The impact of perceived organizational support on work–family conflict: Does role overload have a mediating role?

Abstract

The present cross-sectional study aims to investigate (1) the direct effects of perceived organizational support and role overload on work-family conflict and (2) the mediating role of role overload in the relationship between perceived organizational support and work-family conflict using a Turkish sample. The hypotheses were tested with a sample of 344 employees from small and medium-sized enterprises in Turkey. The results demonstrated that perceived organizational support was negatively related to both family to work conflict and work to family conflict of the employees. Role overload was also positively related to both family to work conflict and work to family conflict. In addition, the results indicated that role overload did not have a mediating role between perceived organizational support and work-family conflict.

The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam

“…Besides, this research found that POS also reduced work-family conflict and job burnout. The negative relationship among POS, work-family conflict and turnover intention was consistent in relation to the previous researches of Marchand and Vandenberghe [88], Gurbuz, Turunc and Celik [86] and Caesens, Stinglhamber, Demoulin and De Wilde [87]. POS were key mechanisms in connecting voluntary turnover among employees.…”

“…Hypothesis 10: The results showed that perceived organizational support had a negative and significant relationship with work-family conflict, (p-value = 0.000 and beta coefficient = −0.600) ( Table 5). The result indicated that the more perceived organizational support, the greater the possibility that bankers will have low levels of work-family conflict, which was consistent with the findings of Gurbuz, Turunc, and Celik [86]. Thus, Hypothesis 10 was supported.…”

“…Perceived organizational support is thought to reduce work-family conflict and job burnout by fostering the perception that material aid and emotional resources will be available when needed to deal with negative situations (e.g., work-family conflict, job burnout, and turnover intention). Besides, some scholars demonstrated that perceived organizational support could decrease work-family conflict (e.g., [86]), job burnout (e.g., [87]), and turnover intention (e.g., [88]). Therefore, the following hypotheses are suggested:…”

“…Perceived organizational support theorists indicated that perceived organizational support reduces work-family conflict and job burnout because it provides external work environment physical and emotional resources to help employees deal with burnout as well as work-family conflict [86]. Individuals who have high emotional intelligence, work in environments where cooperative (i.e., supportive) values such as fair and respectful treatment of others are supported and are likely to diminish work-family conflict and job burnout [87].…”

Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash

“…In a more recent study, Gurbuz et al . () confirmed that POS had a negative relationship with WFC (measured with the Netemeyer et al . scale ), while role overload did not have a mediating effect on the relationship between POS and WFC.…”