Social support and work–family conflict: A test of an indirect effects model

Selvarajan, T.T.; Cloninger, Peggy A.; Singh, Barjinder

doi:10.1016/j.jvb.2013.07.004

Cited by 91 publications

(98 citation statements)

References 51 publications

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“…We therefore decided to study their mediating role; however, to differentiate our investigation from previous research, we will test the mediating role of both WFC and FWC between social support (generic and specific) and job stress. Our research extends the work of Kossek et al (2011) and Selvarajan et al (2013) as they studied same domain effects of generic and work-family-specific social support (Kossek et al, 2011) and cross-domain indirect effects of generic and workfamily-specific social support on FWC via WFC (Selvarajan et al, 2013). However, our research not only takes into account the two domains (WFC/FWC) but also it is conducted in the hotel sector and differs from their research by taking into account other variables such as workload and job stress.…”

Section: Introductionsupporting

confidence: 77%

“…However, this type of support is not beneficial in diminishing FWC. The results of Selvarajan et al (2013), however, show that spousal support was negatively related to WFC via FWC.…”

Section: Discussionmentioning

confidence: 68%

“…Thus, hotels can improve quality of life of employees at work and at home by adopting the best types of supportive policies at work (Selvarajan et al, 2013). Our results can help employees in understanding how to reallocate resources between work and family for better management of work and family life.…”

Section: Management Implicationsmentioning

confidence: 80%

“…In their recent meta-analysis, Michel et al (2011) indicate that scholars should now put the emphasis on cross-domain effects when exploring the effect of social support on WFC (Selvarajan et al, 2013). In the same vein, academics have differentiated between generic social support and social support related to WFC (Kossek et al, 2011).…”

Section: Introductionmentioning

confidence: 99%

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Workload, generic and work–family specific social supports and job stress

Mansour

Tremblay

2016

IJCHM

100

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Purpose The present study aims to investigate the mediating role of work–family conflict (WFC) and family–work conflict (FWC) on the effects of workload and the generic and specific work–family social support in job stress. Design/methodology/approach Using AMOS 20 through bootstrap analysis for indirect effect, the study assessed the abovementioned relationships based on data collected from 258 respondents in the hospitality industry in Quebec. Findings The findings indicate that workload increases job stress via WFC and FWC. Both generic and specific work–family social support decrease job stress through WFC and FWC. Organizational support for reconciling work and family life is more significant than generic supervisor support. Family support reduces job stress via WFC but not via FWC. Research limitations/implications In future studies, it would be interesting to explore the effects of variables such as gender, marital status, hotel category and the job category, as well as cultural origin. Practical implications The results of this research should alert employers in the hospitality industry to engage in family-friendly policies that include not only practices such as working time arrangements, family leave and onsite child care services, but also to be committed to create a family-friendly culture and to adopt the best forms of supportive policies at work. Originality/value By emphasizing cross-domain effects, the present research contributes to the existing knowledge by testing the mediating role of WFC and FWC in the effects of workload and various resources of social support on job stress.

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Section: Introductionsupporting

confidence: 77%

“…However, this type of support is not beneficial in diminishing FWC. The results of Selvarajan et al (2013), however, show that spousal support was negatively related to WFC via FWC.…”

Section: Discussionmentioning

confidence: 68%

Section: Management Implicationsmentioning

confidence: 80%

Section: Introductionmentioning

confidence: 99%

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Workload, generic and work–family specific social supports and job stress

Mansour

Tremblay

2016

IJCHM

100

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“…The positive relationship between marital role commitment and emotional strain also derives from overextended job demands, which can be seen in the context of possible lack of family support, especially emotional support from the spouse as a more important factor in decreasing workfamily conflict and family-work conflict than perceived generic support, i.e., organizational and perceived supervisor support [32]. It should be mentioned that participants in this study, particularly teachers and health care professionals are overloaded by administrative job demands that…”

Section: Ijomeh 2018;31(3) 287mentioning

confidence: 99%

Life role salience and subjective well-being among Macedonian employees: Does family-supportive organization perception moderate this relationship

Stoilkovska

Šurbanovska

Fritzhand

et al. 2017

Int J Occup Med Environ Health

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Objectives: As many studies have shown, one of the most important tendencies of employees nowadays is to achieve worklife balance. Organizations should develop various activities and create supportive climate, within the framework of which employees will have opportunities to realize aforementioned goals which in turn would increase work productivity and work motivation. The aim of this paper was to examine how subjective well-being (life satisfaction and exhaustion) is associated with commitment to work and family roles under the conditions of strongly and weakly perceived organizational support for family life among health care professionals, teachers and bankers in Macedonia. Marriage duration and the number of children were introduced as control variables. Material and Methods: This cross-sectional study was conducted on a sample of 198 full-time employed doctors, nurses, teachers and bankers. Research variables were assessed using self-reported measures/questionnaires. Hierarchical multiple linear regression was performed for data analysis. Results: It was revealed that occupational role commitment contributed to highly expressed life satisfaction, while exhaustion was predicted by marital role commitment. These relationships were stronger among surveyed employees who reported positive family-supportive organization perception, but tested moderation effect of this variable was not statistically significant. Findings demonstrated that family-supportive organization perception moderated association of the number of children with life satisfaction, that is, participants who perceived an organization as family-supportive and had more children were more satisfied with their life in general. Conclusions: Results highlighted the importance of organizational orientation toward employees, their commitment to work and family roles, and their subjective well-being, as characteristics that might contribute to higher work engagement, success and family satisfaction. Int J Occup Med Environ Health 2018;31(3):281 -291

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The value of 21st century work–family supports: Review and cross‐level path forward

2020

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Summary The adoption of work–family supports (WFSs), defined as discretionary and formal organizational policies, services, and benefits aimed at reducing employees' work–family conflict and/or supporting their family roles outside of the workplace, has become a growing trend in contemporary organizational life. Yet, despite their widespread popularity and vast scholarship investigating their effects, questions remain as to the value (i.e., positive effects or benefits) they provide to organizations and their stakeholders. In this review, we carefully examine and critique current research that explores the value of WFSs conducted within different academic disciplines, across global research contexts, and using a variety of methodological approaches. We pay particular attention to understanding the different ways and conditions under which employees and organizations can benefit from WFSs, and we highlight the potential paths (i.e., why and when) through which value can be experienced. In conducting this comprehensive review, we also discuss the critical theoretical and empirical limitations associated with extant studies. Lastly, we offer a path forward and agenda to explore new and novel directions for future research, including work and family relationships and cross‐level investigations of WFSs that integrate individual, interpersonal, and organizational perspectives.

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Social support and work–family conflict: A test of an indirect effects model

Cited by 91 publications

References 51 publications

Workload, generic and work–family specific social supports and job stress

Workload, generic and work–family specific social supports and job stress

Life role salience and subjective well-being among Macedonian employees: Does family-supportive organization perception moderate this relationship

The value of 21st century work–family supports: Review and cross‐level path forward

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