Work–family conflict, family well-being and organizational citizenship behavior: a moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Quan Lin ◽  
Wanchao Guan ◽  
Nana Zhang
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Indirect Effect ◽  
Family Conflict ◽  
Well Being ◽  
Citizenship Behavior ◽  
Chinese Family ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose This study aims to examine the consequences of work–family conflict and explore the mechanism by which it influences organizational citizenship behavior from the perspective of changes in and preservation of family well-being (emotional resources). Design/methodology/approach Work–family conflict has always been an important research topic in the field of organizational behavior; scholars have studied the relationship between it and organizational citizenship behavior from different perspectives. To better understand the mechanism of work–family conflict on organizational citizenship behavior, we use a longitudinal design and analyze the multi-stage matching data of 209 employees and their superiors from six cities in southern China. The authors construct a theoretical model based on the conservation of resources theory to explore the mechanism by which work–family conflict influences organizational citizenship behavior when taking employees’ family well-being as a mediator and work–family segmentation preference as the boundary condition. Findings Work–family conflict has a significant negative effect on family well-being and this effect is moderated by work–home segmentation preferences. Work–family conflict also has a significant indirect effect on organizational citizenship behavior through family well-being and this indirect effect is enhanced by an increase in the level of preference for work–home segmentation. Originality/value This study enriches our knowledge of the moderating variables in the study of work–family relationships from the perspective of individual personality traits. It also provides a new perspective for the study of such relationships in the context of Chinese family culture.

The relationships among work-family conflict, turnover intention and organizational citizenship behavior in the hospitality industry of Taiwan

2017 ◽  
Vol 38 (8) ◽  
pp. 1130-1142 ◽  
Author(s):  
I-An Wang ◽  
Bi-Wen Lee ◽  
Shou-Tsung Wu
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Family Conflict ◽  
Turnover Intention ◽  
Hospitality Industry ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose The hospitality industry is well-known for its high turnover rate and shift work, both of which are direct precursors to work-family conflict (WFC) and family-work conflict (FWC). The purpose of this paper is to explore the impact of WFC and FWC on turnover intention (TI) and organizational citizenship behavior (OCB) via literature reviews and empirical analyses. Design/methodology/approach The research data were collected using questionnaire surveys from employees working in the hospitality industries in Taiwan. The questionnaire consisted of two parts. The first part, which was conducted by interviewers, included questions about WFC/FWC and TI, and the second part, which was completed by pairing the respondents’ answers with observations of supervisors, explored OCB. There were 325 effective samples collected. Reliability and validity were confirmed using confirmatory factor analysis. Sample properties were analyzed using descriptive statistical analysis, and the relationship among control variables, predictor variables and outcome variables were explored via correlation analysis, independent t-test and one-way ANOVA. Finally, the study hypotheses were verified by structural equation modeling. Findings The paper attempted to identify the relationships among WFC/FWC, TI and OCB. The results revealed that: WFC and FWC were positively related to TI; WFC and FWC were negatively related to OCB; and TI was negatively related to OCB. Practical implications While the policy of tourism development has been promoted proactively by Taiwan’s Government in recent years, there are insufficient studies describing the relationships among WFC, TI and OCB with respect to hospitality employees. The findings from this study may contribute to human resource management and strategy development. Originality/value Because OCB is minimally regarded as an outcome variable, the results of this study support the relationships among OCB, WFC/FWC and TI. The results of this study will be of great benefit to supervisors as they seek to manage effectively human resources and improve and control the relationships among OCB, WFC/FWC and TI. The findings will also be of benefit to future studies.

