Erratum to Interaction Effects in Cross-Lagged Panel Models: SEM with Latent Interactions Applied to Work-Family Conflict, Job Satisfaction, and Gender

2021 ◽  
pp. 109442812110677
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Interaction Effects ◽  
Work Family Conflict ◽  
Panel Models ◽  
Latent Interactions ◽  
And Gender ◽  
Work Family

Interaction Effects in Cross-Lagged Panel Models: SEM with Latent Interactions Applied to Work-Family Conflict, Job Satisfaction, and Gender

2021 ◽  
pp. 109442812110437
Author(s):  
Ozlem Ozkok ◽  
Manuel J. Vaulont ◽  
Michael J. Zyphur ◽  
Zhen Zhang ◽  
Kristopher J. Preacher ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Panel Data Analysis ◽  
Interaction Effects ◽  
Future Research ◽  
Work Family Conflict ◽  
Sources Of Variation ◽  
Latent Interactions ◽  
And Gender ◽  
Work Family

Researchers often combine longitudinal panel data analysis with tests of interactions (i.e., moderation). A popular example is the cross-lagged panel model (CLPM). However, interaction tests in CLPMs and related models require caution because stable (i.e., between-level, B) and dynamic (i.e., within-level, W) sources of variation are present in longitudinal data, which can conflate estimates of interaction effects. We address this by integrating literature on CLPMs, multilevel moderation, and latent interactions. Distinguishing stable B and dynamic W parts, we describe three types of interactions that are of interest to researchers: 1) purely dynamic or WxW; 2) cross-level or BxW; and 3) purely stable or BxB. We demonstrate estimating latent interaction effects in a CLPM using a Bayesian SEM in Mplus to apply relationships among work-family conflict and job satisfaction, using gender as a stable B variable. We support our approach via simulations, demonstrating that our proposed CLPM approach is superior to a traditional CLPMs that conflate B and W sources of variation. We describe higher-order nonlinearities as a possible extension, and we discuss limitations and future research directions.

Supervisor and mentoring effects on work-family conflict in logistics

2019 ◽  
Vol 49 (6) ◽  
pp. 644-661 ◽  
Author(s):  
Michael J. Maloni ◽  
David M. Gligor ◽  
Robin A. Cheramie ◽  
Elizabeth M. Boyd
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Intent To Leave ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Behavior Based ◽  
And Gender ◽  
Work Family ◽  
And Behavior

Purpose A talent shortage and underrepresentation of women in logistics emphasize the need to assess the logistics work culture. As logistics practitioners face round-the-clock job pressures, work–family conflict presents one such opportunity for study. Consequently, the purpose of this paper is to assess the impact of supervisors and mentoring on work interference with family (WIF) and subsequent job satisfaction and intent to leave logistics. Design/methodology/approach Under role conflict theory, the authors apply structural equation modeling to survey data of logistics practitioners, focusing on time, strain and behavior WIF sources. Findings The results highlight the complexity of WIF in logistics. Strain and behavior-based WIF relate to job satisfaction, which then relates to intent to leave logistics. Family-supportive supervisors reduce time and strain-based WIF, and mentoring provides complementary support for behavior-based WIF. However, mentoring also yields unintended contradictory effects for women as detrimental to time-based WIF. Research limitations/implications The relatively small sample size, particularly for women, limits generalizability of the results. Practical implications To foster supportive work environments, logistics organizations must train supervisors and mentors to resolve employee WIF, including its different sources and gender-specific impacts. Originality/value The interplay of supervisors and mentors has not been well studied to date. Also, the contradictory impacts of mentoring for women based on WIF sources challenges WIF literature and issues warnings for mentoring in professional practice. Finally, the results provide insight into the talent shortage and gender imbalance in logistics that lack empirical study.

