This study considered organizational politics as a source of stress and examined its spillover effects on the family domain. By integrating the work–home resource theory and transactional theory of stress, the authors developed a moderated mediation model that examined the moderating role of family support in the relationship between employee's perceptions of organizational politics and their family satisfaction through work-to-family conflict.
The authors examined the moderated mediation model using a sample of 223 full-time employees in Bangladesh. Data were collected using a three-wave survey research design.
The results indicate that organizational politics is negatively related to family satisfaction; work-to-family conflict medicates this relationship. Besides, family support attenuates the mediating effect of work-to-family conflict on the relationship between organizational politics and family satisfaction.
Managers should reduce the extent of organizational politics to avoid its impact on the nonwork domain. Moreover, social support from family members might play a crucial role in reducing the negative consequence of organizational politics in the family domain. By taking human resource practices such as training, increased communication, family-friendly policies, organizations may improve the ability of workers to cope with the negative consequences of organizational politics.
The current study uncovered the spillover effect of organizational politics on the nonwork domain. This research contributed to the burgeoning stream of organizational politics and work–family interface literature by investigating the influence of organizational politics in undermining family satisfaction and exploring the mediating mechanism linking organizational politics and family satisfaction as well as the boundary conditions of family social support.
The authors declare that they have no conflict of interest. Correspondence concerning this article should be addressed to Shao-Long Li, Economics and Management School, Wuhan University, China. E-mail: email@example.com. This research was supported by the National Natural Science Foundation of China (No. 71602147; 71772072).
Arefin, M.S., Alam, M.S., Li, S.-L. and Long, L. (2021), "Spillover effects of organizational politics on family satisfaction: the role of work-to-family conflict and family support", Personnel Review, Vol. 50 No. 5, pp. 1426-1444. https://doi.org/10.1108/PR-02-2020-0107
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