The Moderated Mediating Effect of Work-Family Balance in Relations between Hierarchical Relational Stress, Psychological Capital and Innovative Behavior : Focused on Female Flight Attendants in Airlines

Purpose Although an emerging field in work and family literature, organization cross domain intervention managing strategies (CDIMS) is an under-researched area. This study aims to investigate whether organization non-monetary CDIMS (control over work hours and supervisor support) have an impact on employee outcomes via the mediating effect work–family balance (WFB). Design/methodology/approach Data for the study have been gathered in two distinct surveys from 300 employees working at the managerial level in various manufacturing companies of Pakistan with a seven-week time interval to reduce common method variance. Data were collected during January and March 2020. Confirmatory factor analysis has been performed before testing the mediated model. Findings Organization non-monetary CDIMS i.e. control over work hours and supervisor support has been associated positively with WFB, which has further mediated the relationship between workplace non-monetary CDIMS and employee professional outcomes. Research limitations/implications Both supervisor support and control over work hours improve employee outcomes by experiencing the satisfaction with WFB. It has been recommended that organizations embed cross-domain interventions in their job design to benefit all employees impartially. Thus, all employees can enjoy better WFB and show positive work behaviors. Originality/value This study demonstrates the effectiveness of non-monetary organization CDIMS in enhancing the experience of employee’s WFB and improving their professional outcomes.

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The Relationship between Perceived Usefulness and Worker Behavior on Family-Friendly System : Mediating Effect of Work-Family Balance Satisfaction

Productivity Review ◽

10.15843/kpapr.33.3.2019.09.131 ◽

2019 ◽

Vol 33 (3) ◽

pp. 131-156

Author(s):

Mijin Ra ◽

◽

Yoonee hong ◽

Seongmin Ryu

Keyword(s):

Perceived Usefulness ◽

Mediating Effect ◽

Worker Behavior ◽

Family Balance ◽

Family Friendly ◽

Work Family Balance ◽

Work Family ◽

The Relationship

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Person–Organization Fit, Work–Family Balance, and Work Attitude: The Moderated Mediating Effect of Supervisor Support

Social Behavior and Personality An International Journal ◽

10.2224/sbp.6915 ◽

2018 ◽

Vol 46 (6) ◽

pp. 995-1010 ◽

Cited By ~ 4

Author(s):

Peng Fan

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Supervisor Support ◽

Mediating Effect ◽

Work Attitude ◽

Family Balance ◽

Work Family Balance ◽

Work Family ◽

Person Organization Fit

I examined the mediating effect of work–family balance between person–organization fit and what are broadly viewed as the most important components of work attitude, that is, organizational commitment, job satisfaction, and turnover intention. I also investigated the moderated effect of supervisor support through this mediating process. I conducted a survey with 356 people employed in the information technology industry in China and found that work–family balance mediated the relationship between their organizational commitment and job satisfaction. I also found that supervisor support moderated the linkage of person–organization fit, work–family balance, organizational commitment, and job satisfaction. However, the effect of turnover intention was nonsignificant in both the mediating and the moderated mediating model. The implications of the findings in this study for future research are discussed.

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Research on the Psychological Capital and Job Burn-Out of Mechanical Engineers in Chinese Enterprises

Advanced Materials Research ◽

10.4028/www.scientific.net/amr.971-973.2394 ◽

2014 ◽

Vol 971-973 ◽

pp. 2394-2397

Author(s):

Zhao Hui Guo

Keyword(s):

Self Efficacy ◽

Psychological Capital ◽

Chinese Enterprises ◽

Family Balance ◽

Job Transfer ◽

Burn Out ◽

Work Family Balance ◽

Work Family ◽

The Relationship

This paper utilized questionnaires to conduct a research on a total of 160 mechanical engineers in five enterprises in Wuhan, China in search of the relationship between psychological capital and job burn-out of mechanical engineers. The result shows that the psychological capital and job burn-out are obviously negatively correlated. The elements of psychological capital such as self-efficacy, optimism, hope and toughness can negatively predict the elements of job burn-out such as emotional burn-out, depersonalization, and decreasing accomplishment. Enterprises of China should take measures such as psychological capital diagnosis, professional mindset training, work-family balance project, job transfer and career culture construction to develop the psychological capital of mechanical engineers and reduce job burn-out.

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