Work–family conflict, family well-being and organizational citizenship behavior: a moderated mediation model

Abstract

Purpose This study aims to examine the consequences of work–family conflict and explore the mechanism by which it influences organizational citizenship behavior from the perspective of changes in and preservation of family well-being (emotional resources). Design/methodology/approach Work–family conflict has always been an important research topic in the field of organizational behavior; scholars have studied the relationship between it and organizational citizenship behavior from different perspectives. To better understand the mechanism of work–family conflict on organizational citizenship behavior, we use a longitudinal design and analyze the multi-stage matching data of 209 employees and their superiors from six cities in southern China. The authors construct a theoretical model based on the conservation of resources theory to explore the mechanism by which work–family conflict influences organizational citizenship behavior when taking employees’ family well-being as a mediator and work–family segmentation preference as the boundary condition. Findings Work–family conflict has a significant negative effect on family well-being and this effect is moderated by work–home segmentation preferences. Work–family conflict also has a significant indirect effect on organizational citizenship behavior through family well-being and this indirect effect is enhanced by an increase in the level of preference for work–home segmentation. Originality/value This study enriches our knowledge of the moderating variables in the study of work–family relationships from the perspective of individual personality traits. It also provides a new perspective for the study of such relationships in the context of Chinese family culture.

Service with a sense of belonging: navigating work–family conflict and emotional irritation in the service efforts of health professionals

“…First, this study makes a significant addition to the limited research on the understanding of WFC and SEB with EI as a mediator and OI as a moderator. Notably, WFC has been extensively researched (such as Lin et al , 2022; Nauman et al , 2020; Pradhan and Gupta, 2021; Yu et al , 2020), an absolute dearth of studies examining WFC and SEB relationship was found as this association has not garnered attention, thereby making our study unique and novel.…”

The Spillover Effect of Life Satisfaction on Customer Satisfaction: The Mediating Role of Service-Oriented Organizational Citizenship and the Moderating Role of Competition Climate

“…Control Variables. We controlled for employee demographic information, such as gender (male or female), age (in years) and job tenure (in months), since age has been found to be associated with OCB [ 80 ], and gender and job tenure have been found to be associated with customer satisfaction [ 81 , 82 ]. The data were collected through the survey questionnaire and were double-checked with the archival data provided by HR.…”

Work-Family Conflict, Happiness and Organizational Citizenship Behavior Among Professional Women: A Moderated Mediation Model

“…Researchers might consider conducting longitudinal designs or more complex research designs to facilitate more casual evaluations for future studies. Second, the traditional methods used in this study are mainly derived from Western cultural traditions, while the connotation of work-family conflict with distinct Chinese cultural backgrounds is different in the West ( Wang and Peng, 2017 ; Lin et al, 2021 ). The development and application of more fitting scales based on the Chinese context is needed.…”

“…Family support ensures the emotional stability of female employees and further enhances their happiness ( Cates et al, 2010 ). Literature reviews reveal that philosophers and psychologists have identified happiness (or, more broadly, subjective well-being) as one of the essential characteristics of a good life and a good society ( Lin et al, 2021 ).…”