scholarly journals The Boss’s Long Arm: The Differential Impact of Authoritarian and Benevolent Leadership on Spousal Family Satisfaction

2021 ◽  
Vol 12 ◽  
Author(s):  
Lei Yao ◽  
Minya Xu ◽  
Ekin K. Pellegrini
Keyword(s):  
Family Conflict ◽  
Negative Relationship ◽  
Family Satisfaction ◽  
Negative Influence ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Differential Impact ◽  
Authoritarian Leadership ◽  
Benevolent Leadership ◽  
Work Family

The extant studies on leadership are replete with employee, coworker, and leader outcomes, however, research is still nascent on leadership’s crossover into employees’ family members’ lives. To examine leadership’s impact on the work–family interface, we draw on conservation of resources theory (COR) and crossover theory and investigate how authoritarian leadership and benevolent leadership affect spousal family satisfaction. We examine the mediating influence of work–family conflict (WFC) and work-family facilitation (WFF), and the moderating impact of spouses’ need for control. Our model was tested with multisource, mutiwave data from 207 Chinese married dyads. The results suggest that, as expected, the positive relationship between benevolent leadership and spousal family satisfaction is fully mediated by WFF, and the negative relationship between authoritarian leadership and spousal family satisfaction is fully mediated by WFC. Findings further suggest that the negative relationship between employee WFC and spousal family satisfaction is stronger for spouses with a higher need for control. Thus, authoritarian leadership, through its negative influence on WFC appears to be universally detrimental for spousal family satisfaction, however, even more so for spouses with a higher need for control. These results underscore the importance of acknowledging leadership’s impact at work reaching far beyond the job incumbent.

Entitlement: friend or foe of work-family conflict?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mary Dana Laird ◽  
James J. Zboja ◽  
Paul Harvey ◽  
Lisa M. Victoravich ◽  
Anupama Narayan
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Negative Relationship ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Psychological Entitlement ◽  
Work Family ◽  
Practical Implications

PurposeGuided by Hobfoll’s (1989) conservation of resources theory, we examined how psychological entitlement moderates the negative relationship between work-family conflict (WFC) and job satisfaction.Design/methodology/approachUsing a sample of 119 accountants from the Midwestern United States, we tested our hypotheses with hierarchical regression analysis.FindingsResults indicate a strong, negative relationship between WFC and job satisfaction for employees low in psychological entitlement, but an insignificant relationship for entitled employees.Practical implicationsThe results suggest that some entitlement may be beneficial to employees when coping with WFC. However, organizations should limit WFC in order to foster their least entitled employees’ job satisfaction.Originality/valueThis is the first study that investigates how psychological entitlement affects employees' reactions to WFC. Not only does it contribute to the growing body of research that examines how this individual difference affects workplace functioning, but it suggests there may be some benefits to entitlement, which largely has been disparaged.

Employee engagement and the work-family conflict relationship: The role of personal and organisational resources

2019 ◽  
Vol 40 (2) ◽  
pp. 118-138
Author(s):  
Okechukwu Ethelbert Amah
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Empirical Studies ◽  
Hierarchical Regression ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
The World ◽  
Work Family ◽  
Operational Issues

Organisations in Africa face constant challenges on account of internal operational issues, and the economic and political situation on the continent. Hence, organisations in Africa and indeed all over the world are expected to be continuously efficient and effective in the use of scarce resources in order to survive. Accordingly, studies conducted all over the world, including in Africa, have established that high employee engagement is beneficial to organisations, because engaged employees exhibit discretionary behaviour that achieves superior business results. However, some studies suggest that organisations are also faced with the undesirable situation in which highly engaged employees experience high levels of work-family conflict. This relationship has implications for both productivity and ethical aspects, and past empirical studies have been unable to suggest a way out. This study proposes that, on the basis of the conservation of resources model and job demand and resources model, organisational and personal resources could play a major role in resolving the dilemma. Hierarchical regression analysis confirmed that organisational resources, servant leadership and personal resources were able to provide a solution, so that individuals with high values of these resources experienced less work-family conflict. The study also discussed the practical implications of the results for HRM and sustainability HRM.

