Work-Family Conflict and Primary and Secondary School Principals’ Work Engagement: A Moderated Mediation Model

Abstract

With the development of positive psychology, work engagement has received widespread attention from researchers in the fields of positive organizational behavior and occupational health. Some studies have shown that work-family conflict has an important influence on individual behaviors and attitudes, but little research has studied the influence of work-family conflict on work engagement. The present study examined whether the relationship between work-family conflict and work engagement was mediated by job satisfaction, and whether the mediating role was moderated by affective commitment. We surveyed 358 Chinese primary and secondary school principals using the Work-Family Conflict Scale, Job Satisfaction Scale, Affective Commitment Scale, and Work Engagement Scale. The results revealed that there is a significant negative correlation between work-family conflict and primary and secondary school principals’ work engagement, and this relationship was partially mediated by job satisfaction. Moreover, affective commitment played a moderating role in the relationship between job satisfaction and work engagement. Specifically, the relationship between job satisfaction and work engagement was significant for primary and secondary school principals with high and low affective commitment. The current study contributes to a better understanding of the relationship between work-family conflict and work engagement.

Influence of Work-Family Conflict on Turnover Intention of Primary and Secondary School Teachers: Serial Mediating Role of Psychological Contract and Job Satisfaction

“…However, teachers play diverse roles. Besides teaching, many also play a family role ( 52 ). The conflict between work and family becomes a problem that primary and secondary school teachers often face ( 53 ).…”

“…It is necessary to deal with various problems in students' learning and life and to complete other tasks allocated by the school. It is not only a heavy workload but also very trivial ( 52 ). Teachers in primary and secondary schools play multiple roles, switching back and forth between work and family, and any disharmony between roles can have a negative impact on teachers' behavior and psychology, inevitably leading to work-family conflict ( 53 ).…”

“…Psychological contract is the subjective cognition and evaluation of mutual responsibilities and obligations between themselves and their schools ( 18 ). Work-family conflict is an important source of stress in teachers' work and life ( 12 , 52 ), when the work-family conflict gradually increases, the role pressure of teachers will also increase ( 53 ). They will begin to perceive that school work has an impact on their individual families.…”

E-Learning in Era of COVID-19 Pandemic: Impact of Flexible Working Arrangements on Work Pressure, Work–Life Conflict and Academics’ Satisfaction

“…In the organizational literature, WLC is identified to be related to negative individual outcomes such as burnout (Buonomo et al, 2020), turnover intention (Lu et al, 2017) and work disengagement (Yang et al, 2021). Although limited attention is paid to relationship between FWAs, WLC and job satisfaction, some attempts were developed in this perspective showing that employees who have flexible work and experienced less conflict between work and family tend to carry positive aspects from daily life to their job (Obrenovic et al, 2020).…”

A influência do gênero na relação entre enriquecimento trabalho-família e comportamento de cidadania organizacional de militares brasileiros

“…Research related to the management of work and family roles has adopted a negative perspective over time, focusing mainly on the work-family conflict (Oliveira, Cavazotte & Paciello, 2013;Xue & McMunn, 2021). However, with the emergence of Positive Psychology, a new panorama has emerged that emphasizes the positive aspects in an attempt to minimize the effects of negative variables in the organizational context (Seligman, 2011;Yang, Qi, Zeng, Han & Pan, 2020). As part of this trend, the balance between professional and personal life has acquired special importance for organizations, for families and for individuals themselves.…”