A cross-national meta-analytic examination of predictors and outcomes associated with work–family conflict.

Allen, Tammy D.; French, Kimberly A.; Dumani, Soner; Shockley, Kristen M.

doi:10.1037/apl0000442

Cited by 173 publications

(204 citation statements)

References 81 publications

(152 reference statements)

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“…The means, standard deviations, and correlations of the variables are shown in Table 1, and the results provide preliminary evidence supporting our hypotheses. There was a significant negative correlation between gender and work-family conflict (r = −0.142, p < 0.05), females may experience more work-family conflict, which was consistent with the conclusion of the previous research result [40]. Besides, we also found job crafting was significantly correlated with sustainable creative performance (r = 0.195, p < 0.01), and promotion regulatory focus was also significantly correlated with job crafting (r = 0.425, p < 0.01).…”

Section: Preliminary Analysessupporting

confidence: 91%

“…Job demands and family desires are part of daily life for most adults [39], and work-family conflict is universal. Previous research has revealed that work-family conflict has negative effects, such as work dissatisfaction, emotional exhaustion, depression, and psychological strain and complaints [10,[39][40][41]. Generally, environmental stimuli interact with an individual's subjective aspirations to form the individual's initiative behavior motivation, and work-family conflict indicates a subsequent decline in working conditions that may trigger pessimistic expectations of the outcome, leading to an adjustment in organizational citizenship behavior [40,41].…”

Section: The Moderating Effect Between Work-family Conflict and Job Cmentioning

confidence: 99%

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Work–Family Conflict on Sustainable Creative Performance: Job Crafting as a Mediator

2020

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The psychology of sustainability in terms of sustainable development for work–family conflict (WFC) in organizations has become increasingly relevant in sustainable human resource management research, and the pursuit of sustainable creative performance is an important aspect of corporate sustainable development. Taking a regulatory focus perspective, this study integrates a moderated-mediation model to examine the relationship between work–family conflict and sustainable creative performance. Data were collected from 203 supervisor–subordinate dyads from two branches of a high-end manufacturing enterprise in Shanghai, China. The results reveal that work–family conflict has a positive effect on sustainable creative performance through job crafting, and the effect is stronger when individuals show higher promotion regulatory focus. We discuss the theoretical and practical implications of the study, along with potential future research directions.

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Section: Preliminary Analysessupporting

confidence: 91%

Section: The Moderating Effect Between Work-family Conflict and Job Cmentioning

confidence: 99%

Work–Family Conflict on Sustainable Creative Performance: Job Crafting as a Mediator

2020

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“…For example, social support may buffer the negative impact of work-family conflict on well-being outcomes [87], and management styles (e.g., servant leadership [88]) can reduce the negative emotional experience induced by work-family conflict to facilitate the positive spillover effect. Moreover, the impact of work-family conflict may varied according to differences among individual traits or personality [30,33], or cultural values [89]. As such, future research could expand the model by incorporating and verifying the potential effects of these important moderators to enrich the work-family conflict research in the project context.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

Work–Family Conflict, Emotional Responses, Workplace Deviance, and Well-Being among Construction Professionals: A Sequential Mediation Model

Yan

Zhang

Wang

et al. 2020

IJERPH

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Given the dynamic, complex, and highly demanding project environment, construction professionals are particularly likely to experience a high level of work–family conflict. Taking an emotional resource perspective and on the basis of affective events theory, this study tested negative affect and emotional exhaustion as sequential mediators between two directions of work–family conflict and workplace well-being or deviance behavior. The theoretical model was examined using data collected at two time points from 143 construction professionals through regression analysis and bootstrapping. The results indicate that work–family conflict was positively related to deviant behavior and negatively related to workplace well-being. The findings demonstrate that the mediation effects of emotional exhaustion between work–family conflict and workplace well-being or deviant behavior were significant and that the sequential mediating effects of negative affect and emotional exhaustion in the relationship between work–family conflict and workplace well-being or deviant behavior were significant. Moreover, different impacts of work interference with family and family interference with work on job-related attitudes and behavior were observed. These findings highlight the importance of emotional experience to understand the negative impact of work–family conflict in the temporary project context.

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“…The essence of work-family relationship is the relationship among individuals, families, and organizations [ 71 ]. Work-family balance can benefit not only employees but also organizations [ 23 ]. Therefore, the role of the organization is indispensable in alleviating employee WFC.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

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

Tang

Miao

Jiang

2020

IJERPH

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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.

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A cross-national meta-analytic examination of predictors and outcomes associated with work–family conflict.

Cited by 173 publications

References 81 publications

Work–Family Conflict on Sustainable Creative Performance: Job Crafting as a Mediator

Work–Family Conflict on Sustainable Creative Performance: Job Crafting as a Mediator

Work–Family Conflict, Emotional Responses, Workplace Deviance, and Well-Being among Construction Professionals: A Sequential Mediation Model

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

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