scholarly journals Work-Family Conflict and Job Performance: Moderating Effect of Social Support among Employees in Malaysian Service Sector

2021 ◽  
Vol 21 (1) ◽  
pp. 79-95
Author(s):  
Nurhafizah Zainal ◽  
Dahlia Zawawi ◽  
Yuhanis Abdul Aziz ◽  
Mass Hareeza Ali
Keyword(s):  
Social Support ◽  
Job Performance ◽  
Family Conflict ◽  
Service Sector ◽  
Moderating Effect ◽  
Work Family Conflict ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

This study aims to examine the relationship between work-family conflict (work interference family and family interference work) and job performance among employees in Malaysian service sector. In addition, this study focuses on exploring the moderating effect of social support received from supervisors and family members on the relationship of work-family conflict dimensions with employee’s job performance. This study is employed quantitative method whereby the questionnaires are used to gather the data.The data for the present study were collected from a total of 250 employees working in Malaysian service sector.The mean, standard deviations, correlations, and moderated hierarchical regression analysis were performed in analyzing the data by using the IBM SPSS statistics software 23. The results of the study indicate that work interference family and family interference work are negatively correlated with employee’s job performance. Moreover, social support received from supervisors and family members is observed to significantly moderate the relationship of work interference family and family interference work with employee’s job performance.

Examining the Relationship of Work-Family Conflict and Turnover Intentions of Oregon CTE Teachers

2019 ◽  
Vol 44 (2) ◽  
pp. 114-143
Author(s):  
Kellie Claflin ◽  
Tyson J. Sorensen ◽  
J. Velez ◽  
Josh Stewart
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Administrative Position ◽  
Job Opportunity ◽  
Work Family ◽  
Work Interference With Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

CTE has been identified as a critical need area and therefore retention of secondary CTE teachers is of great importance. This study explored turnover intentions and work-family conflict of CTE teachers in Oregon. Teachers reported higher work interference with family (WIF) than family interference with work (FIW), but also reported moderately low turnover intentions. FIW was significantly higher in male teachers than females. Teachers reported intentions for leaving: (a) to move to an administrative position, (b) for personal reasons such as health, (c) to change teaching subject areas, and (d) for a more desirable job opportunity. WIF was a significant predictor of turnover intentions among the CTE teachers. The implications are discussed and recommendations for research and practice are explored.

Social Support, Work-Family Conflict, and Emotional Exhaustion in South Korea

2013 ◽  
Vol 113 (2) ◽  
pp. 619-634 ◽  
Author(s):  
Soojin Lee ◽  
Seckyoung Loretta Kim ◽  
Eun Kyung Park ◽  
Seokhwa Yun
Keyword(s):  
Social Support ◽  
South Korea ◽  
Family Support ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Relationship ◽  
Work Interference

With an increase of female workforce and dual-earner families, work-family conflict has received particular attention. Using a sample of 159 employees in South Korea, this study examined whether work-family conflict mediated the relationship between social support and emotional exhaustion. Supervisor and family support were found to be related negatively to two different aspects of work-family conflict, i.e., work interference with family and family interference with work, respectively. Also, each dimension of work-family conflict was associated with employees' emotional exhaustion. The relationship between supervisor support and emotional exhaustion was mediated by work interference with family; whereas, the relationship between family support and emotional exhaustion was mediated by family interference with work. Implications and future research directions are discussed.

The relationship of social support with well-being outcomes via work–family conflict: Moderating effects of gender, dependants and nationality

2016 ◽  
Vol 70 (5) ◽  
pp. 544-565 ◽  
Author(s):  
Suzie Drummond ◽  
Michael P O’Driscoll ◽  
Paula Brough ◽  
Thomas Kalliath ◽  
Oi-Ling Siu ◽  
...  
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Well Being ◽  
Moderating Effects ◽  
Work Family Conflict ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship

The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings

2016 ◽  
Vol 70 (1) ◽  
pp. 119-145 ◽  
Author(s):  
Andrew Li ◽  
Jessica Bagger ◽  
Russell Cropanzano
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Role Theory ◽  
Performance Ratings ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship

We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.

A 2-Year Longitudinal Relationship Between Work–Family Conflict and Health Among Older Workers: Can Gardening Help?

2020 ◽  
pp. 073346482093467
Author(s):  
Eunae Cho ◽  
Tuo-Yu Chen ◽  
Megan C. Janke
Keyword(s):  
Family Conflict ◽  
Older Workers ◽  
Work Family Conflict ◽  
Self Rated Health ◽  
Work Conflict ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship ◽  
Retirement Study

With the graying workforce worldwide, identifying factors that facilitate older workers’ health is critically important. We examined whether gardening mitigates the relationship of work–family conflict with disability, chronic conditions, depressive symptoms, and self-rated health among older workers. We drew a subsample of older workers aged 55 years and above from the Health and Retirement Study ( N = 1,598). Our results indicate that the relationships of work-to-family conflict at baseline with disability and with poorer self-rated health at a 2-year follow-up were stronger for those who gardened less than those who gardened more. No significant interaction was found between family-to-work conflict and gardening in predicting the health outcomes. This study is the first to show that gardening may have a protective effect against the adverse impact of work-to-family conflict on older workers’ health.

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