The moderated relationship between job burnout and organizational cynicism

2014 ◽  
Vol 52 (3) ◽  
pp. 482-504 ◽  
Author(s):  
Aditya Simha ◽  
David F. Elloy ◽  
Han-Chung Huang
Keyword(s):  
Role Conflict ◽  
Family Conflict ◽  
Perceived Fairness ◽  
Work Family Conflict ◽  
Content Type ◽  
Moderating Variables ◽  
Organizational Cynicism ◽  
Work Family ◽  
The Relationship ◽  
Practical Implications

Purpose – The purpose of this paper is to examine the relationship between two components of job burnout (emotional exhaustion and depersonalization) and organizational cynicism. Another aim of this research was to examine the role of moderating variables such as role conflict, work-family conflict, perceived fairness, and trust in coworkers on the relationship between burnout and organizational cynicism. Design/methodology/approach – The methodology was a survey-based quantitative method. Totally, 172 nurses in a Taiwanese hospital were surveyed, and 169 completed responses were obtained. The nurses filled out self-report surveys that measured their levels of burnout, organizational cynicism, and various other variables including demographic variables. Findings – The results indicate that several variables acted as moderators in the relationship between emotional exhaustion and organizational cynicism, and in the relationship between depersonalization and organizational cynicism. Trust in coworker, perceived fairness, and role conflict all were found to negatively influence the relationship between a burnout component and cynicism, whereas work-family conflict had a positive influence on the relationship between depersonalization and cynicism. Research limitations/implications – The limitations of this research are that the study is cross-sectional in nature, and is based on a Taiwanese sample. Future research should aim to study these variables in a longitudinal fashion and in different contexts. Practical implications – The practical implications from this study include managers being able to harness various variables (such as perceived fairness and trust in coworkers) in order to reduce cynicism. Originality/value – The value of this study is that it connects burnout and organizational cynicism together. It also uncovers several moderating variables that influence the relationship between burnout and organizational cynicism. This is also one of the first studies that have obtained a positive effect of role conflict.

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.

scholarly journals Relationship of Workplace Stressors and Organizational Commitment: A Study in the Education Sector

2021 ◽  
Vol VI (I) ◽  
pp. 140-152
Author(s):  
Sabita Mariam ◽  
Rohma Yousaf ◽  
Nausheen Syed
Keyword(s):  
Organizational Commitment ◽  
Role Conflict ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Negative Relationship ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Workplace Stressors ◽  
Work Family ◽  
The Relationship

This study investigates the relationship between organizational commitment and workplace stressors, such as role ambiguity, role conflict, work-family conflict, and organizational injustice. A data of 150 respondents have been collected from the educational sector from university teachers of Faisalabad and analyzed through (SEM), using the least-squares method. The study included Pearson chi-square, correlation, and regression to verify determine how well theoretical distributions fit the empirical distributions. The study findings show the relationship between work-family conflict with organizational commitment, and the work-family conflict has a significant negative relationship with organizational commitment. The lack of commitment of teachers is due to their family responsibilities. The second purpose was to check the association between role ambiguity conflict and organizational commitment. Ambiguity/role conflict and organizational commitment have significant relations. Conflicts and ambiguity in the roles make them struggle to clear their role and prove themselves to the organization, which shows significant relation.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

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.

Conflict Segments of Women Employees of IT Sector in India

2012 ◽  
Vol 3 (1) ◽  
pp. 42-53 ◽  
Author(s):  
Aiswarya Balachandar ◽  
Ramasundaram Gurusamy
Keyword(s):  
Family Conflict ◽  
Well Being ◽  
Work Family Conflict ◽  
Moderating Variables ◽  
Women Employees ◽  
The Family ◽  
Work Family ◽  
The Impact ◽  
The Relationship ◽  
Women In India

The growth rate for women entering the workforce is expected to be greater than for men. Therefore it is possible that the financial well-being of the family may no longer fall to the male, it may be shared between the two partners or may be the sole responsibility of a single parent. These trends potentially increase the chance that work could interfere with family (WIF) or that family could interfere with work (FIW).The study is conducted to test the Impact of Organizational Commitment, Job Autonomy, Job Involvement and Climate as moderating variables on Work Family Conflict of Employed women in India. The sample size of 598 is identified and with the application of statistical tools the relationship among the said variables are estimated and its role on the Work family conflict is studied quantitatively.

