Investigating the Relationship between Work-To-Family Conflict, Job Burnout, Job Outcomes, and Affective Commitment in the Construction Industry

This study explored the effects of work-to-family conflict on job burnout and job outcomes in the construction industry, focusing on the moderating effects of affective commitment. Based on the conservation of resources theory, a theoretical model introducing affective commitment as a moderating variable was established. A structured questionnaire survey was then implemented among construction professionals in China. A total of 376 valid responses were obtained. Structural equation modeling was used to analyze the valid data. The results revealed the following: (i) work-to-family conflict has a significant positive impact on job burnout, but a significant negative impact on job satisfaction and job performance; (ii) job burnout negatively affects job satisfaction and job performance; (iii) affective commitment negatively moderates the effects of work-to-family conflict on job burnout. This study provides a reference for construction companies to manage work-to-family conflict and job burnout of employees, while also improving their affective commitment and job outcomes.

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The Impact of Supervisor Support on Employees’ Psychological Wellbeing: A Parallel Mediation Analysis of Work-To-Family Conflict and Job Satisfaction

International Business Research ◽

10.5539/ibr.v13n11p41 ◽

2020 ◽

Vol 13 (11) ◽

pp. 41

Author(s):

Erasmus Keli Swanzy

Keyword(s):

Job Satisfaction ◽

Mediation Analysis ◽

Family Conflict ◽

Negative Impact ◽

Positive Impact ◽

Supervisor Support ◽

Psychological Wellbeing ◽

Cape Coast ◽

The Impact ◽

The Relationship

This study tries to examine the influence of work-to-family conflict and job satisfaction on the relationship between supervisor support and the psychological wellbeing of 290 administrative workers at the University of Cape Coast, Ghana. The results of the parallel mediation analysis showed that supervisor support had a significant positive impact on employees’ psychological wellbeing and job satisfaction and also had a significant negative impact on employees’ work-to-family conflict. Moreover, the study found a direct positive effect of employees’ job satisfaction on their psychological wellbeing but did not find a direct negative effect of employees’ work-to-family conflict on their psychological wellbeing. In addition, job satisfaction mediated the association between supervisor support and the psychological wellbeing of employees. The study however found no evidence of the mediating influence of work-to-family conflict on the relationship between supervisor support and employees’ psychological wellbeing. Both theoretical and practical implications were further discussed.

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JOB OUTCOMES PADA PROFESI AKUNTAN DI DAERAH ISTIMEWA YOGYAKARTA: MODAL SOSIAL SEBAGAI VARIABEL ANTESEDEN

Jurnal Ilmiah Akuntansi dan Keuangan ◽

10.32639/jiak.v7i2.193 ◽

2018 ◽

Vol 7 (2) ◽

pp. 135-149

Author(s):

Arya Samudra Mahardhika

Keyword(s):

Job Satisfaction ◽

Social Capital ◽

Job Performance ◽

Turnover Intention ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

Job Outcomes ◽

Cognitive Dimension ◽

Negative Effect

Abstract One of the important aspect in improving employeesâ€™ job performance is social capital. Social capital consists of three dimensions: the structural dimension, cognitive dimension and relational dimension (Leana and Buren III, 1999; Leana and Pil, 2006). This study aimed to investigate the influence of social capital on employeesâ€™ job outcomes (job performance, job satisfaction, and turnover intention). This study used sample of the accounting professions (staff accountants and management accountants) at companies in Yogyakarta. The number of samples in this study were 105 respondents. This hypotheses were tested using Structural Equation Modeling-Partial Least Square (PLS-SEM) using software WarpPLS 3.0. The results of this study found that structural dimensions and dimension relational effect on job outcomes, which is a positive influence on job performance and job satisfaction, as well as the negative effect on the desire out, while the cognitive dimension show a positive effect on job satisfaction and the negative effect on turnover intention but did not show influence on job.

