Consequences of Family Interference with Work: The Roles of Emotional Exhaustion, Service Sabotage, and Negative Affectivity

Abstract

Drawing upon the conservation of resources theory and displaced aggression perspective, in this research our aim was to study the consequences of family interference with work (FIW) in a service setting. We examined the influence of FIW on service sabotage via the mechanism of emotional exhaustion, and the role of employees' negative affectivity as a boundary condition. Based on 2 waves of data collected from 132 Chinese employees working in a call center, results showed a positive relationship between FIW and service sabotage, and emotional exhaustion acted as a mediator in this relationship. Theoretical and practical implications are discussed.

Reducing Customer-Directed Deviant Behavior: The Roles of Psychological Detachment and Supervisory Unfairness

“…Last, research on family interference with work suggests that employees' experience of negative events during off-duty periods (e.g., family role conflict) can affect their customerrelated performance at work (Carlson & Kacmar, 2000;Dai, Chen, Arnulf, & Dai, 2014;Zhao & Mattila, 2013). This implies that service employees experiencing family members' mistreatment at night might engage in more customer-directed deviance on the following day.…”

The Moderating Role of Ethical Leadership in the Relationship between Emotional Exhaustion and Service Sabotage Behaviour: An Applied study on Employees of Travel Agencies in Egypt

“…Previous studies have widely used conservation of resources theory to explain how employees deal with workloads in their daily lives (Dai et al, 2014). This theory focuses on how individuals seek, obtain, and protect their valuable resources (Zhou et al, 2018).…”

“…This theory focuses on how individuals seek, obtain, and protect their valuable resources (Zhou et al, 2018). According to COR theory, every individual has a set of resources that are valued and crucial for his life (Dai et al, 2014). Therefore, people are motivated to acquire and protect these resources (Lee and Ok, 2014).…”

Being stressed in the family or married with work? A literature review and clustering of work-family conflict

“…In this case, we observe the coexistence of two different ways to consider work-life balance (Carlson et al , 2006; Arjmand et al , 2012; Weale et al , 2019; Akanji et al , 2020; Boiraha et al , 2020; Chen et al , 2020; Dixon et al , 2020; Haar and Brougham, 2020), following the role theory (Mcclosey, 2016; Piszczek et al , 2018). Role interaction can be defined through its positive way of mediation (Brown and Pitt-Catsouphes, 2016; Soomro et al , 2018) between the work and family domains (Boyd et al , 2016) and the negative way, which results in emotional exhaustion (Nauman et al , 2020) and burnout (Curnoyer, 1988; Westman et al , 2004; Haar, 2006; Innstrand et al , 2008; Lambert and Hogan, 2010; Dai et al , 2014; Gholitabar et al , 2020; Kao et al , 2020). The worker has to avoid this situation by finding support in others or in the organisation itself (Boyar et al , 2007; Casper et al , 2011; Liao, 2011; Baral and Sampath, 2019), saving his psychological inner resources (Babic et al , 2020) and considering other variables of vulnerability and interaction (Brewin et al , 2000; Bouchard and Purier, 2011; Baltes et al , 2011; Michel et al , 2011; Deuling and Burns, 2017; Sanchez-Vidal et al , 2020).…”