Effect of stretch goals on work–family conflict

2020 ◽  
Vol 14 (3) ◽  
pp. 737-749 ◽  
Author(s):  
Chang Chen ◽  
Zhe Zhang ◽  
Ming Jia
Keyword(s):  
Family Conflict ◽  
Spillover Effect ◽  
Resource Scarcity ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Paradox Theory ◽  
Work Family ◽  
Mind Set

Purpose The purpose of this paper is to examine the destructive effects of stretch goals on employees’ work–family conflict (WFC). Drawing on the conservation of resources (COR) theory, this study examines the mediating role of resource scarcity. By integrating the paradox theory with the COR theory, this study explores the moderating role of employees’ paradox mind-set. Design/methodology/approach Two-wave data were collected from a sample of MBA students in Northwestern China (N = 294). PROCESS was used to assess a moderated mediation model. Findings This study found a positive relationship between stretch goals and WFC, and resource scarcity mediated this relationship. For employees with a high paradox mind-set, the relationship between resource scarcity and WFC was weak; and the indirect effect of stretch goals on WFC via resource scarcity was weak. Practical implications Organizations should provide enough resources to employees when using stretch goals. Human resource managers could recruit candidates with high paradox mind-set and foster employees’ paradox mind-set through training. Originality/value This study makes contributions to the literature on stretch goals by examining the negative spillover effect of stretch goals on the family domain and exploring the mediating mechanism. This study also extends the paradox theory by using it at micro level to address questions on WFC.

Work-family conflict/enrichment: the role of personal resources

2017 ◽  
Vol 38 (8) ◽  
pp. 1102-1113 ◽  
Author(s):  
Lior Oren ◽  
Liron Levin
Keyword(s):  
Family Conflict ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Family Research ◽  
Content Type ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Actual Loss

Purpose The conservation of resources (COR) theory provides a theoretical foundation for work-family research. The purpose of this paper is to investigate thoroughly the associations between threat of or actual loss of resources as well as gain of resources and work-family interaction, employing COR assumptions and measures. Design/methodology/approach A sample of 216 working mothers filled out a questionnaire that included conservation of resources evaluation and scales measuring work-family conflict (WFC) and enrichment. Analyses of variance were performed to test the hypothesized associations. Findings WFC and family-work conflict (FWC) were positively correlated with the threat of and actual loss of resources; family-work enrichment (FWE) was positively correlated with the gain of resources. Participants who reported higher threat of loss of resources compared to gain of resources reported high levels of WFC and FWC; those who reported higher loss of resources compared to gain of resources reported high levels of FWC. In addition, participants who reported gains that outweighed losses (whether actual loss or simply threat of loss) reported higher levels of FWE. Originality/value The findings support using the COR theory as a theoretical basis for work-family research and emphasize the detrimental role of threat of loss of resources. Theoretical and practical implications are discussed.

Technostress and the entitled employee: impacts on work and family

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kenneth J. Harris ◽  
Ranida B. Harris ◽  
Matthew Valle ◽  
John Carlson ◽  
Dawn S. Carlson ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Negative Outcomes ◽  
Work Family Conflict ◽  
Personality Variable ◽  
Content Type ◽  
Employee Entitlement ◽  
Work Family ◽  
Moderating Role

PurposeThe purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.Design/methodology/approachUsing a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.FindingsThe results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.Practical implicationsThese findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.Originality/valueDue to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

Abusive supervision and work-family conflict: an empirical investigation of Indian professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sajeet Pradhan ◽  
Prashant Gupta
Keyword(s):  
Role Conflict ◽  
Indirect Effect ◽  
Family Conflict ◽  
Positive Relationship ◽  
Citizenship Behavior ◽  
Work Family Conflict ◽  
Content Type ◽  
Stress Transmission ◽  
Work Family

