Testing Main and Interactive Effect of Personal Coping and Social Support on Work Family conflict

Kumar, Aneel; Arain, Ghulam Ali

doi:10.30537/sijmb.v1i1.81

Cited by 4 publications

(2 citation statements)

References 28 publications

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“…Their results highlighted a significant moderating effect of team member support on the direct relationship between abusive supervision, project anxiety, and project satisfaction, which improved at high team member support than that of low team member support. Similarly, Kumar and Arain (2014) also reported a significant moderating effect of co-workers and supervisory social support on the direct relationship between personal coping and work-family conflict.…”

Section: Discussionmentioning

confidence: 86%

The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model

Arain

Bukhari

Khan

et al. 2018

Journal of Management & Organization

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Based on the conservation of resource theory, this study investigated a moderated mediation model in which perceived co-worker support moderated the mediation of supervisory feedback avoidance between abusive supervision and help-seeking behaviour. Data from matching dyads of 220 house officers and 86 postgraduate medical staff were collected from several hospitals in Pakistan. Results of hierarchical multiple regression analyses supported the hypothesized model that abusive supervision first positively led to supervisory feedback avoidance, which in turn positively led to help-seeking from co-workers. Moreover, the mediating effect of supervisory feedback avoidance was stronger at the high value of co-worker support than that at the low value of co-worker support. This study contributes to the recently emerged notion in abusive supervision research that supervisees’ perception of abusive supervision may not always lead to abundantly reported negative work behaviours; instead, it may also lead to positive work behaviours, such as help-seeking behaviour that is highly beneficial for both supervisees and the organization.

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Section: Discussionmentioning

confidence: 86%

The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model

Arain

Bukhari

Khan

et al. 2018

Journal of Management & Organization

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“…From the managerial implications point of view, this research recommends that the employees of banking sector are experiencing WFC and such negative experiences are developing the turnover intentions. Environment in banking sector of Pakistan is very competitive which results in heavy workload on employees (Kumar & Arain, 2014). Further, even there is no limit of time and employees are likely to work long work hours beyond the specific job timings (Bashir & Ismail Ramay, 2010).…”

Section: Theoretical and Managerial Implicationsmentioning

confidence: 99%

Supervisory Support as Moderator between Work Family Conflict and Turnover Intentions

Kumar

Channa

Bhutto

2017

SIJMB

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Abstract:The purpose of this research is to investigate supervisory support as moderator between work family conflict (WFC) and turnover intentions in banking sector employees, working in Sindh province of Pakistan. Primary data were collected through Likert type survey questionnaire, targeting the 181 employees, working in commercial banks. The findings of this study shows the significant positive effect of work family conflict on turnover intentions of employees. Moreover, supervisory support was found as the significant moderator of the relationship between work family conflict and turnover intentions. The moderating effect of supervisory support significantly reduced the turnover intentions level of employees which they experienced due to work family conflict.

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Balancing Work and Family Obligations in Pakistan and the Netherlands: A Comparative Study

Syed

Arain

Schalk

et al. 2015

Glob. Bus. Org. Exc.

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A study of 486 banking employees in Pakistan and the Netherlands investigated the effect of work‐family conflict on psychological contract breach of work‐family balance obligations. The results showed that 127 Dutch respondents were more likely to experience work interference with family than employees in Pakistan, despite the fact that Pakistanis have longer working hours than their Dutch counterparts. The relationship between family overload and work interference with family, however, was stronger among the 359 Pakistani study participants. In addition, the positive association between work interference with family and employees’ psychological contract breach of work‐family balance obligations was significant for the Pakistani respondents but not for the Dutch study participants. This analysis contributes to the work‐family and psychological contract literature by observing cross‐national differences in work‐family overload and work‐to‐family conflict and their effects on psychological contract breach. It also suggests practices to address the challenge of managing the work‐family interface in both developing and developed nations. ©2015 Wiley Periodicals, Inc.

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Testing Main and Interactive Effect of Personal Coping and Social Support on Work Family conflict

Cited by 4 publications

References 28 publications

The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model

The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model

Supervisory Support as Moderator between Work Family Conflict and Turnover Intentions

Balancing Work and Family Obligations in Pakistan and the Netherlands: A Comparative Study

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