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Article
Publication date: 9 January 2024

Niannian Dong, Mian Zhang and Beth A. Livingston

This study aims to investigate the indirect impact of work-to-family conflict (WFC) on job satisfaction and reparative behaviors toward family members through work-to-family guilt…

Abstract

Purpose

This study aims to investigate the indirect impact of work-to-family conflict (WFC) on job satisfaction and reparative behaviors toward family members through work-to-family guilt (WFG). In addition, it seeks to explore the moderating effect of intrinsic motivation on the relationship between WFC and WFG.

Design/methodology/approach

The authors conducted two studies. Study 1 used a scenario-based experiment to investigate the mediating effect of WFG. Study 2 examined all the proposed hypotheses via survey data.

Findings

Study 1 revealed that WFC had a negative effect on job satisfaction. Concurrently, it exerted a positive impact on reparative behavioral intentions toward family members through WFG. Subsequently, Study 2 demonstrated that intrinsic motivation moderated the relationship between WFC and guilt. Furthermore, it also moderated the indirect effect of WFC on job satisfaction through WFG. Moreover, a positive relationship between WFG and reparative behaviors existed only among nontraditional men.

Originality/value

This study enriches existing literature on WFG by clarifying its impact on reparative behaviors toward family members. Moreover, it contributes to the contingent view of the source attribution perspective by highlighting intrinsic motivation as a significant boundary condition in the source attribution process.

Details

Chinese Management Studies, vol. 18 no. 2
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 29 December 2023

Yuling Chen, Zihan Yuan and Charles Weizheng Chen

The purpose of this study is to explore the impact of work-to-family conflict (WFC) on unethical pro-family behavior (UPFB) and work engagement (WE) among Chinese female leaders…

Abstract

Purpose

The purpose of this study is to explore the impact of work-to-family conflict (WFC) on unethical pro-family behavior (UPFB) and work engagement (WE) among Chinese female leaders. In addition, this study investigates the mediating role of work-to-family guilt (WFG) and the moderating role of family centrality (FC) in these relationships.

Design/methodology/approach

A quantitative approach was adopted, involving the collection of data through online questionnaires administered at three time points. These data were analyzed using hierarchical regression and the bootstrapping method to test the proposed hypotheses.

Findings

WFC exhibited a significant positive correlation with UPFB and a negative correlation with WE; WFG played a mediating role in the relationships between WFC and both UPFB and WE; and FC had a significant moderating effect on the relationship between WFC and WE.

Originality/value

This study sheds light on a model of WFC and its related effects, reveals how WFC affects UPFB and WE and uncovers the mediating role of WFG and the moderating role of FC; pays attention to a unique organizational behavior, UPFB, which enriches research on the antecedents influencing such behaviors; and examines Chinese female leaders in organizations, their current experience of WFC and the resulting psychological and behavioral outcomes.

Details

Gender in Management: An International Journal , vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 25 September 2023

Mei-Ling Wang, Ming-Chi Lee and Hsiao-Yen Mao

By utilizing boundary theory and distraction–conflict theory, this study attempted to examine the influential process of supportive teleworking practices granting work scheduling…

Abstract

Purpose

By utilizing boundary theory and distraction–conflict theory, this study attempted to examine the influential process of supportive teleworking practices granting work scheduling autonomy on work-to-family conflict (WFC) via the mediating mechanism of work interruption initiated from home.

Design/methodology/approach

The study conducted two-wave online questionnaire survey to obtain a final sample of 277 remote knowledge workers in Taiwan during the peak period of COVID-19 pandemic. Hypotheses were tested with partial least squares-structural equation modelling using SmartPLS 3.0 software.

Findings

The results revealed that supportive teleworking practices did not directly decrease the level of WFC while home-sourced work interruptions fully mediated the negative relationship between supportive teleworking practices and WFC.

Originality/value

This provides a more nuanced explanation for how and why supportive teleworking practices are beneficial for employees to cope with the challenge of work–home interferences under the new ways of working. The findings simultaneously address evidence-based practices to better deal with mandatory teleworking during potential societal crisis beyond the COVID-19 pandemic.

Open Access
Article
Publication date: 9 November 2022

Liliana María Gutiérrez Vargas, Joaquin Alegre and Susana Pasamar

This study analyses the relationship between the use of work–family benefits and job satisfaction (JS). Furthermore, it proposes that work-to-family conflict (WFC) and…

3988

Abstract

Purpose

This study analyses the relationship between the use of work–family benefits and job satisfaction (JS). Furthermore, it proposes that work-to-family conflict (WFC) and work-to-family enrichment (WFE) play a mediating role in this relationship. The purpose of this paper is to address these issues.

