Transformational leadership as a mediator between work–family conflict, nurse‐reported patient safety outcomes, and job engagement

2021 ◽  
Author(s):  
Leodoro J. Labrague ◽  
Arwa Atef Obeidat
Keyword(s):  
Transformational Leadership ◽  
Patient Safety ◽  
Family Conflict ◽  
Job Engagement ◽  
Work Family Conflict ◽  
Safety Outcomes ◽  
Work Family

scholarly journals RELATIONSHIP BETWEEN HEALTHY LIFE STYLE AND WORK-RELATED FACTORS AMONG CALL CENTER WORKERS / SKAMBUČIŲ CENTRO DARBUOTOJŲ SVEIKATAI PALANKAUS GYVENIMO BŪDO IR ORGANIZACINIŲ DARBO VEIKSNIŲ RYŠYS

2012 ◽  
Vol 4 (4) ◽  
pp. 311-319
Author(s):  
Loreta Gustainienė ◽  
Aistė Pranckevičienė ◽  
Vita Briedaitytė
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Healthy Lifestyle ◽  
Physical Symptoms ◽  
Work Family Conflict ◽  
Decision Latitude ◽  
Related Factors ◽  
Work Family

Health-related issues are becoming very popular both in the broad spheres of the society and in organizations. Taking care of employee health helps the employer with maintaining and improving organizational effectiveness. The aim of the study was to identify and assess the relationship between the Five-Factor Wellness Model and work-related factors such as interpersonal conflicts, organizational constraints, workload, work-family conflict, decision latitude, transformational leadership, psychological job characteristics and perceived organizational support. The subjects of the study were 177 employees of a call center. Healthy lifestyle was measured applying a Five-Factor Wellness questionnaire (Myers, Sweeney 2005b). Physical symptoms, interpersonal conflicts, organizational constraints and workload were measured using respective scales designed by Spector and Jex (2007). Decision latitude was measured employing Karasek (1985) questionnaire. Work-family conflict was measured referring to a subscale of negative work-home interaction (Geurts et al. 2005). A transformational leadership style was measured using General Scale of transformational leadership (Carless et al. 2000). Perceived organizational support was measured using a short version of Perceived Organizational Support scale (Eisenberger et al. 1986). Research findings show that healthy lifestyle as measured by the Five-Factor Wellness Model was predicted by lower work-family conflict, whereas physical symptoms - by marked work-family conflict, decision latitude and gender (female). Santrauka Šiuolaikinėse organizacijose ir visuomenėje sveikatai palankaus gyvenimo būdo tema yra dažnai aptariama. Darbuotojų sveikata (sveikatingumu) organizacijos rūpinasi, siekdamos kelti darbuotojų gerovę ir savo organizacijos efektyvumą ir produktyvumą. Tam reikia žinoti, kokie veiksniai organizacijoje skatina ar trukdo sveikatai palankaus gyvenimo būdo realizavimą. Tyrimo tikslas buvo įvertinti ir nustatyti sveikatai palankaus gyvenimo būdo (pagal penkių faktorių sveikatingumo modelį, Myers, Sweeney 2005b) sąsajas su organizaciniais veiksniais: tarpasmeniniais konfliktais, organizaciniais trikdžiais, dideliu darbo krūviu, darbo ir šeimos konfliktu, sprendimų priėmimo laisve, transformaciniu vadovavimu ir suvokiamu organizacijos palaikymu.Tyrime dalyvavo 177 skambučių centro darbuotojai. Sveikatai palankus gyvenimo būdas buvo nustatomas pagal penkių faktorių sveikatingumo klausimyną (Myers, Sweeney 2005b), fiziniai simptomai buvo nustatomi pagal Spector ir Jex (1997) skalę, susidedančią iš 18 simptomų. Tarpasmeniniai konfliktai, organizaciniai trikdžiai, kiekybinis darbo krūvis buvo vertinami pagal atitinkamus kitus Spector ir Jex (1997) klausimynus. Sprendimų laisvei vertinti buvo naudojamas Karasek (1985) klausimynas. Transformaciniam vadovavimo stiliui tirti naudota bendroji transformacinės lyderystės skalė, sudaryta Carless ir bendradarbių (2000). Darbo ir šeimos konfliktams vertinti pasitelkta neigiama darbo ir namų sąveikos subskalė (Geurts et al, 2005). Suvokiamas organizacijos palaikymas buvo vertinamas sutrumpinta suvokiamo organizacijos palaikymo skale (Eisenberger et al. 1986). Gauti rezultatai rodo, kad sveikatai palankų gyvenimo būdą (pagal penkių faktorių sveikatingumo modelį) prognozuoja mažesnis darbo ir šeimos vaidmenų konfliktas bei didesnis darbo krūvis. Fizinę simptomatiką rodo stipresnis darbo ir šeimos vaidmenų konfliktas, didesnis suvokiamas organizacijos palaikymas ir moteriška lytis.

