scholarly journals Moderating Role of Intrinsic Motivation on the Relationship of Work Family Conflict and Job Performance in Frontline Officers of Islamic Banks

2019 ◽  
Vol 11 (3) ◽  
pp. 161-180 ◽  
Author(s):  
Muhammad K. Riaz ◽  
Waseef Jamal ◽  
Khawaja Fawad Latif
Keyword(s):  
Job Performance ◽  
Intrinsic Motivation ◽  
Family Conflict ◽  
Islamic Banks ◽  
Work Family Conflict ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

scholarly journals Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices

2020 ◽  
Vol 17 (14) ◽  
pp. 5185
Author(s):  
Le Tang ◽  
Rentao Miao ◽  
Lai Jiang
Keyword(s):  
Family Conflict ◽  
Negative Relationship ◽  
Political Skill ◽  
Hierarchical Linear Model ◽  
Work Family Conflict ◽  
Family Friendly ◽  
Work Family ◽  
The Relationship ◽  
Moderating Role

Many studies have examined the negative effects of work-family conflict on society, organizations, and individuals. Nonetheless, alleviating employee work-family conflict is a topic worthy of further investigation. Few studies examine the antecedent variables of work-family conflict from personal skill and Guanxi perspectives. Studies that test the moderating role of family-friendly practices at the organization level are also rare. Accordingly, we collected data from 404 employees of 51 organizations. The research data are time-lagged and multileveled. The results of hierarchical linear model (HLM) show: (1) Employee political skill negatively affects employee perceived work-family conflict; (2) Employee political skill positively affects supervisor-subordinate Guanxi; (3) Supervisor-subordinate Guanxi partially mediates the relationship between employee political skill and employee work-family conflict (that is, employees can use their political skill to build high-quality supervisor-subordinate Guanxi, further reducing their perceived work-family conflict); (4) Organization family-friendly practices negatively moderate the relationship between supervisor-subordinate Guanxi and work-family conflict (that is, in organizations with high level family-friendly practices, the negative relationship between supervisor-subordinate Guanxi and work-family conflict becomes weak); Furthermore, by coding with Mplus software (Muthen & Muthen, Los Angeles, CA, USA), we also find: (5) Organization family-friendly practices moderate the indirect effect of employee political skill on employee work-family conflict. The results have both theoretical and empirical implications. Further research directions are addressed at the end.

scholarly journals Work-Family Conflict and Job Performance: Moderating Effect of Social Support among Employees in Malaysian Service Sector

2021 ◽  
Vol 21 (1) ◽  
pp. 79-95
Author(s):  
Nurhafizah Zainal ◽  
Dahlia Zawawi ◽  
Yuhanis Abdul Aziz ◽  
Mass Hareeza Ali
Keyword(s):  
Social Support ◽  
Job Performance ◽  
Family Conflict ◽  
Service Sector ◽  
Moderating Effect ◽  
Work Family Conflict ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

This study aims to examine the relationship between work-family conflict (work interference family and family interference work) and job performance among employees in Malaysian service sector. In addition, this study focuses on exploring the moderating effect of social support received from supervisors and family members on the relationship of work-family conflict dimensions with employee’s job performance. This study is employed quantitative method whereby the questionnaires are used to gather the data.The data for the present study were collected from a total of 250 employees working in Malaysian service sector.The mean, standard deviations, correlations, and moderated hierarchical regression analysis were performed in analyzing the data by using the IBM SPSS statistics software 23. The results of the study indicate that work interference family and family interference work are negatively correlated with employee’s job performance. Moreover, social support received from supervisors and family members is observed to significantly moderate the relationship of work interference family and family interference work with employee’s job performance.

Work–family conflict and job performance: mediating role of work engagement in healthcare employees

2021 ◽  
pp. 1-20
Author(s):  
Safiye Şahin ◽  
Uğur Yozgat
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Mediating Role ◽  
Work Family ◽  
The Relationship ◽  
And Task ◽  
Healthcare Employees

Abstract This study aims to examine the mediating role of work engagement in the effect of work interfering with the family (WIF) and family interfering with the work (FIW) on employees' employee-rated and supervisor-rated contextual and task performance, drawing on Job Demands and Job Resources model. The sample of the study consisted of 432 healthcare employees and 61 supervisors working for public hospitals in Turkey. We found support for a mediational model such that the relationship between FIW and employee-rated job performance (contextual and task) was mediated by work engagement. Although some studies examined how work–family conflict affects job performance, our knowledge on how these relationships can be mediated through work engagement is still limited. This study further investigates the underlying mechanism in the relationship between WFC and job performance.

Work-Family Conflict and Organisationally Valued Outcomes: The Moderating Role of Decision Latitude in Five National Contexts

2012 ◽  
Vol 63 (1) ◽  
pp. 62-95 ◽  
Author(s):  
Tejinder K. Billing ◽  
Rabi S. Bhagat ◽  
Emin Babakus ◽  
Balaji Krishnan ◽  
David L. Ford ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Decision Latitude ◽  
Work Family ◽  
Moderating Role

Technostress and the entitled employee: impacts on work and family

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kenneth J. Harris ◽  
Ranida B. Harris ◽  
Matthew Valle ◽  
John Carlson ◽  
Dawn S. Carlson ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Negative Outcomes ◽  
Work Family Conflict ◽  
Personality Variable ◽  
Content Type ◽  
Employee Entitlement ◽  
Work Family ◽  
Moderating Role

PurposeThe purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.Design/methodology/approachUsing a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.FindingsThe results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.Practical implicationsThese findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.Originality/valueDue to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings

2016 ◽  
Vol 70 (1) ◽  
pp. 119-145 ◽  
Author(s):  
Andrew Li ◽  
Jessica Bagger ◽  
Russell Cropanzano
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Role Theory ◽  
Performance Ratings ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship

We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.

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