Work Family Conflict, Creative Performance, and Paternalistic Leadership: Analyzing the Paradigms

Based on the leadership literature, this study investigates how paternalistic leadership (PL) and polychronicity (PC) affect the life satisfaction (LS) of nurses, specifically in public hospitals. Moreover, the mediating role of work-family conflict (WFC) and family-work conflict (FWC) is also assessed the relationships among PL, PC, and LS. The cross-sectional study design is used in this study due to its cost benefits and the convenience of data collection at a single point in time. A survey questionnaire is used to collect data from 226 nurses, and the Partial least squares structural equation modeling (PLS-SEM) technique is used to investigate the proposed model. The findings of this study confirmed that PL and PC have a positive relationship with LS. Furthermore, WFC partially mediated the relationships among PL, PC, and LS. In addition, FWC partially mediated the relationship between PL and LS; the role of FWC in mediating the relationship between PC and LS has been found to be insignificant. Employees with high PC and those whose supervisors show PL behavior become more satisfied with their lives and have relatively low WFC and FWC. In addition, the theoretical and practical implications have also been discussed.

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Work–Family Conflict on Sustainable Creative Performance: Job Crafting as a Mediator

Sustainability ◽

10.3390/su12198004 ◽

2020 ◽

Vol 12 (19) ◽

pp. 8004 ◽

Cited By ~ 1

Author(s):

Man Zhang ◽

Fan Wang ◽

Anupam Kumar Das

Keyword(s):

Sustainable Development ◽

Family Conflict ◽

Regulatory Focus ◽

Job Crafting ◽

Future Research ◽

Creative Performance ◽

Work Family Conflict ◽

Moderated Mediation Model ◽

Future Research Directions ◽

Work Family

The psychology of sustainability in terms of sustainable development for work–family conflict (WFC) in organizations has become increasingly relevant in sustainable human resource management research, and the pursuit of sustainable creative performance is an important aspect of corporate sustainable development. Taking a regulatory focus perspective, this study integrates a moderated-mediation model to examine the relationship between work–family conflict and sustainable creative performance. Data were collected from 203 supervisor–subordinate dyads from two branches of a high-end manufacturing enterprise in Shanghai, China. The results reveal that work–family conflict has a positive effect on sustainable creative performance through job crafting, and the effect is stronger when individuals show higher promotion regulatory focus. We discuss the theoretical and practical implications of the study, along with potential future research directions.

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Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽

10.1026/0012-1924/a000044 ◽

2011 ◽

Vol 57 (3) ◽

pp. 134-145 ◽

Cited By ~ 18

Author(s):

Christine Syrek ◽

Claudia Bauer-Emmel ◽

Conny Antoni ◽

Jens Klusemann

Keyword(s):

Family Conflict ◽

Work Life ◽

Work Life Balance ◽

Work Family Conflict ◽

Family Conflicts ◽

Life Balance ◽

Reliabilität Und Validität ◽

Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

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Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000107 ◽

2014 ◽

Vol 13 (2) ◽

pp. 87-96 ◽

Cited By ~ 4

Author(s):

Xi-Chao Zhang ◽

Oi Ling Siu ◽

Jing Hu ◽

Weiwei Zhang

Keyword(s):

Family Conflict ◽

Structural Equation ◽

Time Lag ◽

Well Being ◽

Equation Modeling ◽

Family Interactions ◽

Work Family Conflict ◽

Psychological Well Being ◽

Direct Model ◽

Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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