The Mediating Roles of Work–Family Conflict and Facilitation in the Relations Between Leisure Experience and Job/Life Satisfaction Among Employees in Shanghai Banking Industry

In this study, we explore whether the relationship between leisure experience and job/life satisfaction is mediated by work–family conflict and facilitation, and how these effect coefficients varied among different demographic groups of gender, marital status as well as parental status. With the survey data from 1706 employees in the Shanghai banking industry, we found work–family conflict and facilitation acted as mediators between leisure experience and job/life satisfaction. In all demographic groups, work–family conflict was negatively related with leisure experience and job/life satisfaction. Conversely, work–family facilitation was positively related with leisure experience and job/life satisfaction. Moreover, we found (1) compared with the case for males, the negative effect coefficient of work–family conflict on job satisfaction was significantly higher in female samples. (2) The positive effect coefficients of leisure experience on work–family facilitation was higher for married couples than for unmarried employees. (3) For employees who had children, the negative effect coefficient of leisure experience on work–family conflict as well as the positive effect coefficient of leisure experience on work–family facilitation were significantly higher than for employees who had no children. The results of this study suggest that employees in the banking industry would experience a lower level of work–family conflict and better maintain work–family facilitation by engaging in leisure pursuits with their family. The limitations of this study were discussed as well.     

工作要求-资源、心理资本对工作家庭关系的影响

本研究选取253名已婚全职员工为研究对象,采用自陈式问卷调查的方法,考察了工作要求、工作资源、心理资本对工作家庭关系的影响。结果发现：（1）工作要求与工作家庭双向冲突均呈显著正相关;（2）工作资源与工作家庭双向冲突均呈显著负相关,与工作家庭双向促进均呈显著正相关;（3）心理资本在工作资源与工作家庭关系间起中介作用。     

Work–family conflict and facilitation: The combined influence of the job demand–control model and achievement striving

This study investigated the moderating effect of achievement striving (AS) on the relationship between situational variables, defined by the Job Demand–Control model (JDC), and both work–family conflict and work–family facilitation. In a sample of 224 employees in the welfare sector, the results of two hierarchical regression analyses showed that job demands were significantly positively related and job control was significantly negatively related to work–family conflict but not to work–family facilitation. For AS, a significant positive relationship was found with both work–family conflict and work–family facilitation. Interactions between situational variables and AS were insignificant although the interaction between AS and job control on work–family facilitation was close to significance in line with the expectations. Specifically, a lower level of job control did not lower the level of WFF experienced by individuals high on AS. Theoretical and practical implications are discussed.     

The role of work–family role integration in a job demands–resources model among Chinese secondary school teachers

The current study examines an integrative demands–resources model of the work–family interface in a sample of 259 Chinese secondary school teachers. Participants completed questionnaires relating to job demands, job resources, work‐to‐family conflict, work‐to‐family enrichment, work–family role integration (WFRI) and burnout scale. Results show that: (i) job demands were strongly and positively associated with work‐to‐family conflict, which further led to an increase in burnout; job resources were strongly and positively associated with work‐to‐family enrichment, and consequently to a decrease in burnout. Job demands also had a significant direct impact on burnout; (ii) a newly proposed construct, WFRI, was found to partially mediate the relationship between job demands and work‐to‐family conflict, as well as between job resources and work‐to‐family enrichment. Theoretical and practical implications are discussed, and future research directions are provided.     

新生代知识员工队伍的工作家庭冲突——基于人口特征差异交互效应的视角

本研究以来自高科技企业的500名新生代知识员工为样本,采用单因变量多因素方差分析法揭示了工作家庭冲突的人口特征差异,以及不同人口特征变量之间的交互效应。检验结果表明：（1）新生代知识员工的工作家庭冲突存在显著的性别差异与工龄差异,而职位层次差异并不显著;（2）工作家庭冲突的性别差异分别与工龄差异、职位层次差异之间存在显著的二维交互效应;（3）性别差异与工龄差异、职位层次差异之间存在显著的三维交互效应。     

The role of workaholism in the job demands-resources model

Background and Objectives: The present study tries to gain more insight in workaholism by investigating its antecedents and consequences using the job demands-resources model. Design: We hypothesized that job demands would be positively related to workaholism, particularly when job resources are low. In addition, we hypothesized that workaholism would be positively related to negative outcomes in three important life domains: health, family, and work. Methods: The research involved 617 Italian workers (employees and self-employed). To test the hypotheses we applied structural equation modeling (SEM) and moderated structural equation modeling (MSEM) using Mplus 6. Results: The results of SEM showed a good model where workload, cognitive demands, emotional demands, and customer-related social stressors were positively related to workaholism and work–family conflict (WFC) (partial mediation). Additionally, workaholism was indirectly related to exhaustion and intentions to change jobs through WFC. Moreover, MSEM analyses confirmed that job resources (job security and opportunities for development) buffered the relationship between job demands and workaholism. Particularly, the interaction effects were statistically significant in five out of eight combinations. Conclusions: These findings suggest that workaholism is a function of a suboptimal work environment and predicts unfavorable employee outcomes. We discuss the theoretical and practical implications of these findings.     

