Work–Family Conflict, Emotional Responses, Workplace Deviance, and Well-Being among Construction Professionals: A Sequential Mediation Model

Abstract

Given the dynamic, complex, and highly demanding project environment, construction professionals are particularly likely to experience a high level of work–family conflict. Taking an emotional resource perspective and on the basis of affective events theory, this study tested negative affect and emotional exhaustion as sequential mediators between two directions of work–family conflict and workplace well-being or deviance behavior. The theoretical model was examined using data collected at two time points from 143 construction professionals through regression analysis and bootstrapping. The results indicate that work–family conflict was positively related to deviant behavior and negatively related to workplace well-being. The findings demonstrate that the mediation effects of emotional exhaustion between work–family conflict and workplace well-being or deviant behavior were significant and that the sequential mediating effects of negative affect and emotional exhaustion in the relationship between work–family conflict and workplace well-being or deviant behavior were significant. Moreover, different impacts of work interference with family and family interference with work on job-related attitudes and behavior were observed. These findings highlight the importance of emotional experience to understand the negative impact of work–family conflict in the temporary project context.

Job Demands and Resources, Positive and Negative Affect, and Psychological Distress of Social Workers in China

“…Weiss and Cropanzano's ( 50 ) affective events theory explains that employees' internal influences (e.g., emotions) and reactions to the work environment can affect job performance and satisfaction. Research has found evidence that is consistent with this theory ( 49 , 51 , 52 ). For example, NA is predictive of workplace deviance, including absenteeism, theft, and poor job performance, as well as low well-being ( 49 , 51 , 52 ).…”

“…Research has found evidence that is consistent with this theory ( 49 , 51 , 52 ). For example, NA is predictive of workplace deviance, including absenteeism, theft, and poor job performance, as well as low well-being ( 49 , 51 , 52 ). Notably, Chen et al ( 49 ) found that PA and NA mediated the relations between work conditions and well-being.…”

“…Given that much of the empirical evidence showing JD-R's effects on work and health outcomes has come from studies focused on Western samples ( 21 , 31 , 49 , 66 ), this study extends the literature by investigating JD-R's effects on a sample of Chinese social workers. We applied the JD-R model to examine how JD-R affect psychological distress and whether these relations are mediated by PA and NA.…”

“…By contrast, NA is characterized by guilt, anxiety, and fear and is associated with physical and mental health outcomes such as emotion dysregulation and psychiatric symptoms ( 46 – 49 ). Weiss and Cropanzano's ( 50 ) affective events theory explains that employees' internal influences (e.g., emotions) and reactions to the work environment can affect job performance and satisfaction.…”

“…For example, NA is predictive of workplace deviance, including absenteeism, theft, and poor job performance, as well as low well-being ( 49 , 51 , 52 ). Notably, Chen et al ( 49 ) found that PA and NA mediated the relations between work conditions and well-being. Taken together, these studies, along with others, reflect that PA and NA play a significant role in shaping cognition, behavior, and well-being ( 53 , 54 ), especially in the workplace.…”