Work-Family Conflict Impact on Psychological Safety and Psychological Well-Being: A Job Performance Model

Obrenovic, Bojan; Du, Jianguo; Khudaykulov, Akmal; Khan, Muhammad Aamir Shafique

doi:10.3389/fpsyg.2020.00475

Cited by 156 publications

(151 citation statements)

References 136 publications

(184 reference statements)

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“…In addition, the relationship between WFC and job performance has been verified in many other work contexts. For example, Obrenovic et al [ 40 ] pointed out that in a modern working environment, WFC has a negative impact on employees’ psychological safety and psychological well-being, thereby negatively affecting their job performance. Wijayati et al [ 41 ] found that job performance of junior high school teachers is affected by WFC in a negative direction.…”

Section: Hypotheses Development and Theoretical Modelmentioning

confidence: 99%

Investigating the Relationship between Work-To-Family Conflict, Job Burnout, Job Outcomes, and Affective Commitment in the Construction Industry

Liu

Cao

Zhang

et al. 2020

IJERPH

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This study explored the effects of work-to-family conflict on job burnout and job outcomes in the construction industry, focusing on the moderating effects of affective commitment. Based on the conservation of resources theory, a theoretical model introducing affective commitment as a moderating variable was established. A structured questionnaire survey was then implemented among construction professionals in China. A total of 376 valid responses were obtained. Structural equation modeling was used to analyze the valid data. The results revealed the following: (i) work-to-family conflict has a significant positive impact on job burnout, but a significant negative impact on job satisfaction and job performance; (ii) job burnout negatively affects job satisfaction and job performance; (iii) affective commitment negatively moderates the effects of work-to-family conflict on job burnout. This study provides a reference for construction companies to manage work-to-family conflict and job burnout of employees, while also improving their affective commitment and job outcomes.

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Section: Hypotheses Development and Theoretical Modelmentioning

confidence: 99%

Investigating the Relationship between Work-To-Family Conflict, Job Burnout, Job Outcomes, and Affective Commitment in the Construction Industry

Liu

Cao

Zhang

et al. 2020

IJERPH

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“…Well-being referred to an individual engaging in, being satisfying with, and enjoying the work [8,23]. Obrenovic et al [24] considered that well-being presented sustainability, proactivity, and strong motivation to work. According to the psychological condition theory, the antecedent of well-being refers to employees being motivated and exhibiting well-being when psychological conditions, such as psychological meaningfulness, psychological safety, and psychological availability, were satisfied [8,25].…”

Section: Polychronicity Fit and Well-beingmentioning

confidence: 99%

Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being

Gao

Wang

et al. 2020

IJERPH

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Polychronicity refers to the preference of some individuals to structure their time in order to deal with multiple tasks simultaneously in a short period of time. Past research regarding the correlation between individual polychronicity and performance presented distinct arguments. Although most studies supported a positive correlation with performance, empirical findings showed inconsistent results, indicating the presence of other influencing factors. According to the person–environment fit theory and self-determination theory, the effect of polychronicity on job performance was verified and the mediation effect of well-being was tested in this study. Dual-mode questionnaires were collected from 532 subordinators and their direct supervisors in 98 chain restaurants and hierarchical regression analysis was performed to test the research hypotheses. The results showed that polychronicity positively affected well-being, that is, well-being was a full mediator between polychronicity and job performance. This study provides valuable insight for managers to understand employee polychronicity and, in turn, improve their well-being, which could help improve job performance.

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“…Several factors such as stress, anxiety, depression and post-traumatic stress disorder can affect the mental health of employees. Psychological wellbeing was found to be significantly negatively employee performance [17], [18]. When psychological well-being is felt to be unfavourable, it will reduce employee performance as a consequence.…”

Section: Psychological Well-beingmentioning

confidence: 93%

“…Psychological well-being, aside from being impacted by job insecurity, has a positive effect on work engagement, which shows employees involvement in their work [16] and has a positive effect on employee performance [17], [18]. When psychological well-being is perceived to be unfavourable, as a consequence it will reduce employee involvement in their work and their performance.…”

Section: Introductionmentioning

confidence: 99%

Job Insecurity, Work Engagement and Job Performance of Employees in Flexible Working Arrangement: Exploring the Mediating Role of Psychological Well-Being

Nikmah¹,

Martdianty²

2021

Proceedings of the Sixth Padang International Conference on Economics Education, Economics, Business and Management, Accounting

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Organizations and employees must be alert and adaptive in facing volatile, uncertain, complex, and ambiguous environment. Uncertainty in the workplace as well as the workforce can pose a threat to performance. This study aims to analyse the effect of mediating role of psychological well-being in explaining the impact of job insecurity towards work engagement and job performance of employees working in a flexible work arrangement. This study used Structural Equation Modelling (SEM) in the analysis. Study data were collected from 206 employees across various sectors in Indonesia. The findings showed that psychological well-being was found to be fully mediating the impact of job insecurity towards employees' work engagement and job performance. Future directions highlight the importance of providing job security to employees and maintaining employees' psychological well-being to boost engagement and performance thus provides benefits to the organizations.

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Work-Family Conflict Impact on Psychological Safety and Psychological Well-Being: A Job Performance Model

Cited by 156 publications

References 136 publications

Investigating the Relationship between Work-To-Family Conflict, Job Burnout, Job Outcomes, and Affective Commitment in the Construction Industry

Investigating the Relationship between Work-To-Family Conflict, Job Burnout, Job Outcomes, and Affective Commitment in the Construction Industry

Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being

Job Insecurity, Work Engagement and Job Performance of Employees in Flexible Working Arrangement: Exploring the Mediating Role of Psychological Well-Being

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