Design/methodology/approach

Data are gathered from 1,051 employees of Colombian organisations. Partial least squares path modelling is used.

Findings

The results show that the perception of WFE to a greater extent and the WFC perception, to a lesser extent, are significant mediators in the relationship between the use of benefits and JS.

Practical implications

This study justifies investments and initiatives on the adoption and promotion of work–family benefits. Moreover, it provides practical clues on how to boost JS: WFC and WFE are variables to be considered.

Originality/value

This study proposes a multiple mediation model to analyse the relationship between the actual use of work–family benefits and JS from a family perspective. It contributes to the literature in examining antecedents of JS, highlighting the role of WFE.

Details

International Journal of Manpower, vol. 44 no. 9
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 11 April 2024

Handan Kunkcu, Kerim Koc and Asli Pelin Gurgun

Work–family conflict is one of the most challenging stressors for construction industry professionals to cope with emotional problems. This study aims to propose a model linking…

Abstract

Purpose

Work–family conflict is one of the most challenging stressors for construction industry professionals to cope with emotional problems. This study aims to propose a model linking work–family conflict and high-quality relationships among project team members and explore mediating effects of life and job satisfactions.

Design/methodology/approach

A theoretical framework was established based on the spillover theory and social exchange theory. Data were obtained by a questionnaire survey conducted with 328 respondents working in construction projects. Structural equation modeling (SEM) was used to test interrelationships among work–family conflict, job satisfaction, life satisfaction and high-quality relationship.

Findings

The results indicate that work–family conflict is negatively associated with both job and life satisfactions of construction professionals. In addition, there were direct and positive relationships between satisfaction domains and high-quality relationship capacity. The findings further support that job satisfaction plays a mediating role between work–family conflict and high-quality relationship among construction professionals, while life satisfaction does not mediate the relationship.

Originality/value

The effects of interrole conflicts on the context of satisfaction have been investigated previously; however, there is a lack of knowledge regarding its influence on high-quality relationship among project team members. This study extends the body of knowledge on high-quality relationships among project team members to understand how conflict and satisfaction factors influence interpersonal relationships in construction project management.

Details

Engineering, Construction and Architectural Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 23 September 2024

Azka Ghafoor and Jarrod Haar

Workaholism negatively impacts desired behavioral outcomes. However, understanding the role of workaholism dimensions (excessiveness and compulsiveness) can help differentiate and…

Abstract

Purpose

Workaholism negatively impacts desired behavioral outcomes. However, understanding the role of workaholism dimensions (excessiveness and compulsiveness) can help differentiate and address employee motivators towards behavioral outcomes. Using conservation of resource theory, this study explores the influence of these workaholism dimensions, as resource-consuming elements, on positive organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs). Further, work–family conflict (WFC) and family–work conflict (FWC) are included as mediators, and time-control as a moderator, and ultimately, a moderated mediation model is tested.

Design/methodology/approach

Survey data were collected using a time-lagged data from 306 New Zealand employee respondents. Data were analysed for moderated mediation using the PROCESS macro.

Findings

Both dimensions of workaholism positively relate to OCBs but only excessiveness to CWBs. We find significant indirect effects of excessiveness and compulsiveness on CWBs through FWC, where time control acts as a boundary condition, showing moderated mediation effects.

Research limitations/implications

Fundamentally, the unique effects found encourage workaholism researchers to undertake more complex models to provide new insights.

Originality/value

This is a unique study examining time control as a boundary condition. The findings of moderated mediation provide unique insights and show that workaholism effects depend on other factors.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 21 September 2023

Mina Westman, Shoshi Chen and Dov Eden

The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings…

Abstract

Purpose

The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings, theories and constructs drawn from adjacent research literature.

Design/methodology/approach

The authors reviewed the business travel (BT) literature to identify conceptual and empirical articles on IBT published from 1990 to 2022. Only 53 publications were suitable for review. The authors reviewed them using an open coding system.

Findings

The IBT literature is dispersed across several disciplines that use different methods, focus on different aspects of travel and emphasize different positive and negative outcomes that IBT engenders. The publications employed a diverse range of methods, including review and conceptual (11), quantitative (28) and qualitative methods (14). The samples were diverse in country, age, marital status and tenure. Many publications were descriptive and exploratory. The few that based their research on theory focused on two stress theories: Job Demands-Resources (JD-R) theory and conservation of resources (COR) theory.

Research limitations/implications

Experimental and longitudinal designs are needed to reduce the causal ambiguity of this body of mostly correlational and cross-sectional research. The authors discuss the impact of emerging advances in virtual global communication technology on the future of IBT.