Purpose The study aims to investigate the direct and indirect effect of subordinate’s perceived abusive supervision (AS) on his/her work–family conflict (WFC) and family–work conflict (FWC). Although prior studies have empirically explored the direct effect, but the role of mediators like compulsory citizenship behavior, burnout and stress transfer explaining the indirect effect has seldom been reported. Design/methodology/approach The study draws cross-sectional dyadic data from multiple sources (both job incumbent and the spouse). A final sample of 188 was used to test the hypotheses using SmartPLS. Findings The result reports positive relationship between AS and inter-role conflict (WFC and FWC). The findings also reported compulsory citizenship behavior (CCB) partially mediating the positive relationship between AS and WFC and AS and FWC. Also, the positive relationship between AS and WFC is partially (serial) mediated by CCB and burnout, and similarly, the association between AS and FWC is partially (serial) mediated by CCB and stress transmission. Originality/value The study makes several valuable contributions to the extant literature; first, it is the only study to explore the direct and indirect effect of AS on inter-role conflict (WFC and FWC) in Indian organizations. Second, the mediational role of CCB (as explained by the conservation of resources theory) and burnout and stress transmission (as explained by the spillover and crossover theory) offers rare insight about the process that explains the relationship between the focal constructs.

Job resources and satisfaction across gender: the role of work–family conflict

2018 ◽  
Vol 33 (4/5) ◽  
pp. 372-385
Author(s):  
Marijana Matijaš ◽  
Marina Merkaš ◽  
Barbara Brdovčak
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Job Resources ◽  
Job Autonomy ◽  
Work Family Conflict ◽  
Content Type ◽  
Worker Support ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this paper is to examine the direct effects of job autonomy and co-worker support on job satisfaction, and the mediational role of work–family conflict (WFC) in the relationship between these job resources and job satisfaction in men and women. Design/methodology/approach A cross-sectional design was used. Participants (n=653) completed the WFC scale (Netemeyer et al., 1996), the job autonomy scale (Costigan et al., 2003), a scale of co-worker support (Sloan, 2012) and a new short multidimensional scale of job satisfaction. Findings Higher job autonomy and co-worker support contribute positively to job satisfaction in women and men. Co-worker support has an indirect effect on job satisfaction via WFC in women, but not in men. The WFC did not mediate the relationship between job autonomy and satisfaction in men and women. Originality/value This paper contributes to the research on the effects of job resources on WFC and job satisfaction, and on gender differences in the relationship between work and family.

Exploring the relationship between entrepreneurial failure and conflict between work and family from the conservation of resources perspective

2020 ◽  
Vol 31 (3) ◽  
pp. 417-440
Author(s):  
Xiaoyu Yu ◽  
Xiaotong Meng ◽  
Gang Cao ◽  
Yingya Jia
Keyword(s):  
Family Conflict ◽  
Perceived Control ◽  
Work And Family ◽  
Organizational Slack ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Family ◽  
The Relationship

Purpose Conflict between work and family is a significant issue for entrepreneurs. The purpose of this study is to explore the effect of entrepreneurial failure on both family–work conflict (FWC) and work–family conflict (WFC) and the moderating role of perceived control of time and organizational slack based on conservation of resources (COR) theory. Design/methodology/approach This study used a questionnaire to explore the relationship between entrepreneurial failure, FWC/WFC, perceived control of time and organizational slack. Data were collected from the Chinese context in 2018 and as a result received 318 valid questionnaires, obtaining a response rate of 63.6 per cent. Findings The study finds that entrepreneurial failure has a significant relationship with FWC but a nonsignificant relationship with WFC and that perceived control of time and organizational slack moderate the relationship between entrepreneurial failure and FWC/WFC. Originality/value This study aligns the field of family–work (work–family) conflict and entrepreneurial failure. It addresses a research gap in the conflict literature by introducing one form of resource loss: entrepreneurial failure as a source of conflict between work and family based on COR theory and the work–home resources model. The study also enriches the literature on the social cost of entrepreneurial failure by exploring the crossover effect of entrepreneurial failure on conflicts in the family domain. Furthermore, the study advances the understanding of managing conflict between work and family after entrepreneurial failure.

