Knowledge sharing, work–family conflict and supervisor support: investigating a three-way effect

2015 ◽  
Vol 26 (19) ◽  
pp. 2434-2452 ◽  
Author(s):  
Seckyoung Loretta Kim ◽  
Soojin Lee ◽  
Eunkyung Park ◽  
Seokhwa Yun
Keyword(s):  
Knowledge Sharing ◽  
Family Conflict ◽  
Supervisor Support ◽  
Work Family Conflict ◽  
Work Family

Work-Family Conflict and Knowledge Sharing: Social Supports as Moderators

2011 ◽  
Author(s):  
Seckyoung L. Kim ◽  
Soojin Lee ◽  
Dongkyu Kim ◽  
Myungsun Kim ◽  
Eunkyung Park ◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Family Conflict ◽  
Social Supports ◽  
Work Family Conflict ◽  
Work Family

The Job Demands–Control–Support Model and Job Satisfaction Across Gender

2016 ◽  
Vol 38 (1) ◽  
pp. 52-72 ◽  
Author(s):  
Woosang Hwang ◽  
Kamala Ramadoss
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Job Demands ◽  
Supervisor Support ◽  
Job Control ◽  
Work Family Conflict ◽  
Coworker Support ◽  
Male And Female ◽  
Female Employees ◽  
Work Family

This study examined the gender difference regarding the simultaneous impacts of Job Demands–Control–Support model variables (job demands, job control, supervisor support, and coworker support) on job satisfaction via work–family conflict using multiple group structural equation modeling. The participants were 1,092 male and 1,367 female employees from the 2008 National Study of the Changing Workforce. Results showed that job control was only significantly associated with work–family conflict in female employees. In addition, high levels of job control, supervisor support, and coworker support were significantly associated with an increase in job satisfaction in both male and female employees. Regarding the mediating effect, work–family conflict mediated relationships between job demands, supervisor support, coworker support, and job satisfaction in both male and female employees, whereas work–family conflict only mediated the association between job control and job satisfaction in female employees. In this study, the implications considering the gender difference and work–family contexts are discussed.

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