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

Work–family conflict and firefighters’ satisfaction with life: The autonomous motivation role

2021 ◽  
Vol 19 (3) ◽  
pp. 307-315
Author(s):  
Daniel Dominguez, MSc, CICPSI ◽  
Maria José Chambel, PhD ◽  
Rui Pedro Ângelo, PhD ◽  
Hugo Raposo, PhD
Keyword(s):  
Family Conflict ◽  
Satisfaction With Life ◽  
Work Motivation ◽  
Autonomous Motivation ◽  
Well Being ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Theoretical Frameworks ◽  
Work Family ◽  
The Relationship

Using the Conservation of Resources Theory and the Self-Determination Theory1-3 as theoretical frameworks, a model for this study was tested, which considers firefighters’ autonomous motivation, work–family conflict, and well-being. The hypothesized model was tested using a sample of 201 firefighters from the Special Civil Protection Force in Portugal. Results revealed that autonomous work motivation was significantly related to both work–family conflict and satisfaction with life. In addition, work–family conflict was negatively related to satisfaction with life. More interestingly, the results showed that work–family conflict acted as a mechanism that helped to explain the relationship between autonomous motivation and satisfaction with life. These results underline the importance of understanding the mechanisms through which higher satisfaction with life occurs, with a view to the creation of appropriate interventions.

scholarly journals Relationship of Workplace Stressors and Organizational Commitment: A Study in the Education Sector

2021 ◽  
Vol VI (I) ◽  
pp. 140-152
Author(s):  
Sabita Mariam ◽  
Rohma Yousaf ◽  
Nausheen Syed
Keyword(s):  
Organizational Commitment ◽  
Role Conflict ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Negative Relationship ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Workplace Stressors ◽  
Work Family ◽  
The Relationship

This study investigates the relationship between organizational commitment and workplace stressors, such as role ambiguity, role conflict, work-family conflict, and organizational injustice. A data of 150 respondents have been collected from the educational sector from university teachers of Faisalabad and analyzed through (SEM), using the least-squares method. The study included Pearson chi-square, correlation, and regression to verify determine how well theoretical distributions fit the empirical distributions. The study findings show the relationship between work-family conflict with organizational commitment, and the work-family conflict has a significant negative relationship with organizational commitment. The lack of commitment of teachers is due to their family responsibilities. The second purpose was to check the association between role ambiguity conflict and organizational commitment. Ambiguity/role conflict and organizational commitment have significant relations. Conflicts and ambiguity in the roles make them struggle to clear their role and prove themselves to the organization, which shows significant relation.

Domain-specific and nonspecific outcomes of work-family interface

2019 ◽  
Vol 7 (2) ◽  
pp. 127-142
Author(s):  
Abha Bhalla ◽  
Lakhwinder Singh Kang
Keyword(s):  
Family Conflict ◽  
Indirect Effects ◽  
Family Satisfaction ◽  
Work And Family ◽  
Equation Modeling ◽  
Domain Satisfaction ◽  
Work Family Conflict ◽  
Content Type ◽  
Domain Specific ◽  
Work Family

Purpose The purpose of this paper is to examine the pattern of work-family interface outcomes by empirically testing work-family conflict and facilitation bidirectional dimensions simultaneously in relation to domains-specific (job and family) and domain nonspecific (life) satisfactions. In addition, the indirect effects of work-family interface dimensions on life satisfaction (LS), mediated through both domain-specific satisfactions are also examined to understand which domain satisfaction elicits major impact on LS. Design/methodology/approach Structural equation modeling analysis was conducted on questionnaire data obtained from 212 fulltime journalists working in top ten dailies of Punjab, India. Parallel multiple mediated regression was used to estimate specific indirect effects caused by each of the two parallel mediators (job satisfaction (JS) and family satisfaction (FS)). Findings Results illustrate that both dimensions of work-family conflict strongly decreased satisfaction of an originating domain than satisfaction of the receiving domain while both dimensions of work-family facilitation increased satisfaction of both the domains on equal basis. Results further reveal that the effect of work-family conflict and facilitation dimensions on LS is indirect rather than direct. On comparison of specific indirect effects results demonstrate that only originating domain satisfaction act as a mediator to work-family conflict and LS relationship, while both JS and FS act as mediators to work-family facilitation and LS relationship. Practical implications Media organizations can offer interventions like family friendly policies, overtime pay, more autonomy, work rewards and skill variety, so that employees’ workplace resource reservoir can be strongly built up to meet future work and family demands. In this way, positive intrusion from work-to-family takes place, which leads to more JS and FS and in turn increased overall LS. Originality/value The study removes inconsistency regarding pattern of work-family conflict and facilitation outcomes by testing a comprehensive model that integrates originating domain, receiving-domain and domain-nonspecific outcomes.