Why do you feel stressed in a “smile factory”?

2016 ◽  
Vol 28 (2) ◽  
pp. 305-326 ◽  
Author(s):  
Xinyuan (Roy) Zhao ◽  
Richard Ghiselli
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
General Role ◽  
Content Type ◽  
Hotel Employees ◽  
Work Family

Purpose – This study aims to theoretically construct the role of hospitality job characteristics (HJCs), conceptually identify specific HJCs and empirically examine the relationships of these to work–family conflict and job stress. Hospitality employees work in a “smile factory” – often under stress. Design/methodology/approach – Data were collected from 346 hotel employees in China and analyzed using structural equation modeling (SEM) and a series of hierarchical regression analyses (HRA). Findings – The SEM results confirmed the general role of HJCs as a job stressor, and the HRA findings differentiated the specific impacts of the characteristics on work–family conflict and job stress. Research limitations/implications – The survey was cross-sectional and correlational in nature. Furthermore, the results were also from selected hotels, and the respondents do not fully represent all hotel employees. Finally, the measures of hospitality job uniqueness were employees’ subjective agreement on the given statements. Practical implications – The study offers a systematic framework of specific job characteristics in the hospitality context for the reconciliation of previously inconsistent research findings. The findings may also be useful to hospitality managers as they attempt to analyze and understand the specific job characteristics that are the most salient reasons for withdrawal attitudes and behaviors. Originality/value – The present study identified the list of HJCs by summarizing previous studies and examining the roles of HJCs in work attitudes among hospitality employees. These efforts could be helpful both for scholars by constructing a consistent base for future research and for managers by precisely analyzing the specific job attributes.

A conservation of resources view of personal engagement in the development of innovative behavior and work-family conflict

2016 ◽  
Vol 29 (6) ◽  
pp. 1030-1040 ◽  
Author(s):  
Yu-Shan Chen ◽  
Stanley Y.B. Huang
Keyword(s):  
Leadership Style ◽  
Family Conflict ◽  
Charismatic Leadership ◽  
Conservation Of Resources ◽  
Innovative Behavior ◽  
Work Family Conflict ◽  
Organization Behavior ◽  
Content Type ◽  
Work Family ◽  
Personal Engagement

Purpose The purpose of this paper is to examine how personal engagement (PE) may be related with work-family conflict (WFC) and innovative behavior (IB) at the same time. Design/methodology/approach This study tested the proposed model using a longitudinal data with 1,501 employees from R&D departments in information technology industry of Greater China at multiple points (Time 1 to Time 3) in time over a ten-month period. Findings This study exhibits how charismatic leadership style, colleague support (CS), and self-esteem (SE) are capable of predicting the PE, which, in turn, positively related to the IB and the WFC. Research limitations/implications The present study proposed a model of the PE, but there are other variables that might also be important for the PE. Practical implications These finding suggests that managers not only must inspire and enable employees to apply their full energy to their work (e.g. PE), but must also alleviate the WFC. Originality/value The study drawn from Kahn’s (1990) engagement theory and conservation of resources view to explain how the leadership style, CS, and SE can increase PE, which, in turn, increase positive organization behavior (IB) and negative organization behavior (WFC) at the same time.

Work flexibility-ability and work–family conflict: the joint role of willingness and worry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Weihe Li ◽  
Hanying Tang ◽  
Hongyu Ma ◽  
Jing Zhang ◽  
Nan Zhang
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family ◽  
Work And Family Roles ◽  
The Relationship ◽  
High Work ◽  
Practical Implications

