Supervisor and mentoring effects on work-family conflict in logistics

Michael J. Maloni (Michael A. Leven School of Management, Entrepreneurship and Hospitality, Kennesaw State University, Kennesaw, Georgia, USA)
David M. Gligor (Department of Marketing, University of Mississippi, Oxford, Mississippi, USA)
Robin A. Cheramie (Michael A. Leven School of Management, Entrepreneurship and Hospitality, Kennesaw State University, Kennesaw, Georgia, USA)
Elizabeth M. Boyd (Michael A. Leven School of Management, Entrepreneurship and Hospitality, Kennesaw State University, Kennesaw, Georgia, USA)

International Journal of Physical Distribution & Logistics Management

ISSN: 0960-0035

Publication date: 15 August 2019

Abstract

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.

Keywords

Citation

Maloni, M.J., Gligor, D.M., Cheramie, R.A. and Boyd, E.M. (2019), "Supervisor and mentoring effects on work-family conflict in logistics", International Journal of Physical Distribution & Logistics Management, Vol. 49 No. 6, pp. 644-661. https://doi.org/10.1108/IJPDLM-12-2017-0389

Publisher

:

Emerald Publishing Limited

Copyright © 2019, Emerald Publishing Limited

To read the full version of this content please select one of the options below

You may be able to access this content by logging in via Shibboleth, Open Athens or with your Emerald account.
To rent this content from Deepdyve, please click the button.
If you think you should have access to this content, click the button to contact our support team.