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.

scholarly journals Peran work-family conflict terhadap organizational citizenship behavior pada karyawan PT. X

Cognicia ◽  
2021 ◽  
Vol 9 (2) ◽  
pp. 105-111
Author(s):  
Rr. Ratih Purnami Sudrajad ◽  
Hudaniah Hudaniah
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Family Conflict ◽  
Sampling Technique ◽  
Negative Influence ◽  
Citizenship Behavior ◽  
Research Subjects ◽  
Work Family Conflict ◽  
Permanent Employees ◽  
Work Family

Organizational citizenship behavior is a worker’s behavior that exceeds their role and can benefit the company. In generating OCB, sometimes employees experience various obstacles, one of which is work-family conflict. WFC is a situation where employees have conflicts in carrying out their roles to complete their work with their roles in the family. This study aims to determine the effect of WFC on the emergence of employee OCB. The importance of this research is that the company can pay more attention to its employees in reducing role conflict, and is expected to increase employee OCB. The sampling technique used is purposive sampling. The research subjects were 171 people consisting of permanent employees and they were married. The data collection method used a work-family conflict scale that had been compiled by Carlson et al. and an organizational citizenship behavior scale that had been compiled by Smith et al. A simple regression analysis test with IBM Statistic 25 program showed a significant and negative influence between WFC on employee OCB. Work-family conflict itself contributes an effective contribution of 17.1% to employees’ organizational citizenship behavior.   Keywords: Employees, organizational citizenship behavior, work-family conflict

scholarly journals PENGARUH WORK FAMILY CONFLICT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DIMEDIASI OLEH KOMITMEN ORGANISASI

2021 ◽  
Vol 9 (1) ◽  
pp. 71-81
Author(s):  
Ratya Shafira Arifiani ◽  
Viajeng Purnama Putri
Keyword(s):  
Path Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Family Conflict ◽  
Research Data ◽  
Citizenship Behavior ◽  
Work Family Conflict ◽  
Work Family

Penelitian ini membahas tentang konflik yang dialami oleh pekerja dalam menghadapi tuntutan pekerjaan maupun keluarga, yaitu work family conflict. Work family conflict merupakan konflik yang dihadapkan karena tidak bisa menyeimbangkan atau menyelaraskan tuntutan pekerjaan dan keluarga. Dampak work family conflict beragam, mulai dari kinerja karyawan, OCB, maupun komitmen organisasi. Objek penelitian ini adalah para pekerja yang sudah berkeluarga dan memiliki jam kerja tetap. Penelitian ini bertujuan untuk mengetahui apakh konflik yang dialami akan berdampak pada komitmen organisasi dan OCB. Penelitian ini menggunakan pendekatan kuantitatif dengan explanatory research. Data dikumpulkan berdasarkan kuesioner yang disebar pada responden dan dianalisis menggunakan path analysis dengan program SmartPLS 3. Hasil penelitian menunjukkan: 1) work family conflict tidak berpengaruh terhadap OCB; 2) work family conflict berpengaruh terhadap komitmen organisasi; 3) komitmen organisasi berpengaruh terhadap OCB; dan 4) komitmen organisasi memediasi pengaruh work family conflict terhadap OCB.

The impact of workplace loneliness on employee outcomes: what role does psychological capital play?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mantasha Firoz ◽  
Richa Chaudhary
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Family Conflict ◽  
Psychological Capital ◽  
Citizenship Behavior ◽  
Creative Performance ◽  
Content Type ◽  
Personal Resource ◽  
Work Family ◽  
The Impact

PurposeWith little empirical attention devoted to the consequences of loneliness in the workplace, the present study investigated the effect of workplace loneliness on creative performance, organizational citizenship behaviors and work-family family conflict. Furthermore, psychological capital was examined as a moderator of these relationships.Design/methodology/approachThe proposed model was tested in two different studies on a sample of employees from manufacturing (Sample 1: n = 379) and service (Sample 2: n = 559) organizations in India. Data were collected using self-administered questionnaires at two different points in time. Confirmatory factor analysis and multiple hierarchical regressions were used to test the hypothesized model.FindingsWhile workplace loneliness was found to negatively affect creative performance and organizational citizenship behavior, its impact on work-family conflict was positive. Results revealed a significant moderating effect of psychological capital on these relationships. Psychological capital buffered the impact of loneliness in a way that the detrimental effect of loneliness on performance behaviors was less severe for the individuals with high psychological capital.Originality/valueThe study makes an original and noteworthy contribution to the loneliness and negative emotions literature by advancing the understanding around the consequences and boundary conditions of loneliness in the workplace. It carries important implications for managing loneliness in the organizations by identifying psychological capital as an important personal resource for mitigating the effects of workplace loneliness on creativity and extra-role behaviors.