Transformational leadership, work-family conflict and enrichment, and commitment

2016 ◽  
Vol 79 (4) ◽  
pp. 339 ◽  
Author(s):  
Nicolas Gillet ◽  
Evelyne Fouquereau ◽  
Tiphaine Huyghebaert ◽  
Christian Vandenberghe
Keyword(s):  
Transformational Leadership ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family

scholarly journals The Role of Work-Family Conflict and Job Stress in the Prediction of Job Engagement of Nurses

2018 ◽  
Vol 7 (2) ◽  
pp. 98-106
Author(s):  
Mohsen Rezaiee Ahvanuiee ◽  
Moslem Abbasi ◽  
Shahriar Dargahi ◽  
◽  
◽  
...  
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Job Engagement ◽  
Work Family Conflict ◽  
Work Family

scholarly journals WORK-FAMILY CONFLICT, JOB ENGAGEMENT, EMOTIONAL EXHAUSTION: THEIR INFLUENCE ON THE TURNOVER INTENTION OF INDIGENOUS PAPUAN FEMALE EMPLOYEES

2020 ◽  
Vol 18 (1) ◽  
pp. 1-13
Author(s):  
Noermijati Noermijati ◽  
◽  
Suratchanee Wongviboonrath ◽  
Wiwin Itlay ◽  
Achmad Sudiro ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Family Conflict ◽  
Turnover Intention ◽  
Job Engagement ◽  
Work Family Conflict ◽  
Female Employees ◽  
Work Family

Understanding employees' response to work-related after-hours use of instant messaging apps: a stress and coping perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hsiang-Lan Cheng ◽  
Tung-Ching Lin ◽  
Wee-Kheng Tan ◽  
Chao-Min Chiu
Keyword(s):  
Family Conflict ◽  
Moral Disengagement ◽  
Job Strain ◽  
Stress And Coping ◽  
Job Engagement ◽  
Work Family Conflict ◽  
Content Type ◽  
Behavioral Disengagement ◽  
Work Family ◽  
And Coping

PurposeThe purpose of this paper is to examine the complex relationships between permeability, work-family conflict, moral disengagement, behavioral disengagement, job strain and job engagement. In addition, this study aims to determine whether moral disengagement acts as a moderator and mediator in the relationship between work-family conflict and behavioral disengagement.Design/methodology/approachThe authors apply partial least squares structural equation modeling to test the hypotheses, using a sample of 176 valid responses.FindingsThe results indicate that permeability is likely to promote work-family conflict, which in turn may trigger moral disengagement. Moral disengagement may lead to behavioral disengagement, which in turn may increase job strain and decrease job engagement. The findings also show that work-family conflict does not have a significant effect on behavioral disengagement, suggesting that moral disengagement fully mediates the influence of work-family conflict on behavioral disengagement. In addition, the moderating effect of moral disengagement is not significant.Originality/valueApplying the transactional model of stress and coping theory and the moral disengagement theory, this study contributes to a better understanding of employees' experience of job strain caused by work-family conflict (induced by permeability of IM usage), as well as the employee's coping response.

scholarly journals Work-family conflict and professional commitment: proactive effect of transformational leadership

2020 ◽  
Vol 18 (1) ◽  
pp. 97-106
Author(s):  
Arthi R. ◽  
Sumathi G.N.
Keyword(s):  
Transformational Leadership ◽  
Family Conflict ◽  
Leadership Behavior ◽  
Negative Relationship ◽  
Outcome Variable ◽  
Professional Commitment ◽  
Work Family Conflict ◽  
Moderation Effect ◽  
Work Family ◽  
The Relationship

The study aims to empirically test the moderation effect of transformational leadership characteristic on the relationship between work-family conflict and professional commitment among school teachers. A cross-sectional study was conducted among 752 teachers currently working in private schools from selected districts in Tamil Nadu, India. Purposive sampling technique is used, and data were collected using a questionnaire. The moderating effect of transformational leadership behavior is examined using hierarchical regression analysis. Grounded with the conservation of resource theory (COR) and transformational leadership theory, the results supported the negative impact of work-family conflict on the professional commitment of teachers. Further, the moderation effect of transformational leadership found to reverse the negative relationship between work-family conflict and professional commitment. Thus, the transformational leadership behavior of leaders (head/principal) was found to foster the professional commitment of teachers. This study is focused only on the dimensions of transformational characteristics on the relationship between work-family conflict and professional commitment of teachers. Also, it would be constructive to examine other mediating or moderating impacts of variables such as peer support, job satisfaction, which can also have a significant impact. Further, the outcome variable related to the perspective of students can also be researched.

Work–Home Interface and Well-Being

2017 ◽  
Vol 16 (1) ◽  
pp. 46-55 ◽  
Author(s):  
Audrey Babic ◽  
Florence Stinglhamber ◽  
Françoise Bertrand ◽  
Isabelle Hansez
Keyword(s):  
Family Conflict ◽  
Job Strain ◽  
Well Being ◽  
Job Engagement ◽  
Work Family Conflict ◽  
Reciprocal Relationships ◽  
The Past ◽  
Work Family ◽  
Federal Public Service ◽  
Work Family Enrichment

Abstract. Much effort has been expended in the past decade to examine the causal relationship between work–family conflict (WFC) and negative indicators of well-being. Comparatively little is known about the effects of work–family enrichment (WFE) on well-being. Even more importantly, very few studies have examined the concomitant effects of both WFC and WFE in terms of well-being. This study aims to fill these gaps by investigating the directionality of the causal relationships between WFC, WFE, and two well-being variables (i.e., job strain and job engagement). We examined these relationships using a two-wave cross-lagged panel design. Our sample was composed of 978 workers from a Belgian Federal Public Service. Reciprocal relationships were found between WFC–job strain, WFC–job engagement, and WFE–job engagement.

Sign in / Sign up

Export Citation Format

Share Document