Employee Wellbeing, Workaholism, Work–Family Conflict and Instrumental Spousal Support: A Moderated Mediation Model

Abstract

The literature has widely focused on the link between workaholism and wellbeing. However, potential moderators of this relationship-facilitators or buffers-have rarely been studied. This study investigates the mediating role of work-family conflict (WFC) on the relationship between workaholism and employee wellbeing and the moderating role of instrumental spousal support on this mediated model. The sample includes 244 dual-earner employees in various sectors. Drawing on the effort-recovery model and the conservation of resources theory, our model posits that the mediating effect of WFC on the linkage between workaholism and employee wellbeing is contingent upon the levels of instrumental support. According to the moderated mediation analysis, WFC transmits the effects of workaholism on wellbeing and assumes a mediator role only when the employee perceives a low or medium level of instrumental spousal support. This highlights the importance of instrumental spousal support in decreasing the detrimental effects of workaholism and WFC on wellbeing. Instrumental spousal support seems to decrease the plausible effect of workaholism by reducing the perceived seriousness of family-related burdens. Thus, employees receiving spousal support are more likely to feel assisted and confident that their responsibilities at home will be met.

Employee psychological well-being and job performance: exploring mediating and moderating mechanisms

“…Prior research has argued that happier and healthier employees increase their effort, performance and productivity (Huang et al, 2016). Similarly, research has documented that employee well-being has a positive influence on employee work-related attitudes and behaviors such as, increasing OCB (Mousa et al, 2020), as well as job performance (Magnier-Watanabe et al, 2017) and decreasing employees' work-family conflict (Karapinar et al, 2019) and absenteeism (Schaumberg and Flynn, 2017). Although there is evidence that employee well-being positively influences employee work-related attitudes, less is known about the relationship between psychological well-being (hedonic and eudaimonic) and employee affective commitment (Pan et al, 2018;Semedo et al, 2019).…”

Path to Well-being: Moderated Mediation Model of Perfectionism, Family–Work Conflict, and Gender

“…The original Cronbach's α values of the LWB, WWB, PWB, and overall EWB scale were reported as .87, .87, .84, and .91, respectively. The Turkish translation of the employee well-being scale was borrowed from Bayhan Karapinar et al (2019). For the overall EWB scale, this study reports Cronbach's α value as .92.…”

Analysis of Wellbeing in Nongovernmental Organizations’ Workplace in a Developed Area Context

“…From a theoretical point-of-view, wellbeing conceptualizes the assessment that people perceive of their own quality of life [ 11 ], including their workplace situation, as well as the personal conditions, in accordance with an individual and personal organization of values, goals, and aspirations [ 12 , 13 , 14 , 15 ]. From this perspective, academic literature should focus on the analysis of the individuals’ work-life, and this should be a basic concern for society [ 16 ]. The job demand–control (JDC) model identifies two working condition variables: the demands upon employees and the control of the activities [ 17 ].…”