scholarly journals Employee behavioral silence and organization-based self-esteem: A study of government departments in Islamabad and Khyber Pakhtunkhwa Pakistan

2021 ◽  
Vol 5 (1) ◽  
pp. 462-481
Author(s):  
Faiza Tariq ◽  
Muhammad Amad ◽  
Maryum Inayat
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Family Conflict ◽  
Behavioral Plasticity ◽  
Research Study ◽  
Self Esteem ◽  
Citizenship Behavior ◽  
Time Lags ◽  
Work Family Conflict ◽  
Work Family

In this research study, we have explored the effect of psychopathic leadership on employee behavioral silence and how the employee behavioral silence leads to work-family conflict thus, effecting the organizational citizenship behavior. Considering the insights offered by behavioral plasticity theory, we have investigated whether the organization based self-esteem moderates the effect of psychopathic leadership on employee behavioral silence. Data is collected using a structured questionnaire at three different time lags with a gap of one month. The sample consists of 400 employees of government department in Pakistan, mainly Police department. At Time1 387 data received were useable and at Time2 only 350 responses were useable. The final sample obtained at Time3 was 228 to pursue this research study. The results obtained after data analysis using SPSS indicates that the links hypothesized are significant except the moderation hypothesis. The findings of this research suggests that due to psychopathic leadership, employees are inclined towards behavioral silence, thus, leading to work-family conflict and inversely effecting organizational citizenship behavior. In addition, the moderation hypothesis is not proved. We have concluded our research study by sharing several practical and managerial implications and by offering some future interventions and avenues for potential researchers.

scholarly journals The Effect Work-Family Conflict, Organizational Justice, Job Stress on Organizational Citizenship Behavior Mediating by Supervisor Trust

2021 ◽  
pp. 97-118
Author(s):  
Cindy Shafira Ulfa ◽  
Telly P. Ulviana Siwi
Keyword(s):  
Organizational Justice ◽  
Job Stress ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Family Conflict ◽  
Citizenship Behavior ◽  
P Value ◽  
Work Family Conflict ◽  
Work Family ◽  
Supervisor Trust

The low quality of human resources will be a problem for a company. On the other hand, a successful company requires employees who are willing to do more work than their formal duties to achieve company goals more effectively and efficiently. This behavior is called organizational citizenship behavior (OCB). This study aims to determine the effect of work-family conflict, organizational justice, job stress on organizational citizenship behavior mediated by supervisor trust. The research sample is determined by non-probability sampling which takes 100 employees of private banking companies. The validity test shows that all questionnaire questions are valid with an outer loading score of (p=0.6). Based on the results of the calculation of the validity assisted by SmartPLS, it shows that all instruments meet the valid requirements with AVE (p=0.5). Based on the data above, the results of the Cronbach Alpha and composite reliability test results show that all data are said to be reliable with a score (p=0.5). The results showed that work-family conflict had no effect on organizational citizenship behavior with a p-value 0.48 more than (p=0.05). Job stress has no effect on organizational citizenship behavior with a p-value score 0.71 more than (p=0.05), organizational justice affects organizational citizenship behavior with a p-value score 0.00 less than (p=0.05), supervisor trust has a positive effect on organizational citizenship behavior with a p-value score 0.00 less than (p=0.05), work-family conflict has no effect on organizational citizenship behavior mediated by supervisor trust with a p-value score 0.31 more than (p=0.05), organizational justice has a positive effect on organizational citizenship behavior mediated by supervisor trust with a p-value score 0.00 less than (p=0.05), organizational justice has an effect on organizational citizenship behavior mediated by supervisor trust with a p-value score 0.00 less than (p=0.05) and a negative beta score resulting in the direction of the relationship which is significant negative. Work-family conflict, organizational justice, job stress, supervisor trust have an effect on organizational citizenship behavior by 73.2%. Researchers can give are that further research can be carried out in different areas.

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