Work–family conflict, emotional exhaustion, and displaced aggression toward others: The moderating roles of workplace interpersonal conflict and perceived managerial family support.

2015 ◽  
Vol 100 (3) ◽  
pp. 793-808 ◽  
Author(s):  
Yihao Liu ◽  
Mo Wang ◽  
Chu-Hsiang Chang ◽  
Junqi Shi ◽  
Le Zhou ◽  
...  
Keyword(s):  
Family Support ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Interpersonal Conflict ◽  
Work Family Conflict ◽  
Displaced Aggression ◽  
Work Family

Social Support, Work-Family Conflict, and Emotional Exhaustion in South Korea

2013 ◽  
Vol 113 (2) ◽  
pp. 619-634 ◽  
Author(s):  
Soojin Lee ◽  
Seckyoung Loretta Kim ◽  
Eun Kyung Park ◽  
Seokhwa Yun
Keyword(s):  
Social Support ◽  
South Korea ◽  
Family Support ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Relationship ◽  
Work Interference

With an increase of female workforce and dual-earner families, work-family conflict has received particular attention. Using a sample of 159 employees in South Korea, this study examined whether work-family conflict mediated the relationship between social support and emotional exhaustion. Supervisor and family support were found to be related negatively to two different aspects of work-family conflict, i.e., work interference with family and family interference with work, respectively. Also, each dimension of work-family conflict was associated with employees' emotional exhaustion. The relationship between supervisor support and emotional exhaustion was mediated by work interference with family; whereas, the relationship between family support and emotional exhaustion was mediated by family interference with work. Implications and future research directions are discussed.

DOES WORK-FAMILY CONFLICT AFFECT THE AUDITOR’S PERFORMANCE?: EXAMINING THE MEDIATING ROLES OF EMOTIONAL EXHAUSTION AND JOB SATISFACTION

2018 ◽  
Vol 20 (1) ◽  
pp. 89 ◽  
Author(s):  
Andi Ina Yustina ◽  
Tifanny Valerina
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Healthy Lifestyle ◽  
Mail Survey ◽  
Work Family Conflict ◽  
Performance Examining ◽  
And Performance ◽  
Work Family ◽  
Relationship Of

This paper examines whether the work-family conflict (related to both work-interfering-family and family-interfering-work) of auditors affects their performance and if so, whether the effect is mediated by emotional exhaustion and job satisfaction. A mail survey is used to deliver a questionnaire to 151 auditors from ten CPA firm in Indonesia. The result shows that emotional exhaustion and job satisfaction fully mediates the relationship of work-family conflict with job performance. The result also demonstrates that Work-Interfering-Family (WIF) has significant effects on emotional exhaustion and job satisfaction, but Family-Interfering-Work (FIW) has no significant influence on either emotional exhaustion or job satisfaction. This study suggests that maintaining a regular training program for auditors, having flexible working arrangements, and encouraging a healthy lifestyle may help to reduce the work-family conflict and will increase the job satisfaction and performance of auditors.

The “dark side” of organisational career growth

2019 ◽  
Vol 41 (2) ◽  
pp. 152-167 ◽  
Author(s):  
Paola Spagnoli ◽  
Alessandro Lo Presti ◽  
Carmela Buono
Keyword(s):  
Family Support ◽  
Direct Effect ◽  
Family Conflict ◽  
Process Analysis ◽  
Mediation Effect ◽  
Dark Side ◽  
Work Family Conflict ◽  
Content Type ◽  
Career Growth ◽  
Work Family

Purpose The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work–family support and work–family conflict. Design/methodology/approach Since previous contributions reported theoretical and empirical evidence of possible gender differences in this process, a moderated mediation model was examined including gender as moderating variable of both direct and indirect effects. Conditional process analysis was used to test the hypotheses on a sample of 507 Italian employees who were also parents. Findings Results showed a significant mediation effect of OCG in the relationship between organisational work–family support and work–family conflict. Furthermore, evidence of a moderated effect of gender was found in the way that the negative direct effect of organisational work–family support on work–family conflict was stronger among women, whereas the direct effect of OCG on work–family conflict was significant only for men. Originality/value This is the first study addressing the possible negative effect of OCG on a specific target of employees.

Relationships Among Stressors, Work-Family Conflict, and Emotional Exhaustion: A Study of Electronics Industry Employees in China

2010 ◽  
Vol 38 (6) ◽  
pp. 829-844 ◽  
Author(s):  
Ming-Chu Yu ◽  
Yuan-Duen Lee ◽  
Bin-Chuan Tsai
Keyword(s):  
Job Stress ◽  
Emotional Exhaustion ◽  
Organizational Support ◽  
Family Conflict ◽  
Electronics Industry ◽  
Role Stress ◽  
Work Family Conflict ◽  
Work Family ◽  
Management Staff ◽  
Stress Work

In this study we examined the relationships among job stress, role stress, work-family conflict, and emotional exhaustion among electronics industry employees in China. Empirical data was gained from 466 questionnaires. Factor analysis and regression analysis were employed. It was found that job stress and role stress have a significant effect on emotional exhaustion, and that work-family conflict has a positive effect on emotional exhaustion. We determined that there is a need for human resource management staff in the industry to establish and strengthen a scheme of organizational support that extends to the families of employees.

scholarly journals Factors Influencing Turnover Intention of Physicians in Deprived Areas

2021 ◽  
Vol 6 (2) ◽  
pp. 51-58
Author(s):  
Zahra Nikkhah-Farkhani ◽  
Azadeh Soltani
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Turnover Intention ◽  
Work Experience ◽  
Interpersonal Conflict ◽  
Work Family Conflict ◽  
Work Overload ◽  
Factors Influencing ◽  
Work Family ◽  
Deprived Areas

Background: The lack of specialist physicians is a major concern in developing countries, especially in deprived cities. Objectives: This study aimed to identify the predictive variables of the turnover intention of physicians working in an undeveloped and deprived city in Iran. Methods: Participants were 100 physicians working at North Khorasan University of Medical Sciences, Iran. The data were collected using a standard questionnaire of Turnover Intention, Interpersonal Conflict, Work-Family Conflict, Work Overload, and Organizational Support scales. We proposed a hybrid methodology to identify factors influencing turnover intention, which combines clustering and classification methods. RStudio 1.1, SPSS Clementine 12, and SPSS 22 programs were used for data analysis. After data clustering, we made a CART decision tree model for each cluster and used the variable importance feature of SPSS Clementine to discover the factors influencing turnover intention in each cluster. Results: We found two significant clusters of physicians’ turnover intention. In both clusters, interpersonal conflict (work ambiguity and work conflict) was the most important predictor of physician turnover intention, but physicians in the first cluster compared to the second had a higher turnover intention. In cluster 1, work overload, organizational support, and work-family conflict were respectively the predictors of physician turnover intention and in cluster 2, organizational support, work-family conflict, and final work overload were respectively the predictors of physician turnover intention. Conclusion: Cultural differences and the resulting interpersonal conflicts are the most important predictors of physician turnover intention in deprived areas. Turnover intention predictions of physicians with a longer work experience are different from that of others, and human resource managers must implement appropriate strategies to keep physicians in the deprived areas.

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