Social support from work and family domains as an antecedent or moderator of work–family conflicts?

Seiger, Christine Pascale; Wiese, Bettina S.

doi:10.1016/j.jvb.2009.03.001

Cited by 144 publications

(114 citation statements)

References 49 publications

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“…Many scholars have attempted to link social support to WFC (e.g., Carlson and Perrewé 1999;Matthews et al 2010;Seiger and Wiese 2009;van Daalen et al 2006;Premeaux et al 2007) and have studied the moderating effect with respect to WFC (e.g., Michel et al 2010). Recently, Ferguson et al (2012) examined social support (from both co-workers and partners) and its path to satisfaction (job, marital and family) through WFB.…”

Section: Introductionmentioning

confidence: 99%

The Mediating Role of Family-to-Work Conflict and Work-Family Balance in the Relationship between Family Support and Family Satisfaction: A Three Path Mediation Approach

Pattusamy

Jacob

2016

Curr Psychol

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The purpose of this study is to test the serial mediation effect of family-to-work conflict and work-family balance in the relationship between family support and family satisfaction. Using a survey-based methodology and an online questionnaire, responses were obtained from 288 faculty members who work in higher education institutions in cities from the southern part of India. Partial least square structural equation modeling and PROCESS macros were used to test the proposed hypotheses of the three path mediation model. The results of the study show that academicians in higher educational institutions have high levels of support in their families, which is related to family satisfaction through family-to-work conflict and work-family balance. Overall, there exists, partial mediation support for the proposed theoretical model. The three path mediational hypothesis proposed in this study is new and unique in both Indian and global contexts. The study shows that when faculty members of higher educational institutions get support from their family members, there is less family interference with work, which, in turn, helps them balance their work and family life. Such balance eventually results in satisfaction within the family.

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Section: Introductionmentioning

confidence: 99%

The Mediating Role of Family-to-Work Conflict and Work-Family Balance in the Relationship between Family Support and Family Satisfaction: A Three Path Mediation Approach

Pattusamy

Jacob

2016

Curr Psychol

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“…In addition, it was revealed that moderating effect of perceived organizational support to family issues on the link between commitment to marital role and exhaustion was not significant. Similarly, empirical findings of Seiger and Wiese [16] favored social support from supervisor, coworkers and family as an antecedent of work-family conflict, but not as a moderator of the relationship of strain to work-family conflict.…”

Section: Discussionmentioning

confidence: 87%

“…Moreover, perceived organizational support may operate as a barrier against burnout and may foster recovery from work [15]. Namely, perceived support from work environment mitigates negative effect of work stress on subjective well-being and work-family conflict [16][17][18] and leads to higher job satisfaction and life satisfaction [19]. Kossek et al [20], on the basis of the conducted extensive meta-analysis, have concluded that perceived general work support is related to family and job satisfaction and that perceived work and family support play central role in work-family conflict experiences among employees.…”

Section: Life Role Saliencementioning

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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“…Practically, the occasion whereby two or more employees exchanging resources with the aim to help employee who demanding support (Van Daalen, Willemsen, & Sanders, 2006) to improve performance without forsaking the availability of the other existing resources (Seiger & Wiese, 2009). Hence, social support is a relationship made available by co-workers or superiors in which act to support employees and increases the quality of work within the organization.…”

Section: Introductionmentioning

confidence: 99%

The Relationship Between Job Autonomy And Social Support With Turnover Intention

Michael¹,

Hassan²,

Kasa³

2018

The European Proceedings of Social and Behavioural Sciences

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Boredom at workplace is a negative well-being displayed by both blue and white collar employees who had lost their passion and value towards jobs under non stimulating working environment. Yet, there are limited studies in this area. Scholars had constantly associated boredom with negative working performance such as job dissatisfaction, high absenteeism, poor health condition and low organizational commitment. However, the association with turnover intention remains debatable. In Malaysia, the turnover intention among academicians of private higher education institutions (PHEIs) is in critical stage ever since year 2013. Although the Ministry of Higher Education (MOHE) Malaysia recognize the potential of PHEIs in supporting Malaysia to be the Asia educational hub, this issue remain unsolved which may jeopardize the success. Therefore, this study put forward the antecedents and consequence of boredom at workplace under a single model which includes the investigation of job autonomy, social support, and turnover intention among academicians. A quantitative study was conducted by obtaining data from 279 academicians working for 20 (PHEIs) in Sarawak. The results showed that job autonomy was not significantly associated with turnover intention because job autonomy has no association with boredom at the first place. In contrast, social support was negatively associated with boredom which led to positive association with turnover intention. Moreover, the result confirmed the presence of boredom as mediator upon bootstrapping. It is suggested that PHEIs shall motivate academicians to actively participate in trainings, conferences, and seminars as the opportune time can be used to build good rapport among them.

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Social support from work and family domains as an antecedent or moderator of work–family conflicts?

Cited by 144 publications

References 49 publications

The Mediating Role of Family-to-Work Conflict and Work-Family Balance in the Relationship between Family Support and Family Satisfaction: A Three Path Mediation Approach

The Mediating Role of Family-to-Work Conflict and Work-Family Balance in the Relationship between Family Support and Family Satisfaction: A Three Path Mediation Approach

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

The Relationship Between Job Autonomy And Social Support With Turnover Intention

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