Is More Commitment Always Better? A Study on the Side Effects of Excessive Organizational Commitment on Work–Family Conflict

Lee, Hayoung; Lee, Sang Yup

doi:10.1177/0734371x19857799

Cited by 10 publications

(9 citation statements)

References 96 publications

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“…Surprisingly, organizational commitment has a significant negative effect on reported technical performance, with the highest levels on employees with the lowest performance scores, in opposition to previous studies [ 36 , 37 , 38 ]. It is worth mentioning here that the previous studies were performed in WFO environments and that performance was evaluated globally, with no delimitation between social and technical performance.…”

Section: Discussion and Recommendations For Organizationscontrasting

confidence: 99%

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Work from Home during the COVID-19 Pandemic—The Impact on Employees’ Self-Assessed Job Performance

Kifor

Săvescu

Dănuț

2022

IJERPH

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This study investigates the impact of remote workplace factors on employees’ social and technical self-assessed performance during the COVID-19 pandemic. The impact of the variables belonging to the employee’s profile, organizational environment, and work-life balance categories on social and technical performance were analyzed, based on a survey of 801 Romanian employees, using ordinary least squares and quantile regression techniques. While the first method provided summary point estimates that calculated the average effect of the explanatory variables for the “average employee”, the second approach allowed us to focus on the effects explanatory variables have on the entire conditional distribution of the response variables, taking into account that this effect can be different for employees with different levels of performance. Job autonomy, engagement, communication skills, trust in co-workers, occupational self-efficacy, and family-work conflict, significantly influence both social and technical performance. PhD education and trust in management significantly influence social performance, while motivation, stress, the share of time spent in remote work, organizational commitment, children in the household, and household size, influence only technical performance.

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Section: Discussion and Recommendations For Organizationscontrasting

confidence: 99%

“…Previous studies have emphasized the positive effects of organizational commitment on job performance [ 36 , 37 , 38 ]. The more committed employees tend to perform well and have a lower tendency to leave their jobs [ 39 ].…”

Section: Literature Review Ad Research Questionsmentioning

confidence: 99%

Work from Home during the COVID-19 Pandemic—The Impact on Employees’ Self-Assessed Job Performance

Kifor

Săvescu

Dănuț

2022

IJERPH

View full text Add to dashboard Cite

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“…Work occupational commitment was included in this study due to its significance as a predictor for conflict between work and family. Lee and Lee (2021) found that an excessive commitment dedicated to work or the organization would encroach into the family domain, making it more difficult for one to perform in their family role, thus resulting in greater conflict levels. Luk and Shaffer (2005) also reported greater WIF levels for those who committed more time and resources to work.…”

Section: Work Factorsmentioning

confidence: 99%

“…Work and family domains have been the main pillars for most individuals in every society (Ahmad and Skitmore 2003;Lee and Lee 2021). As a result, they may inadvertently serve as the primary source of support or stress in times of crisis.…”

Section: Introductionmentioning

confidence: 99%

The Influence of COVID-19 on Women’s Perceptions of Work-Family Conflict in Singapore

Neo¹,

Tan²,

Chew³

2022

Social Sciences

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The COVID-19 pandemic has facilitated a shift in working arrangements. Work from home may blur work and family boundaries, with potential deleterious influence on Work-Family conflict levels. This is especially so for women, who have traditionally been associated with a greater share of homecare and family duties. Using a sample of 754 married, working mothers in Singapore, this study seeks to examine the conflicting roles of women in Singapore during COVID-19 and their consequences on Work-Family conflict. Results show that the negative impacts of COVID-19 increased Work-Family conflict levels. Additionally, factors such as work occupational commitment, work role overload, parental demands, and family support are found to be key predictors for Work-Family conflict during COVID-19. Implications are then discussed, and the findings can inform companies and governmental institutions on strategies to reduce Work-Family conflict levels.

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“…Other studies showed that mental and physical health mediated fully work-to-family conflict while partially mediating work-to-family enrichment (Yucel, 2017). The success of an organization in enhancing job satisfaction correlates significantly with organizational productivity (Lee & Lee, 2019). However, the employee's wellbeing, both married man and woman, can negatively or positively affect job performance and, to some extent, job satisfaction (judge, Bono, Thoresen, & Patton, 2001).…”

Section: Introductionmentioning

confidence: 99%

Factors mediating work-family balance to job satisfaction in higher education during pandemic

2021

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Abstract. The covid-19 pandemic has had an impact on the family and work domains and has forced married employees to adapt to the new condition and strive to achieve the workplace’s established goals. However, given the health risk involved in this situation, can they be satisfied with their job? This question arose because some studies showed that flexibility and more incentive payments were considered to support job commitment, and therefore job satisfaction. Thus, our main concern is whether job satisfaction can becompensated solely through incentive payment, which is economics. Although job satisfaction is intended to measure the quality of employment, those studies presumably amplified the imbalance between work and family relationships. This current study investigates job satisfaction for married employees by highlighting the family domain and exploring the intervening factors that play significant roles during the pandemic.The results of multiple regression analysis of 264 married employees of (with sig 0.1 or 0.05) and path analysis bring our attention to work aspects that appear to be more worrisome than family concerns. As an effort to monitor the quality of employment, it will be ambiguous if, for the sake of job satisfaction, the organization have to pay more incentive payment for increasing commitment without paying more attention to a broader context of the situation. Practical policy implications of the findings of this study are also discussed.Keywords: family balance; job satisfaction; married employee; work balance

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Is More Commitment Always Better? A Study on the Side Effects of Excessive Organizational Commitment on Work–Family Conflict

Cited by 10 publications

References 96 publications

Work from Home during the COVID-19 Pandemic—The Impact on Employees’ Self-Assessed Job Performance

Work from Home during the COVID-19 Pandemic—The Impact on Employees’ Self-Assessed Job Performance

The Influence of COVID-19 on Women’s Perceptions of Work-Family Conflict in Singapore

Factors mediating work-family balance to job satisfaction in higher education during pandemic

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