Exploring the relationship between entrepreneurial failure and conflict between work and family from the conservation of resources perspective

2020 ◽  
Vol 31 (3) ◽  
pp. 417-440
Author(s):  
Xiaoyu Yu ◽  
Xiaotong Meng ◽  
Gang Cao ◽  
Yingya Jia
Keyword(s):  
Family Conflict ◽  
Perceived Control ◽  
Work And Family ◽  
Organizational Slack ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Family ◽  
The Relationship

Purpose Conflict between work and family is a significant issue for entrepreneurs. The purpose of this study is to explore the effect of entrepreneurial failure on both family–work conflict (FWC) and work–family conflict (WFC) and the moderating role of perceived control of time and organizational slack based on conservation of resources (COR) theory. Design/methodology/approach This study used a questionnaire to explore the relationship between entrepreneurial failure, FWC/WFC, perceived control of time and organizational slack. Data were collected from the Chinese context in 2018 and as a result received 318 valid questionnaires, obtaining a response rate of 63.6 per cent. Findings The study finds that entrepreneurial failure has a significant relationship with FWC but a nonsignificant relationship with WFC and that perceived control of time and organizational slack moderate the relationship between entrepreneurial failure and FWC/WFC. Originality/value This study aligns the field of family–work (work–family) conflict and entrepreneurial failure. It addresses a research gap in the conflict literature by introducing one form of resource loss: entrepreneurial failure as a source of conflict between work and family based on COR theory and the work–home resources model. The study also enriches the literature on the social cost of entrepreneurial failure by exploring the crossover effect of entrepreneurial failure on conflicts in the family domain. Furthermore, the study advances the understanding of managing conflict between work and family after entrepreneurial failure.

Effect of stretch goals on work–family conflict

2020 ◽  
Vol 14 (3) ◽  
pp. 737-749 ◽  
Author(s):  
Chang Chen ◽  
Zhe Zhang ◽  
Ming Jia
Keyword(s):  
Family Conflict ◽  
Spillover Effect ◽  
Resource Scarcity ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Paradox Theory ◽  
Work Family ◽  
Mind Set

Purpose The purpose of this paper is to examine the destructive effects of stretch goals on employees’ work–family conflict (WFC). Drawing on the conservation of resources (COR) theory, this study examines the mediating role of resource scarcity. By integrating the paradox theory with the COR theory, this study explores the moderating role of employees’ paradox mind-set. Design/methodology/approach Two-wave data were collected from a sample of MBA students in Northwestern China (N = 294). PROCESS was used to assess a moderated mediation model. Findings This study found a positive relationship between stretch goals and WFC, and resource scarcity mediated this relationship. For employees with a high paradox mind-set, the relationship between resource scarcity and WFC was weak; and the indirect effect of stretch goals on WFC via resource scarcity was weak. Practical implications Organizations should provide enough resources to employees when using stretch goals. Human resource managers could recruit candidates with high paradox mind-set and foster employees’ paradox mind-set through training. Originality/value This study makes contributions to the literature on stretch goals by examining the negative spillover effect of stretch goals on the family domain and exploring the mediating mechanism. This study also extends the paradox theory by using it at micro level to address questions on WFC.

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