工作家庭界面下物流业员工的工作满意感与离职意向研究

采用工作→家庭增益、工作→家庭冲突、离职意向和工作满意度量表对来自物流业的416名员工进行测量,使用结构方程模型方法构建了员工工作→家庭增益、工作→家庭冲突与离职意向、工作满意度之间的理论模型。结果显示,工作→家庭增益是独立于工作→家庭冲突的变量;工作→家庭冲突对离职意向和工作满意感都有正向作用,且对离职意向有更大影响;工作→家庭增益对工作满意感有正向作用,对离职意向有负向作用,且对工作满意感有更大影响。     

Dual sources of support for dual roles: how mentoring and work–family culture influence work–family conflict and job attitudes

This study examines the influence of mentoring support and perceptions of a supportive work–family culture on the level of work–family conflict (WFC), job satisfaction and affective commitment reported by employees in a Fortune 100 professional services organization. Main effects and interaction effects between mentoring and work–family culture were explored. Results indicate that the presence of a mentor is significantly related to affective commitment while a supportive work–family culture was associated with less WFC – both family interference with work and work interference with family – and greater job satisfaction and affective commitment. For both job satisfaction and affective commitment, there is an interaction effect that suggests a synergy between direct and contextual support. Implications for practice and future research are discussed.     

The relationships between multifoci workplace aggression and work–family conflict

This study examined the relationships between multifoci workplace aggression by supervisors, coworkers, and customers and employees’ work–family conflict (ranked by spouses or closest family members). Furthermore, this study explored how employees’ problem-focused coping levels moderate the relationship between multifoci workplace aggression and employees’ negative affect, which subsequently influences their work–family conflicts. Data from a sample of 457 working adults and their spouses (or their closest family members) and results showed the direct effects of multifoci workplace aggression on employees’ work–family conflict. This research also found that problem-focused coping would weaken the relationship between supervisor/coworker aggression and employees’ negative affect. Moreover, the results revealed that the effects of multifoci workplace aggression spilled over into employees’ family domain through negative affect and influenced their work–family conflicts (ranked by spouses or closest family members). Finally, a moderated-mediation model used in this study supported the hypothesis that negative affect mediates the interactive effects of multifoci workplace aggression and problem-focused coping on employees’ work–family conflicts. The theoretical and practical implications of these findings are discussed.     

Relationships of work–family conflict with business and marriage outcomes in Taiwanese copreneurial women

This study used bidirectional interrole conflict measures to examine the permeability of work and family domains, and to further investigate the relationships of work–family conflict with business and marriage outcomes in copreneurial women. Analytical results from 202 Taiwanese copreneurial women were summarized as follows: (1) family boundaries were more permeable than work domains; (2) work–family conflict is negatively related to perceived business success and marriage satisfaction; and (3) work-to-family conflict predicts marriage satisfaction, whereas family-to-work conflict predicts perceived business success. The results were interpreted and implications were discussed in terms of consulting strategies of work–family management strategies and participative management techniques in family business.     

Predictors and processes of satisfaction with work–family balance: Examining the role of personal,work, and family resources and conflict and enrichment

Drawing from resource-based theories, we conduct two studies to investigate the unique and relative importance of personal (e.g., resilience, proactive health behaviors), work, and family resources (i.e., enriched job and family roles, work and family support) to balance satisfaction, and the mediating roles of conflict and enrichment. We test our hypotheses in Study 1 using a cross-sectional survey of 216 employees and in Study 2 using a time-lagged survey over 3 months with 220 employees. Across both studies, work and family resources (e.g., enriched job and family characteristics, work and family support) were positively related to balance satisfaction. In general, work resources were more relevant to balance satisfaction than were personal or family resources. In terms of processes, work resources relate to less work-to-family conflict and greater work-to-family enrichment which in turn, relate to greater balance. In contrast, the family-to-work directions of conflict and enrichment were just weakly related to balance. Across the two studies, findings regarding the role of personal resources were mixed. We discuss how these findings expand our understanding of work–family balance and the practical implications for human resource practitioners.     

Relationships among three facets of family-supportive work environments,work–family conflict and job satisfaction: a research in Greece

The purpose of the present study is to extend the line of current enquiry related to family-supportive work environments (FSWEs), and their relationships to work–family conflict (WFC) and job satisfaction. Three facets of a FSWE are examined: family (non-) supportive culture, family-supportive management (FSM) and the model of ideal worker. Data were collected through a questionnaire survey from 612 employees. The results indicate that among the three facets of a FSWE, FSM appears to better predict both WFC and job satisfaction. Furthermore, WFC was negatively related to job satisfaction. An intriguing result is that the ideal worker model – manifested via long hours of work, visibility, availability and the dominance of organisation's needs over the family ones – was found to be positively related to job satisfaction, whilst it has no impact on WFC. Finally, the implications for practice and future research are discussed.     

Friend or foe? The impact of high‐performance work practices on workplace bullying

The aim of this paper is to examine the relationship between high‐performance work practices (HPWPs) and workplace bullying and identify possible mediators. The study presents hypotheses based on two competing perspectives: a mutual gains perspective, arguing that HPWPs lead to higher perceptions of justice and less role conflict, thereby reducing the risk of bullying; and, a critical perspective, arguing that HPWPs lead to work intensification and competition among colleagues, and thereby to more bullying. A two‐wave survey (n = 209) was conducted among business professionals in Finland. The results show that HPWPs are associated with less bullying, and justice and role conflict mediated the relationship. Thus, the results provide support for the mutual gains perspective on HPWPs, challenging prevailing assumptions in the bullying literature that suggest performance‐enhancing HR practices are a risk factor. Instead, the results point to the significance of HPWPs as an important tool to prevent bullying.     

Exploring the psychological mechanisms linking work-related factors with work–family conflict and work–family facilitation among Taiwanese nurses

Based on the logic of the job demands-resources model, we argue that work-related factors that demand workers’ resources, such as job overload and organizational constraints, may lead to work–family conflict through emotional exhaustion. Other work-related factors that generate resources for workers, such as job autonomy and task significance, may lead to work–family facilitation through job satisfaction. Analyzing survey data collected from different sources among professional nurses in Taiwan, we use structural equation modeling technique to find support for our hypotheses. Our study complements the work and family literature by demonstrating the mechanisms through which work-related factors may demand or provide workers with resources that lead to work–family conflict and work–family facilitation, respectively.     

The mediating influence of work–family conflict and the moderating influence of gender on employee outcomes

Finding a balance between work and home continues to be a challenge for many employees. The influence of work–family conflict both from work interfering with family (WIF) and from family interfering with work (FIW) on employee outcomes is not well understood. Although substantial empirical research supports the general view that work–family conflict results from employees having conflicting roles, many previous studies examine work–family conflict and outcomes in the same, or ‘matching’ domains. Some studies on work conflict also have found cross domain outcomes that are largely unexplained. This research addresses this gap in the field by developing and testing the hypothesis that cross domain relationships will be mediated by conflict in the matching domains. Specifically, this study proposes that WIF mediates the relationship between FIW and four employee work outcomes (job satisfaction, organizational commitment, organizational citizenship behavior and task performance), and that FIW mediates the relationship between WIF and life satisfaction. This research also examines the moderating role of gender on the relationships while controlling for age and family status. The results of this study using a sample of 435 full time employees in the US provide support for most of the hypothesized relationships. The theoretical and practical implications of these findings are discussed.