scholarly journals Antecedents of Work-Family Conflict and the Moderating Effect of Perceived Organizational Support in China

2013 ◽  
Vol 9 (13) ◽  
Author(s):  
Do-Hyung Lee ◽  
Zenglim Zenglim
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Moderating Effect ◽  
Work Family Conflict ◽  
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.

Struggling for balance amid turbulence on international assignments: work–family conflict, support and commitment

2001 ◽  
Vol 27 (1) ◽  
pp. 99-121 ◽  
Author(s):  
Margaret A. Shaffer ◽  
David A. Harrison ◽  
K. Matthew Gilley ◽  
Dora M. Luk
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Work And Family ◽  
International Assignments ◽  
Work Family Conflict ◽  
Capital Theory ◽  
Intentions To Quit ◽  
Work Family ◽  
The Impact

Using human capital theory, we develop hypotheses about the impact of perceived organizational support and two forms of work–family conflict on the psychological withdrawal of expatriates. We also consider the exacerbating effects of commitment to either domain. To test these hypotheses, we collected multisource data from 324 expatriates in 46 countries. Results indicate that perceived organizational support and the interplay between work and family domains have direct and unique influences on expatriates’ intentions to quit.

scholarly journals Workplace Spirituality, Work-Family Conflict, Perceived Organizational Support and Employee Well-Being among Hotel Employees

2020 ◽  
Vol 2 (2) ◽  
pp. 1-9
Author(s):  
Hadziroh Ibrahim ◽  
Nabilah Asyikin Mohd Noor Shatri ◽  
Md. Lazim Mohd Zin
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Workplace Spirituality ◽  
Well Being ◽  
Work Family Conflict ◽  
Significant Relationships ◽  
Work Family

The main purpose of this study is to investigate the factors influencing employee well-being among employees. Specifically, the study is conducted to examine the relationships between workplace spirituality, work-family conflict, perceived organizational support, and employee well-being among hotel’s employees in Perak, Malaysia. A total of 140 questionnaires were used for data analysis. Pearson correlation analysis shows that workplace spirituality and perceived organizational support have positive relationships to employee well-being, and work-family conflict has a negative relationship to employee well-being. Based on multiple regression analysis, the study found that two independent variables, which are workplace spirituality and work-family conflict, have significant relationships with employee well-being among hotel’s employees. Meanwhile, perceived organizational support have no significant relationship with employee well-being. The implications and limitations of the study are also presented.

scholarly journals The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam

2020 ◽  
Vol 12 (5) ◽  
pp. 1857 ◽  
Author(s):  
Ha Nam Khanh Giao ◽  
Bui Nhat Vuong ◽  
Dao Duy Huan ◽  
Hasanuzzaman Tushar ◽  
Tran Nhu Quan
Keyword(s):  
Emotional Intelligence ◽  
Organizational Support ◽  
Family Conflict ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Banking Industry ◽  
Job Burnout ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family

The objective of this study is to investigate the impact of emotional intelligence on turnover intention, noting the mediating roles of work-family conflict and job burnout as well as the moderating effect of perceived organizational support. Survey data collected from 722 employees at banks in Vietnam was analyzed to provide evidence. Results from the partial least squares structural equation modeling (PLS-SEM) using the SmartPLS 3.0 program indicated that there was a negative effect of emotional intelligence on employees’ turnover intention; this was mediated partially through work-family conflict and job burnout. Besides, this study indicated that perceived organizational support could decrease work-family conflict, job burnout and turnover intention of employees. It could also moderate the relationship between emotional intelligence and work-family conflict. This negative relationship was stronger for employees who work in a supportive environment. The main findings of this research provided some empirical implications for the Vietnamese banking industry. It implied that organizations in the service industry should try to improve their employees’ work-family balance, reduce job burnout and take advantage of these emotional balances and supportive environments to create beneficial outcomes.

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