Antecedents and consequences of satisfaction with work–family balance: A moderating role of perceived insider status

Choi, Jaepil; Kim, Andrea; Han, Kyongji; Ryu, Seongmin; Park, Jong Gyu; Kwon, Bora

doi:10.1002/job.2205

Cited by 56 publications

(65 citation statements)

References 41 publications

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“…Bagger and Li () found support for a moderated mediation, whereby family‐friendly benefits moderated the indirect effect of FSSB on both task performance and OCB towards the supervisor through social exchange with supervisor. Choi et al () found that satisfaction with work–family balance also acted as a mediator of the FSSB–OCB relationship.…”

Section: Review Of Past Fssb Literaturementioning

confidence: 99%

“…provided evidence for a significant relationship between FSSB and job commitment. Two articles demonstrated a positive association between FSSB and affective commitment, withThompson, Jahn, Kopelman, and Prottas (2004) employing a rigorous multilevel, 18month longitudinal design, andChoi et al (2017) finding that satisfaction with work-family balance mediated the relationship. Two studies alternatively tested for the relationship between FSSB and organizational commitment, showing evidence for FSOP as a mediator(Allen, 2001) and WTFE as a mediator in a longitudinal design(Odle-Dusseau et al, 2012) Muse and Pichler (2011).…”

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confidence: 99%

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Family‐supportive supervisor behaviors: A review and recommendations for research and practice

2018

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Family-supportive supervisors empathize with employees' attempts to balance work and nonwork, while also actively facilitating employees' ability to manage work and nonwork demands. Over the last three decades, approximately 60 publications have investigated family-supportive supervisor behavior (FSSB), with one third of these appearing in just the last 3 years. Thus, as the burgeoning FSSB literature continues to develop, there is a critical need to understand this body of work in totality in order to further advance theory, expand empirical investigation of the construct, and facilitate the practical dissemination of FSSB-related information into organizational settings. We conduct the first comprehensive and systematic review of the FSSB literature to date. More specifically, we discuss early formative work establishing the construct of FSSB, existing theory, antecedents, outcomes, moderators, and interventions. Lastly, we provide a number of future directions for this subject area related to construct clarification, theory, expanding the FSSB nomological network, methodology, and interventions. KEYWORDSfamily-supportive supervisor behaviors, FSSB, social support, work-nonwork interface

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Section: Review Of Past Fssb Literaturementioning

confidence: 99%

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confidence: 99%

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

2018

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“…These could all help employees reduce perceived WFC. Second, previous studies show that supervisor’s support could effectively alleviate employee perceived WFC [ 43 ]. In Chinese organizations dominated by differential patterns, supervisors would provide more support to “in-group” subordinates who are close to them [ 49 ], thus reducing the negative spillover of subordinates in the work [ 40 , 62 ], further alleviating their WFC.…”

Section: Discussionmentioning

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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“…Despite long hours of reaseacrh, recent studies on work–life research use different terms and adopt different conceptualizations of the constructs. (e.g., Casper et al, 2018; Choi et al, 2018; Moazami-Goodarzi, Nurmi, Mauno, Aunola, & Rantanen, 2018; Vieira, Matias, Lopez, & Matos, 2018)” Researchers have for many years urged the need to offer clearer conceptualization of key constructs of work–life research. This article reviews the conceptual studies on work–life interface and gives the details of different terminologies used by various researchers.…”

Section: Discussionmentioning

confidence: 99%

Examining the Relationships Among Work–Life Constructs: A Review

Bansal

Agarwal

2020

Business Perspectives and Research

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Although there has been much research conducted on the work–life interface, the absence of an integrated review of its conceptualization is mystifying to many researchers. This study addresses this gap in the work–family research. The purpose of this article is to review and synthesize existing literature on the work–life interface. The article examines the conceptualization of the key constructs of work life interface, such as work–family conflict (WFC), work–family enrichment (WFE), and work–life balance (WLB), and draws differences among them. The study contributes to the work–family research by giving clarity about the meaning and relationship of work–life constructs. The study also gives an idea about the measures used in empirical work–life studies. The article concludes by suggesting propositions and a model which offers directions for future work–life researchers. The main limitation of this study is that it may have overlooked studies which are inaccessible or unpublished and having focused on research articles only in English. To the best of our knowledge, this study is among a few articles which attempted to understand the conceptualization of three work–life constructs simultaneously.

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Antecedents and consequences of satisfaction with work–family balance: A moderating role of perceived insider status

Cited by 56 publications

References 41 publications

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

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

Examining the Relationships Among Work–Life Constructs: A Review

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