Practical implications

More research is needed on positive aspects of IBT. Human resource (HR) people should be aware of these issues and are encouraged to decrease the deleterious aspects of the international trips and increase the positive ones.

Social implications

Increasing well-being of international business travelers is important for the travelers, their families and the organization.

Originality/value

This is the first IBT review focused on the theoretical underpinnings of research in the field. The authors offer a model for IBT and introduce adjustment and performance as important constructs in IBT research. The authors encompass crossover theory to add the reciprocal impact of travelers and spouses and label IBT a “double-edge sword” because it arouses both positive and negative outcomes.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 11 no. 4
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 13 August 2024

Yu-Shan Hsu, Yu-Ping Chen and Margaret A. Shaffer

We examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.

Abstract

Purpose

We examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.

Design/methodology/approach

We tested the model using survey data collected at two time points from 217 employees.

Findings

Proactive employees are more likely to use flextime to alleviate WFC (b = −0.03; 95% biased-corrected CI: [−0.12, −0.01]) and this mediation relationship is not moderated by their level of low work-to-nonwork boundary permeability. In addition, only when proactive employees have a low work-to-nonwork boundary permeability does their use of flexplace alleviate WFC (b = −0.07, 95% bias-corrected CI: [−0.1613, −0.0093]).

Originality/value

We expand our understanding of who is more likely to utilize FWAs by identifying that employees with proactive personality are more likely to use flextime and flexplace. We also advance our understanding regarding the conditions whereby FWA use helps employees reduce WFC by identifying the moderating role of work-to-nonwork boundary permeability on the relationships between both flextime and flexplace use on WFC.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 29 January 2024

Ronald H. Humphrey, Chao Miao and Anthony Silard

After summarizing what has been learned so far, the purpose of this review is to suggest several promising avenues for future research on work-to-family enrichment (WFE) and…

Abstract

Purpose

After summarizing what has been learned so far, the purpose of this review is to suggest several promising avenues for future research on work-to-family enrichment (WFE) and family-to-work enrichment (FWE).

Approach

This is a literature review. After reviewing the existing research and searching for gaps in the literature, new areas of research will be proposed to fill these gaps.

Findings

While much has been learned about the antecedents and consequences of work–family enrichment in both directions, WFE and FWE, much remains to be learned.

Research Implications

Three important outcomes – job performance, organizational citizenship behavior, and counterproductive work behavior – need to be studied regarding WFE and FWE. Although supervisor support has been studied, the field needs to incorporate leadership theories and models to understand this phenomenon. Additional predictors of work outcomes – including emotional intelligence, leadership, emotional labor, social support, gender, and cross-cultural variables – need to be examined. Experience sampling methods and advanced research methodologies should also be used.

Practical Implications

Although prior research has demonstrated the important effects of WFE and FWE, the practical effects on organizations in terms of job performance still need to be investigated.

Societal Implications

The literature review conclusively demonstrates that WFE and FWE are both related to job satisfaction and family satisfaction.

Originality

This is the first review to summarize the existing meta-analytical research in this area and to propose the particular avenues of research advocated in this article.

Article
Publication date: 31 July 2024

Jeanne Poulose and Vinod Sharma

This study investigates the influence of work-to-family and family-to-work conflict on turnover intention (career break), mediated through job and life satisfaction among Indian…

Abstract

Purpose

This study investigates the influence of work-to-family and family-to-work conflict on turnover intention (career break), mediated through job and life satisfaction among Indian women in the service sector, using role conflict theory as the base.

Design/methodology/approach

A total of 421 usable responses from women who had taken a career break were collected using a 36-item scale from six major metro cities in India through social and digital media platforms. A purposive-cum-snowballing sampling method was adopted. The hypotheses were tested using structural equation modeling (SEM) through AMOS.

Findings

Findings suggest that job satisfaction (JS) is a significant predictor of turnover intention, both when work spills into the family domain, and family responsibilities spill into the work domain, thereby confirming the mediating influence of JS. Interestingly, life satisfaction (LS) only seems to mediate between inter-domain conflict and turnover intention partially.

Research limitations/implications

This is a descriptive study, and is thereby limited in terms of its generalizability, specifically as it included respondents only from six major metro cities in India.

Practical implications

The extended work-family conflict model could help managers structure organizational interventions that support women to deal with the challenges of managing the demands of both work and family domains, thereby reducing the negative influence on JS. Such initiatives could help reduce career breaks among women.

Originality/value

We explored the cause of career breaks among Indian urban women employed in the service sector, using the extended model of inter-role conflict and their attitudes towards both life and job.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

Keywords

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