Cross-Domain Effects of Work-Family Conflict on Organizational Commitment and Performance

Abstract

Two important hypotheses concerning the consequences of work-family conflict are matching-domain effect and cross-domain effect. However, neither of these has been explicitly tested in a Chinese context despite the increasing attention given by business and organization researchers to the Chinese business world. Moreover, the extant evidence is less clear for performance outcomes than for attitudinal outcomes. In this study, we considered both economic and cultural characteristics of employees to examine the relationships between bidirectional work-family conflict and work outcomes in China. We surveyed a sample of 241 supervisor-subordinate dyads employed at 3 hospitals in Beijing and Xi'an and found that, among our participants, family-to-work conflict was negatively related to affective and normative commitment to the organization that employed them, and that family-to-work conflict, rather than work-to-family conflict, was negatively related to their task performance at work.

Testing an integrated model of the work-family interface in Chinese employees: A longitudinal study

“…Li et al . () also reported cross‐domain effects of FWC on work outcomes for Mainland Chinese workers. These existing findings and the results of the present study seem to suggest that role satisfaction is jointly enhanced by work–family enrichment and depressed by work–family conflict, regardless of the initiating domain.…”

“…For instance, work interfering with family was associated with family satisfaction (Lu et al ., ), while family interfering with work was associated with work‐related outcomes (Lu et al ., ). One recent study conducted in Mainland China provided direct support for the cross‐domain effects of family‐to‐work conflict on work outcomes (Li, Lu & Zhang, ). Similarly, we would expect that the strong linkage between work and family will also amplify the positive mutual influences across the two domains, such that when one's family experiences benefit work performance, one will have greater satisfaction for both work and family (FWE → job satisfaction, FWE → family satisfaction).…”

Managing Work Family Conflict and Work Stress through Job Satisfaction and Its Impact on Employee Performance

“…The research by Asfahyadin et al [24] stated that work-family conflict has a negative and significant influence on employee performance. Work-family conflict may potentially trigger several disruptions in the role balance in performing a job, resulting in the tendency to have a lower employee performance (Retnaningrum and Musadieq [6], Roboth [14], Jackson and Arianto [15], Amelia [30] and Li et al [34]).…”

Reducing the Role Conflict of Working Woman: Between Work and Family Centrality

“…Since WFC has a more serious impacts on the employee's life and the company performance (Bagger & Andre, 2012). Therefore, WFC and FWC need to be studied because both of them have an impact on workoutcomes, for example reducing job satisfaction, organization commitment and increasing turnover intention (Alsam et al, 2013;Li et al, 2013).…”