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Political skill reduces the negative impact of distrust

Career Development International ◽

10.1108/cdi-12-2015-0175 ◽

2016 ◽

Vol 21 (5) ◽

pp. 442-458 ◽

Cited By ~ 1

Author(s):

Vickie Coleman Gallagher ◽

James A. Meurs ◽

Kenneth J. Harris

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Affective Commitment ◽

Negative Impact ◽

Political Skill ◽

Job Mobility ◽

Work Outcomes ◽

Cross Sectional ◽

Content Type ◽

Uncertainty Management Theory

Purpose A number of studies have explored the benefits (e.g. enhanced job performance and reduced strain), of being politically skilled. Within the framework of uncertainty management theory, the purpose of this paper is to explore the benefits of high political skill to affective commitment, job satisfaction, and perceived job mobility, under conditions of distrust in management. Design/methodology/approach Sales representatives were surveyed and moderated multiple regression analyses were conducted to analyze the data. Findings The authors found that as distrust increased, affective commitment decreased for all persons, but was most pronounced for persons low on political skill. However, distrust in management had no impact on job satisfaction for those high on political skill, allowing persons high on political skill to enjoy their jobs despite high levels of distrust (an intrapsychic benefit of political skill). Finally, as distrust in management increased, persons high on political skill had increased perceived job mobility. Research limitations/implications This study is cross-sectional, limiting conclusions about causality in the relationships studied and leaving open the possibility of reverse causation. Practical implications This research has important implications, such that, under conditions of distrust, persons low on political skill are less committed, more dissatisfied, and feel a sense of job immobility, which could lead to poor work outcomes, such as decreased job performance. Originality/value The study is the first to examine how being politically skilled benefits employee outcomes when the employee distrusts management.

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Impact of Employee Talent Management

Academic Journal of Interdisciplinary Studies ◽

10.36941/ajis-2021-0133 ◽

2021 ◽

Vol 10 (5) ◽

pp. 184

Author(s):

Tuty Sariwulan ◽

Suyono Thamrin ◽

Mukmin Suyatni ◽

Iskandar Agung ◽

Ferdi Widiputera ◽

...

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation ◽

Positive Impact ◽

Field Studies ◽

Talent Management ◽

Equation Modeling ◽

Validity And Reliability ◽

Contributing Factors ◽

Group Discussions

This study aimed to analyze the factors that influence employee talent management and their impact on job satisfaction, job performance, and commitment sustainability. The study was conducted on workers in five companies located in Karawang Regency (pallet plastics, automotive, and hospitality industries) and Bogor (garment industry) located in the province of West Java, and South Tangerang (heavy tractor industry). This sample of respondents will answer the questionnaire in the questionnaire.) in Banten province. Data collection was conducted through questionnaire sharing with a sample of 250 employees, as well as interviews and focus group discussions (FGD) with a number of stakeholders. Questionnaires before being applied in field studies were examined using Pearson and Cronbach Alpha approaches in order to identify the level of validity and reliability. The analysis of the research was conducted using Structural Equation Modeling (SEM) approach with the help of the Lisrel 8.70 program. The results show that organizational culture factors, transformational leadership, and job sharing have a positive impact on employee talent management, and talent management itself has an impact on job satisfaction, job performance, and commitment sustainability. It is recommended in the development of this talent-based workforce that the above factors should be considered along with the highest contributing factors to each factor. Received: 22 March 2021 / Accepted: 27 July 2021 / Published: 5 September 2021

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The effect of Emotional intelligence on Turnover intention through the mediation of work-life conflict: The case of commercial bankers in Vietnam

10.31219/osf.io/xcw9b ◽

2019 ◽

Author(s):

Bui Nhat Vuong ◽

Tushar Hasanuzzaman ◽

Tran Nhu Quan

Keyword(s):

Emotional Intelligence ◽

Family Conflict ◽

Turnover Intention ◽

Commercial Banks ◽

Structural Equation ◽

Negative Impact ◽

Job Burnout ◽

Equation Modeling ◽

Work Family Conflict ◽

Work Family

The aim of this research is to examine the effect of emotional intelligence on turnover intention, noting the mediating roles of work-family conflict and job burnout. Survey data collected from 198 employees at commercial banks in Vietnam was analyzed to provide evidence. Results from the partial least squares structural equation modeling (PLS-SEM) using SmartPLS 3.0 program indicated that there was a negative impact of emotional intelligence on employees’ turnover intention; this was mediated partially through work-family conflict and job burnout. The main findings of this research provided some empirical implications for commercial banks. It implied that organizations in the service industry should give a try to improve their people’s work-family balance, reduce job burnout and take advantages of these emotional balance to create beneficial outcomes.

