Work-Family Conflict Mediates the Association Between Job Demands and Life and Job Satisfaction in Chinese Middle-Level Managers

Gao, Li; Jin, Weitao

doi:10.1007/s12144-014-9259-9

Cited by 21 publications

(13 citation statements)

References 35 publications

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“…Finally, respondents were assured that there were no right or wrong answers to items in the questionnaires. Similar high response rates are also reported in extant research (Gao and Jin, 2015;Liu et al, 2014;Michel et al, 2013).…”

Section: Sample and Proceduressupporting

confidence: 85%

“…WFC and FWC each contained five items. Again congruent with an empirical study conducted in Romania (Karatepe, 2013a) and various empirical studies conducted in other countries (Gao and Jin, 2015;Green et al, 2011;Karatepe and Baddar, 2006), WFC and FWC were measured by a five-point scale that ranged from 5 (strongly agree) to 1 (strongly disagree).…”

Section: The Measuring Instrumentsmentioning

confidence: 85%

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Service employees’ fit, work-family conflict, and work engagement

Karatepe

Karadaş

2016

JSM

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Purpose Using person–job fit, congruence and conservation of resources theories as the theoretical underpinnings, the purpose of this study is to propose and test a research model that investigates work-family conflict and family–work conflict as mediators of the impact of person–job fit on work engagement. The model also examines the mediating role of work engagement in the relationship between conflicts in the work–family interface and life satisfaction. Design/methodology/approach Data gathered from frontline hotel employees two weeks apart in three waves in Romania were utilized to assess the abovementioned relationships via structural equation modeling. Findings Two directions of conflict act as partial mediators between person–job fit and work engagement. Work engagement fully mediates the relationship between work–family conflict and life satisfaction, while it functions as a partial mediator of the effect of family–work conflict on life satisfaction. Originality/value This paper contributes to current knowledge by investigating the interrelationships of person–job fit, two directions of conflict, work engagement and life satisfaction.

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Section: Sample and Proceduressupporting

confidence: 85%

Section: The Measuring Instrumentsmentioning

confidence: 85%

Service employees’ fit, work-family conflict, and work engagement

Karatepe

Karadaş

2016

JSM

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“…To test the Hypotheses, AMOS 18.0 and SPSS 21.0 were used as statistical tools. In order to deflate measurement errors derived from multiple items for the latent variable, the method of parceling was used (Gao & Jin, 2015). For calling, psychological capital, and work-to-family enrichment, three, four, and three parcels were created, respectively, based on the number of subfactors.…”

Section: Discussionmentioning

confidence: 99%

Calling as a Predictor of Life Satisfaction

Choi

Cho

Jung

et al. 2017

Journal of Career Assessment

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The current study examined the mediating role of psychological capital and work-family enrichment in the relation between calling and life satisfaction. Moreover, the moderating role of boundary management strategy, the tactics individuals utilize to manage role boundaries, in the relation between calling and work-family enrichment was investigated. Cross-sectional survey data were collected from members of the South Korean navy (N ¼ 195). As hypothesized, people who have a calling obtained more psychological capital (hope, self-efficacy, resilience, and optimism) from their work experience, which in turn positively related to work-to-family enrichment and life satisfaction. Although a statistically significant moderating effect of boundary management strategy was found, the pattern of the interaction was different from our original prediction; the positive relation between calling and work-to-family enrichment was stronger among those who strive to separate the work and family domains (i.e., separators) than among those who aim to integrate the two domains (i.e., integrators). The theoretical and practical implications are discussed.

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“…Regarding the consequences of work–family conflict, many studies have found that work–family conflict is significantly associated with lower levels of job satisfaction (Allen, Herst, Bruck, & Sutton, 2000; Kossek & Ozeki, 1998). In terms of the mediating role of work–family conflict, past literature examined the mediating effect of work–family conflict in the relationship between job demands and job satisfaction (Gao & Jin, 2015) and the association between supervisor support and job satisfaction (Thomas & Ganster, 1995). In conclusion, it is possible that work–family conflict is a key variable to mediate the relationship between the Job Demands–Control–Support model variables and employees’ job satisfaction.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The Job Demands–Control–Support Model and Job Satisfaction Across Gender

Hwang

Ramadoss

2016

Journal of Family Issues

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This study examined the gender difference regarding the simultaneous impacts of Job Demands-Control-Support model variables (job demands, job control, supervisor support, and coworker support) on job satisfaction via work-family conflict using multiple group structural equation modeling. The participants were 1,092 male and 1,367 female employees from the 2008 National Study of the Changing Workforce. Results showed that job control was only significantly associated with work-family conflict in female employees. In addition, high levels of job control, supervisor support, and coworker support were significantly associated with an increase in job satisfaction in both male and female employees. Regarding the mediating effect, work-family conflict mediated relationships between job demands, supervisor support, coworker support, and job satisfaction in both male and female employees, whereas work-family conflict only mediated the association between job control and job satisfaction in female employees. In this study, the implications considering the gender difference and workfamily contexts are discussed.

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Work-Family Conflict Mediates the Association Between Job Demands and Life and Job Satisfaction in Chinese Middle-Level Managers

Cited by 21 publications

References 35 publications

Service employees’ fit, work-family conflict, and work engagement

Service employees’ fit, work-family conflict, and work engagement

Calling as a Predictor of Life Satisfaction

The Job Demands–Control–Support Model and Job Satisfaction Across Gender

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