PurposeThis study introduced a focus on work flexibility-worry and intended to test whether work flexibility-worry would weaken the strengthening power of work flexibility-willingness on the relationship between work flexibility-ability and work–family conflict from the perspective of person–situation interaction.Design/methodology/approachParticipants were 924 employees recruited by the snowballing technique. They completed questionnaires about demographics and work flexibility. Multivariate stepwise regression was used to analyze the collected data.FindingsResults showed that work flexibility-ability can reduce work-to-family conflict. However, this effect is most pronounced only among individuals with a high work flexibility-willingness who simultaneously experience low work flexibility-worry.Practical implicationsFor organizations that want to provide work flexibility benefits to employees, they should not only pay attention to employees' personal preference for work flexibility but also create a climate in which all employees are allowed to use the flexibility supply without criticism from coworkers and without impacting organizational evaluations, which can benefit employees' functioning in both their work and family roles.Originality/valueThis study clarified the joint role of willingness and worry in predicting the extent to which work flexibility-ability reduces work–family conflict, which helps organizations to better understand the conditions under which work flexibility can better reduce work–family conflict.

The effect of work–family conflict and hindrance stress on nurses' satisfaction: the role of ethical leadership

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Carla Freire ◽  
Cláudia Bettencourt
Keyword(s):  
Job Satisfaction ◽  
Ethical Leadership ◽  
Indirect Effect ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Content Type ◽  
Hindrance Stress ◽  
Work Family ◽  
Moderating Role

PurposeThe main aim of this study is to explore the moderating role of ethical leadership on the indirect effect of work–family conflict on nurses' job satisfaction via hindrance stress.Design/methodology/approachA questionnaire was answered by 224 nursing professionals working in public and private health institutions.FindingsA mediation–moderation model was estimated, and the results thereof indicated that work–family conflict has an indirect negative effect on satisfaction through the mediation mechanism of hindrance stress. Results also show that ethical leadership enhances this mediated relationship.Research limitations/implicationsThe cross-sectional data limited the generalization of results. Future research should develop longitudinal studies, which will allow for conclusions to be drawn with regard to inferences of causality.Practical implicationsIt is recommended that health organizations should develop ethical training for their leaders. By doing so, they will address two issues: the conciliation between work and family as well as the reduction of job stress, which will subsequently improve job satisfaction.Originality/valueThe originality of this empirical study lies in the exploration of the moderating role of ethical leadership in the indirect effect of work–family conflict, which, in turn, impacts on job satisfaction via the hindrance stress experienced by nurses. The study is innovative in the sense that it seeks to gain a greater understanding of the moderation–mediation mechanisms of the variables under study.

The crossover effect of work–family conflict among hotel employees

2019 ◽  
Vol 31 (2) ◽  
pp. 812-829 ◽  
Author(s):  
Su-Ying Pan ◽  
Ying-Jung Yeh
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Future Research ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Work Family Conflict ◽  
Crossover Effect ◽  
Family Dynamic ◽  
Content Type ◽  
Work Family

Purpose Work–family research has established the existence of a crossover effect, wherein a given perception is transferable between two intimate persons. However, little research has been done to delineate this crossover process. Therefore, grounded in the conservation of resources theory, the present study aims to examine why and how a supervisor’s work–family conflict (WFC) is related to his or her subordinates’ WFC. The authors focus on three resource-related mechanisms and explore the consequences of subordinates’ WFC. Design/methodology/approach Questionnaire surveys were collected from 180 supervisor–subordinate dyads from five hotels. Mplus was used to test the framework. Findings The results support the notion that supervisor’s negative affect and subordinate’s workload account for the crossover effect of WFC. Moreover, subordinates’ WFC is found to be related to lower job satisfaction and higher turnover intention. Research limitations/implications The current study highlights the downward effect of supervisors’ WFC, a phenomenon that has been understudied in the extant research. Alternative mediators or moderators in the relationship between supervisors’ WFC and subordinates’ WFC can be explored by future research. Practical implications Hotels should help supervisors to effectively manage the work and family dynamic through training and changing the “face time” culture. Originality/value Grounded in the conservation of resources theory, the authors propose a framework that incorporates WFC into the crossover model.

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