DOES WORK-FAMILY CONFLICT AFFECT THE AUDITOR’S PERFORMANCE?: EXAMINING THE MEDIATING ROLES OF EMOTIONAL EXHAUSTION AND JOB SATISFACTION

2018 ◽  
Vol 20 (1) ◽  
pp. 89 ◽  
Author(s):  
Andi Ina Yustina ◽  
Tifanny Valerina
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Healthy Lifestyle ◽  
Mail Survey ◽  
Work Family Conflict ◽  
Performance Examining ◽  
And Performance ◽  
Work Family ◽  
Relationship Of

This paper examines whether the work-family conflict (related to both work-interfering-family and family-interfering-work) of auditors affects their performance and if so, whether the effect is mediated by emotional exhaustion and job satisfaction. A mail survey is used to deliver a questionnaire to 151 auditors from ten CPA firm in Indonesia. The result shows that emotional exhaustion and job satisfaction fully mediates the relationship of work-family conflict with job performance. The result also demonstrates that Work-Interfering-Family (WIF) has significant effects on emotional exhaustion and job satisfaction, but Family-Interfering-Work (FIW) has no significant influence on either emotional exhaustion or job satisfaction. This study suggests that maintaining a regular training program for auditors, having flexible working arrangements, and encouraging a healthy lifestyle may help to reduce the work-family conflict and will increase the job satisfaction and performance of auditors.

Spillover and Crossover Effects of Work-Family Conflict among Married and Cohabiting Couples

2018 ◽  
Vol 10 (1) ◽  
pp. 35-60 ◽  
Author(s):  
Deniz Yucel ◽  
Beth A. Latshaw
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Gender Differences ◽  
Relationship Satisfaction ◽  
Family Conflict ◽  
Married Couples ◽  
Work Family Conflict ◽  
Crossover Effects ◽  
Cohabiting Couples ◽  
Work Family

The present study uses Wave 8 of the German Family Panel to test the spillover and crossover effects of work-family conflict on job satisfaction, relationship satisfaction, and mental health for individuals (actor effects) as well as their spouses/partners (partner effects) in dual-earning couples. We further contribute by assessing whether the results vary by gender and union type. Results suggest that among married couples, for job satisfaction, there are no gender differences in actor effects (but gender differences in partner effects), and actor and partner effects remain distinct. For relationship satisfaction, there are no gender differences in actor or partner effects, but both effects remain distinct. For mental health, however, there are gender differences in actor effects (but not in partner effects), and both effects remain distinct. Among cohabitors, there are no differences in actor effects by gender, and adding in partner effects does not significantly improve the models predicting all three outcomes. Some results also suggest differences in relationship dynamics between married and cohabiting couples.

scholarly journals Relationship between Job Statisfaction Levels and Work-Family Conflicts of Physical Education Teachers

2017 ◽  
Vol 6 (3) ◽  
pp. 312
Author(s):  
Hakki Ulucan
Keyword(s):  
Job Satisfaction ◽  
Physical Education ◽  
Family Conflict ◽  
Physical Education Teachers ◽  
Full Time ◽  
Meaningful Difference ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Satisfaction Scale ◽  
Work Family

Study aims to examine the relationship between perceived job satisfaction levels and work-family conflicts of the physical education teachers. Research group consists of 154 volunteer physical education teachers that work full time in governmental institutions in Kirşehir city and its counties. To acquire the job satisfaction datum; the Minnesota job satisfaction Scale, developed by Weiss, Dawis, England and Lofquist (1967) and adapted to Turkish version by Baycan (1985), was used. For acquiring the work-family conflict datum the Work-Family Conflict Scale, developed by Netemeyer et al. (1996) and adapted to Turkish by Efeoglu (2006), was used. While there was no meaningful difference determined between groups in the job satisfaction levels of physical education teachers according to gender and working year in the institution variance there was a meaningful difference determined between groups according to age and working year variance. When work-family conflict levels of teachers are considered while there was no meaningful difference found between groups according to gender variance there was a meaningful difference determined between groups according to age and working year in that institution variances. As a result, there was no meaningful relationship found between job satisfaction levels and work-family conflict levels of physical education teachers.

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