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Leadership Styles and Job Satisfaction among Employees: A Study of Women Leaders in J&K Service Sectors

International Journal on Leadership ◽

10.21863/ijl/2016.4.1.015 ◽

2016 ◽

Vol 4 (1) ◽

Author(s):

Ramandeep Kour ◽

Vaishali ◽

Neetu Andotra

Keyword(s):

Job Satisfaction ◽

Leadership Styles ◽

Structural Equation ◽

Negative Impact ◽

Positive Impact ◽

Social Systems ◽

Equation Modeling ◽

Banking Education ◽

Service Sectors ◽

And Performance

Organizations are social systems where human resources are the most important factors for effectiveness and efficiency. Organizations need effective managers and employees to achieve their objectives. Leadership is a process by which a person influences others to accomplish an objective and plays a crucial role in many professions, such as banking, education, healthcare, insurance service jobs. Infact, leadership styles are one of the important factors that have the prospective to improve the employee satisfaction and performance. The purpose of this research paper is to examine the relationship between leadership styles and job satisfaction among of 842 subordinates and 421 their respective supervisors. Structural Equation Modeling is used to test the hypothesised relationship. The results revealed that transformational style and democratic style have a positive impact on job satisfaction but transactional style and laissez faire style have a negative impact on job satisfaction. To enhance skills of the employees, the study suggested that firms who want to adopt the job satisfaction must resource their initiatives and increase the capabilities that should be given serious attention by organization aiming to be world class.

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Work-to-Family Conflict, Job Burnout, and Project Success among Construction Professionals: The Moderating Role of Affective Commitment

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17082902 ◽

2020 ◽

Vol 17 (8) ◽

pp. 2902

Author(s):

Jiming Cao ◽

Cong Liu ◽

Yubin Zhou ◽

Kaifeng Duan

Keyword(s):

Family Conflict ◽

Structural Equation ◽

Construction Projects ◽

Affective Commitment ◽

Project Success ◽

Job Burnout ◽

Equation Modeling ◽

Conservation Of Resources ◽

Construction Enterprises ◽

Valid Data

This study explored the effects of work-to-family conflict on job burnout and project success in the construction industry. First, a theoretical model with affective commitment as a moderating variable was developed according to the conservation of resources theory. A structured questionnaire survey was then performed with Chinese construction professionals, with 309 valid responses received. In the valid data, the proportion of male construction professionals is 73% and that of female construction professionals is 27%. The analysis of the valid data used structural equation modeling. The results indicate that: (i) work-to-family conflict has a positive and significant effect on job burnout, and a negative and significant effect on project success; (ii) job burnout negatively affects project success; (iii) affective commitment negatively moderates the relationship between work-to-family conflict and job burnout. This study extends the existing body of knowledge on work-to-family conflict and helps us to better understand the functional and moderating roles of affective commitment in the context of construction projects. Furthermore, this study provides theoretical guidance and a decision-making reference to help construction enterprises manage the work-to-family conflict and job burnout of construction professionals and advance their levels of affective commitment.

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Work to Family Facilitation as a Predictor of Job Satisfaction, Affective Commitment and Job Performance in Academia

Journal of Management Info ◽

10.31580/jmi.v6i3.981 ◽

2019 ◽

Vol 6 (3) ◽

pp. 30-35

Author(s):

