Relationship between work-family balance and job satisfaction among employees in China: A moderated mediation model

PsyCh Journal ◽  
2017 ◽  
Vol 6 (3) ◽  
pp. 194-204 ◽  
Author(s):  
Yue Yu ◽  
Yuchen Wang ◽  
Jianxin Zhang
Keyword(s):  
Job Satisfaction ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

Antecedents and Consequences of Satisfaction with Work-Family Balance: A Moderated Mediation Model

2015 ◽  
Vol 2015 (1) ◽  
pp. 12939
Author(s):  
Andrea Kim ◽  
Kyongji Han ◽  
Jaepil Choi ◽  
Seongmin Ryu ◽  
Jong Gyu Park ◽  
...  
Keyword(s):  
Moderated Mediation ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Family Balance ◽  
Work Family Balance ◽  
Antecedents And Consequences ◽  
Work Family

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

scholarly journals Personality and work outcomes: A moderated mediation model of self-leadership and gender

2018 ◽  
Vol 10 (2) ◽  
pp. 1292-1304
Author(s):  
Jessie Ho ◽  
Paul L Nesbit
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Job Performance ◽  
Personality Traits ◽  
Moderated Mediation ◽  
Work Outcomes ◽  
Mediation Model ◽  
Internal Locus ◽  
Internal Locus Of Control ◽  
Moderated Mediation Model

The purpose of this study is to examine the relationship between personality traits (conscientiousness and internal locus of control) and self-leadership. Specifically, we tested a moderated mediation model with self-leadership as the mediator between personality traits and job performance and job satisfaction and with gender as the moderator in influencing the mediations. Data were collected from a variety of organizations from 341 supervisor-subordinate dyads located in China and Hong Kong. Our analyses revealed that: (1) conscientiousness and internal locus of control were positively related to self-leadership in Chinese contexts; (2) self-leadership mediated the relationships of conscientiousness and internal locus of control with both job performance and job satisfaction; and (3) the mediating effects of self-leadership were not moderated by gender.  

A moderated mediation model of employee experienced diversity management: openness to experience, perceived visible diversity discrimination and job satisfaction

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Shahin Alam ◽  
DuckJung Shin
Keyword(s):  
Job Satisfaction ◽  
Social Identity Theory ◽  
Cognitive Theory ◽  
Diversity Management ◽  
Moderated Mediation ◽  
Openness To Experience ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

PurposeThis study developed and tested a moderated mediation model on workplace diversity management. The analysis examined whether diversity management affects job satisfaction via perceived discrimination, depending on employees' openness to experience.Design/methodology/approachBuilding upon the assumptions of social identity theory, social cognitive theory and Big-Five theory, this study proposed and tested a model that analyzes the process through which diversity management influences perceived visible diversity discrimination and job satisfaction, depending on employees' openness to experience.FindingsThis study found support for the proposed moderated mediation model, which suggests that diversity management interacts with employees' openness to experience personality to influence their job satisfaction through perceived visible diversity discrimination. The results indicated that diversity management increased employees' job satisfaction in the workplace and that the relationship between diversity management and job satisfaction was further mediated by employees' perceptions of being discriminated against because of their age, gender and racial identities. The effect of diversity management on job satisfaction through perceived visible diversity discrimination was stronger when employees had high levels of openness to experience.Practical implicationsThe results of the study suggest that the diversity management is an important organizational intervention to improve job satisfaction by providing a scientific explanation of its underlying psychological process and identifying the factors associated with the process, such as personality and perception of being discriminated.Originality/valueThis study contributes to extend the diversity management literature by applying the assumptions of social identity theory, social cognitive theory and Big-Five theory together to identify the relationship between diversity management and job satisfaction and the effect of perceived discrimination and openness to experience in the relationship.

Family-friendly practices, high-performance work practices and work–family balance

2016 ◽  
Vol 14 (1) ◽  
pp. 2-23 ◽  
Author(s):  
Lorena Ronda ◽  
Andrea Ollo-López ◽  
Salomé Goñi-Legaz
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Working Hours ◽  
Work Practices ◽  
Content Type ◽  
Family Balance ◽  
Family Friendly ◽  
High Performance Work Practices ◽  
Work Family Balance ◽  
Work Family

Purpose This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship Design/methodology/approach We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis. Findings The results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive. Research limitations/implications The use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications Managers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours. Originality/value The paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.

Work to family, family to work conflicts and work family balance as predictors of job satisfaction of Malaysian academic community

2020 ◽  
Vol 14 (4) ◽  
pp. 621-642 ◽  
Author(s):  
Md. Mizanur Rahman ◽  
Noor Azman Ali ◽  
Amer Hamzah Jantan ◽  
Zuraina Dato' Mansor ◽  
Md. Saidur Rahaman
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Private Universities ◽  
Academic Community ◽  
Mediation Effect ◽  
Content Type ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this study is to confirm that work to family conflict (W to FC), family to work conflict (F to WC) and work family balance (WFB) are the predictors of job satisfaction (JS) for Malaysian academic community. To achieve the fundamental objective, the authors first test the direct (structural model) effects of W to FC and F to WC on JS. Secondly, using mediation model, the indirect effects of WFB were calculated through W to FC, F to WC and JS. Design/methodology/approach Using convenience sampling, the data was collected from 280 academic people who work at private universities in Malaysia. Structural equation modelling technique was applied to complete the data analyses procedures. Findings The findings revealed that W to FC and F to WC have negative significant effects on JS. Besides, WFB partially mediates only the relationship between W to FC and JS while no mediation effect was found for F to WC and JS. Research limitations/implications All the research variables in this study were individual-level variables, thus it is suggested to use some organizational and national level variables such as religion and culture as they might be good intervening variables for predicting JS. Practical implications Using the findings of this research, the Malaysian private universities community can take some necessary initiatives to mitigate work family conflict (W-FC) and ensure WFB and JS that might enhance the standard of higher education in Malaysia. Originality/value To the best of the authors’ knowledge, this is the first attempt to test the mediation effect of WFB in the relationship between both directions of W-FC and JS of employees from the perspective of Malaysia (a collectivist community).

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