Person–Organization Fit, Work–Family Balance, and Work Attitude: The Moderated Mediating Effect of Supervisor Support

2018 ◽  
Vol 46 (6) ◽  
pp. 995-1010 ◽  
Author(s):  
Peng Fan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Work Attitude ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Person Organization Fit

I examined the mediating effect of work–family balance between person–organization fit and what are broadly viewed as the most important components of work attitude, that is, organizational commitment, job satisfaction, and turnover intention. I also investigated the moderated effect of supervisor support through this mediating process. I conducted a survey with 356 people employed in the information technology industry in China and found that work–family balance mediated the relationship between their organizational commitment and job satisfaction. I also found that supervisor support moderated the linkage of person–organization fit, work–family balance, organizational commitment, and job satisfaction. However, the effect of turnover intention was nonsignificant in both the mediating and the moderated mediating model. The implications of the findings in this study for future research are discussed.

Organization cross domain interventions managing strategies and employee outcomes: a role of work–family balance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohsin Bashir ◽  
M. Khurrum S. Bhutta ◽  
Muhammad Waseem Bari ◽  
Ammara Saleem ◽  
Yasir Tanveer
Keyword(s):  
Supervisor Support ◽  
Work Hours ◽  
Mediating Effect ◽  
Employee Outcomes ◽  
Content Type ◽  
Cross Domain ◽  
Family Balance ◽  
Professional Outcomes ◽  
Work Family Balance ◽  
Work Family

Purpose Although an emerging field in work and family literature, organization cross domain intervention managing strategies (CDIMS) is an under-researched area. This study aims to investigate whether organization non-monetary CDIMS (control over work hours and supervisor support) have an impact on employee outcomes via the mediating effect work–family balance (WFB). Design/methodology/approach Data for the study have been gathered in two distinct surveys from 300 employees working at the managerial level in various manufacturing companies of Pakistan with a seven-week time interval to reduce common method variance. Data were collected during January and March 2020. Confirmatory factor analysis has been performed before testing the mediated model. Findings Organization non-monetary CDIMS i.e. control over work hours and supervisor support has been associated positively with WFB, which has further mediated the relationship between workplace non-monetary CDIMS and employee professional outcomes. Research limitations/implications Both supervisor support and control over work hours improve employee outcomes by experiencing the satisfaction with WFB. It has been recommended that organizations embed cross-domain interventions in their job design to benefit all employees impartially. Thus, all employees can enjoy better WFB and show positive work behaviors. Originality/value This study demonstrates the effectiveness of non-monetary organization CDIMS in enhancing the experience of employee’s WFB and improving their professional outcomes.

scholarly journals Work-family balance measures in companies and employees’ work satisfaction: the effect of work-family enrichment

2017 ◽  
Vol 48 (1) ◽  
Author(s):  
Manuela Pérez-Pérez ◽  
Mª José Vela-Jimenez ◽  
Silvia Abella-Garcés ◽  
Ángel Martínez-Sánchez
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equations ◽  
Positive Role ◽  
Family Work ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Relationship

This paper analyses the relationship between a group of different practices of work-family balance and the employees’ job satisfaction, as well as the relationship between job satisfaction and employee’s organizational commitment. We differentiate this relationship according to the level of work-family (W-F) enrichment and family-work (F-W) enrichment, as well as we analyze the role of work-family (W-F) and family-work (F-W) conflict. We use a sample of 322 employees, and test the relationships with structural equations. The results show that a higher use of work-family practices has more beneficial effects on enrichment and conflict, and that both enrichment and conflict influence employees’ job satisfaction. However, higher levels of interference or stress at work make employees feel less satisfied at work. The paper highlights the positive role of enrichment in order to improve employee’s job satisfaction as well as to increase his/her organizational commitment. Keywords: work-family balance practices, conflict, enrichment, job satisfaction, organizational commitment.

scholarly journals Paths to Explain Employee Job Satisfaction. A Fuzzy-Set Analysis

2018 ◽  
Vol 1 (1) ◽  
pp. 569-576 ◽  
Author(s):  
Magdalena Gębczyńska ◽  
Anna Kwiotkowska
Keyword(s):  
Job Satisfaction ◽  
Fuzzy Set ◽  
Small And Medium Enterprises ◽  
Qualitative Comparative Analysis ◽  
Supervisor Support ◽  
Job Security ◽  
Employee Job Satisfaction ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

Abstract Job satisfaction is one of the most researched topics in management literature taking into consideration the fact that it has been found out that this concept has many practical implications in the workplace. Job satisfaction is very complex phenomenon which is influenced by numerous factors. Previous studies provide a partial view of job satisfaction, because they are usually focused on the relationship between a single factor and job satisfaction, without taking a global view to indicate how different factors simultaneously affect job satisfaction. The purpose of this paper is to investigate how different factors such as: work family balance, teamwork, personal environment fit, job security and supervisor support simultaneously influence job satisfactions. The sample of the study includes employees of Polish small and medium enterprises (SMEs). Fuzzy-set qualitative comparative analysis is used to analyze data collected in surveys from 274 employees. The results contribute to research on job satisfaction by outlining several combinations of factors which create a paths to explain employee job satisfaction: (1) teamwork and supervisor support, (2) personal environment fit, job security and supervisor support with absence of work family balance, (3) work family balance, job security and supervisor support.

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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