Impact of ethical leadership on job satisfaction: the mediating effect of work–family conflict

2020 ◽  
Vol 41 (2) ◽  
pp. 319-330 ◽  
Author(s):  
Carla Freire ◽  
Claudia Bettencourt
Keyword(s):  
Job Satisfaction ◽  
Ethical Leadership ◽  
Family Conflict ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
Public Health Institutions ◽  
Health Institutions ◽  
Work Family ◽  
The Relationship

PurposeThe purpose of this paper is to explore the mediating effect of the work–family conflict in the relation between ethical leadership and job satisfaction.Design/methodology/approachA questionnaire was answered by 234 nursing professionals working in Portuguese public health institutions.FindingsRegression analyses indicate that there is a positive relationship between ethical leadership and satisfaction and a negative relationship between ethical leadership and the nurse's work–family conflict. Furthermore, it was revealed that the work–family conflict mediated (partially) the relationship between ethical leadership and job satisfaction.Research limitations/implicationsEthical leadership was measured by assessing the nurses' perceptions of their leaders' character. The cross-sectional data limited the possibility of establishing the causality of the study variables, where the generalization of results was not possible due to the fact that data were obtained in public health institutions alone.Practical implicationsConsidering that ethics precede good relations between the manager and collaborator, it is recommended that organizations develop ethical training for their leaders, more specifically in the case of head nurses.Originality/valueThe added value of this empirical study lies in the mediated role of the work–family conflict in the analysis of the relationship between ethical leadership and job satisfaction.

Service employees’ fit, work-family conflict, and work engagement

2016 ◽  
Vol 30 (5) ◽  
pp. 554-566 ◽  
Author(s):  
Osman M. Karatepe ◽  
Georgiana Karadas
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Job Fit ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Relationship

Purpose Using person–job fit, congruence and conservation of resources theories as the theoretical underpinnings, the purpose of this study is to propose and test a research model that investigates work-family conflict and family–work conflict as mediators of the impact of person–job fit on work engagement. The model also examines the mediating role of work engagement in the relationship between conflicts in the work–family interface and life satisfaction. Design/methodology/approach Data gathered from frontline hotel employees two weeks apart in three waves in Romania were utilized to assess the abovementioned relationships via structural equation modeling. Findings Two directions of conflict act as partial mediators between person–job fit and work engagement. Work engagement fully mediates the relationship between work–family conflict and life satisfaction, while it functions as a partial mediator of the effect of family–work conflict on life satisfaction. Originality/value This paper contributes to current knowledge by investigating the interrelationships of person–job fit, two directions of conflict, work engagement and life satisfaction.

scholarly journals Effects of family-supportive supervisor behaviors and organizational climate on employees

2020 ◽  
Vol 44 (6/7) ◽  
pp. 659-674
Author(s):  
Soo Jeoung Han ◽  
Gary N. McLean
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Content Type ◽  
Organizational Work ◽  
Work Family ◽  
Family Supportive Supervisor Behaviors ◽  
Practical Implications

Purpose The purpose of this study is to investigate the effects of family-supportive supervisor behaviors and organizational climate on employees’ work–family conflict, job satisfaction and turnover intentions. Design/methodology/approach To examine the causal relationship, the longitudinal panel data of the work, family and health study were used, using the data of 664 respondents who participated in surveys from all four time-points at two Fortune 500 information technology (IT) companies. Findings The results of the data analysis suggested that family-supportive supervisor behaviors have a minimal, but statistically significant, impact on work-to-family conflict and organizational work-family climate. Moreover, work-to-family conflict minimally mediated the relationship between family-supportive supervisor behaviors and employees’ turnover intentions. An organizational work-family climate had a small, but statistically significant, mediating effect between family-supportive supervisor behaviors and job satisfaction/turnover intentions. Practical implications This study has practical implications by noting that relying on only individual managers’ roles or training managers to be family-supportive may not be enough to improve family-oriented organizational culture, work–life balance and job-related outcomes. Originality/value Using a longitudinal mediation model, the authors examined the effects of family-supportive supervisor behaviors and how those behaviors impact other variables over time. Despite the expectation of such an impact, the authors found minimal effects among variables. This study is valuable because it can stimulate future research to advance the theoretical and practical understanding of family-supportive supervisor behaviors to help determine why the study found that it had very little impact on both work–family conflict and a family-friendly organizational climate to increase employees’ satisfaction to continue to work.

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