Farhan Sarwar ◽

Tahir Masood Qureshi ◽

Siti Aisyah Panatik

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Affective Commitment ◽

Online Survey ◽

Positive Impact ◽

Employee Performance ◽

Causal Chain ◽

Future Research ◽

Public And Private ◽

Psychological Traits

Work to Family Facilitation considers that time and other resources spent on the job by an individual can have a positive impact on family life. The current study tests to what extent this perception affects the employee’s level of job satisfaction, affective commitment, and self-rated job performance. A systematic random sample of 293 faculty members from 30 public and private universities of Pakistan filled an online survey. Results from path analysis performed in AMOS indicate that Work to Family Facilitation is significant and positive predictors of all three outcomes variables. Moreover, both job satisfaction and affective commitment mediate path leading from work to family facilitation and self-rated job performance such that job satisfaction precedes affective commitment in the causal chain. Hence by devising family-friendly HR policies, effective job designs and fostering environment that is family supportive will result in enhanced employee performance. Similarly hiring employees with resourceful psychological traits or interventions to enhance resourceful psychological states can result in greater perception of work to family facilitation. Discussion and implications are followed by future research directions.

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PENGARUH ETIKA KERJA TERHADAP KETERLIBATAN KERJA DAN IMPLIKASINYA TERHADAP KOMITMEN KERJA, KEPUASAN KERJA DAN KINERJA PEKERJAAN PADA KARYAWAN LEMBAGA PENDIDIKAN TINGGI

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v3i1.479 ◽

2010 ◽

Vol 3 (1) ◽

pp. 27

Author(s):

Tery Aris Archandar

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation ◽

Affective Commitment ◽

Work Ethic ◽

Significant Contribution ◽

Career Commitment ◽

Private Higher Education ◽

Equation Modeling ◽

Work Involvement

Employees as human resources can do or can not do all the activities efficiently and effectively for the organization or company to face private higher education competition and realize the educational mission of the Trisakti University, “Being a leading university, international quality in developing science, technology and improve the quality of life and civilization”. Thepurpose of the study was to determine the effect of the relationship between work ethic to work involvement and its implications for commitment and job satisfaction and job performance at Trisakti University employees. The number of respondents who obtained as many as 194 employees. With the analysis of the data used is descriptive analysis and Structural Equation Modeling, (SEM) using the statistical program LISREL 8.7 for Windows.The research proves that: (a) the work ethic has a significant impact on work involvement; (b) only work involvement has a significant contribution to affective commitment and the commitment continuum, including a significant function as a mediating variable between ethics and affective commitment and continuous commitment; (c) the involvement of work has contributed significantly to job satisfaction; (d) the continuous commitment and career commitment has a significant contribution to job satisfaction as well as the two variables have a function as a mediating variable ; (e). job satisfaction has a significant contribution to job performance and has a function as a mediating variable between commitments with job performance Keywords : Work commitments, work ethics, work involvement, job satisfaction, and job performance.

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Job Burnout, Work-Family Conflict and Project Performance for Construction Professionals: The Moderating Role of Organizational Support

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph15122869 ◽

2018 ◽

Vol 15 (12) ◽

pp. 2869 ◽

Cited By ~ 2

Author(s):

Guangdong Wu ◽

Yue Wu ◽

Hongyang Li ◽

Chenglong Dan

Keyword(s):

Construction Industry ◽

Organizational Support ◽

Family Conflict ◽

Structural Equation ◽

Project Performance ◽

Job Burnout ◽

Equation Modeling ◽

Work Family Conflict ◽

Work Family ◽

The Impact

Construction professionals are prone to work-family conflict and job burnout, which in turn can affect project performance during implementation of delivery. To cope with this, a questionnaire survey was undertaken with construction professionals in the Chinese construction industry and 373 valid responses were received. A theoretical model introducing organizational support as a moderating variable was developed and tested with structural equation modeling. The results showed that there is a positive correlation between work-family conflict and job burnout for construction professionals. Involving organizational support can alleviate the impact of work-family conflict on professionals’ job burnout. Meanwhile, both work-family conflict and job burnout have negative effects on project performance. Therefore, an atmosphere and culture of humanized management should be established within the construction enterprises. Additionally, organizational incentives such as regulations and rules should be formulated assisting employees achieve work-family balance. Such incentives could contribute to the construction industry and improve project performance. Furthermore, this study provides a new theoretical perspective for the management of job burnout and work-family conflict in the construction industry, complementing the existing body of knowledge.

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