT Langgang Buana Perkasa. The data sources were selected using a purposive sampling technique. The results showed that (1) There are three characteristics of work-family conflict. Based on these three characteristics, it indicates that most employees experience conflict in work-family, but it does not affect job satisfaction; (2) There are five characteristics of family-work conflicts but employees still apply professionalism. This indicates that there is no direct conflict but it can trigger stress due to family demands on religious holidays and public holidays; (3) Physical exhaustion can lead to conflict when faced with family demands regarding that role.

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