Supervisor Support and Organizational Commitment: The Role of Work–Family Conflict,Job Satisfaction,and Work–Life Balance

Building on conservation of resources theory and social exchange theory, the author examined the relationship between supervisor support and organizational commitment through work–family conflict, work–life balance, and the job satisfaction of employees working in the financial sector in Australia. The study comprised 305 employees recruited through an online survey. Results indicate that supervisor support is negatively related to work–family conflict. In turn, work–life balance and job satisfaction are negatively linked to work–family conflict. The results further show that both work–life balance and job satisfaction are positively related to organizational commitment. Theoretical and practical implications, as well as limitations, are discussed.     

Work–family enrichment,job satisfaction,and work engagement: The mediating role of subjective career success

Objective: The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work–family enrichment and job satisfaction and work–family enrichment and work engagement. Method: A cross-sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work–family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work–family enrichment and job satisfaction and work engagement. Conclusion: Using the resource-gain-development framework, new insights are provided into the processes and mechanisms relating to work–family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work–family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement.     

Extending the demands‐control model: A daily diary study of job characteristics,work‐family conflict and work‐family facilitation

Using personal digital assistants, 91 parents employed in non‐professional occupations were surveyed for 14 consecutive days about their job characteristics and work‐family experiences. We found significant daily variation in work‐to‐family conflict (WFC) and work‐to‐family facilitation (WFF) that was predictable from daily job characteristics. Higher levels of WFC were associated with greater job demands and control at work. Contrary to the demands‐control model ( Karasek, 1979 ), these two job characteristics interacted such that the relationship between demands and WFC was stronger when control was high. We also found that demands were negatively related and control and skill level positively related to WFF. The results suggest ways in which jobs may be redesigned to enhance individuals' work‐family experiences.     

The use of selection,optimization, and compensation (SOC) in goal pursuit in the daily lives of middle-aged adults

The current study investigated the use of selection, optimization, and compensation (SOC) in association with momentary goal conflict and facilitation in middle adulthood. In contrast to previous studies on SOC that focused on the habitual use of the SOC-strategies, the current study investigated the momentary SOC-use in the everyday lives of adults who face the developmental challenge of combining the demands of multiple life domains (e.g., work, family, leisure). In a sample of N = 89 employed middle-age adults, momentary SOC-use as well as momentary goal conflict and facilitation were assessed in a measurement burst design encompassing 20 days (M = 126 measurement points per person). Time-lagged analyses showed that momentary goal conflict was positively related to subsequent optimization and compensation, and momentary goal facilitation lead to lower subsequent loss-based selection and compensation. In contrast, SOC predicted neither subsequent goal conflict nor facilitation. Thus, the use of SOC-strategies seems to be a response to – rather than an antecedent of - currently experienced goal relations (conflict, facilitation), underscoring the importance of these strategies for managing multiple goals.     

Job level, demands, and resources as antecedents of work–family conflict

Although substantial research has examined the conflict that employees experience between their work and family roles, the literature has not investigated the prevalence and antecedents of work–family conflict for individuals who work at different levels of an organization. This study examines differences in work–family conflict (work interference with family and family interference with work) for lower-level and higher-level employees, the factors that might explain these differences, and the differential effect of resources on conflict across job levels. Results indicate that higher-level workers experience greater conflict in both directions than lower-level workers, and that work- and home-based resources are differentially related to the conflict experienced by employees who hold lower-level and higher-level jobs.     

Varying Responsibilities Across Job & Home Domains and Employee Well Being

This study is aimed at signifying the importance of the management of employee well being. We identify that when individuals are involved in different roles at job and at home, such interaction affects the wellbeing of employees. Specifically, the effect of work family conflict and facilitation on employee satisfaction is studied. Data was collected from a sample of 291 employees of different organizations in the service sector. Structured equation modeling was used to test the fit of two proposed models and to validate the hypothetical relationships among the study variables. Both, job and home directions, of work family conflict and facilitation were found related to satisfaction at job and at home. The results indicate that the management of work family conflict and facilitation is inevitable for ensuring the well being of employees.     

Can We Really Have It All? The Attainment of Work and Family Values

We discuss the role values and value attainment play in the complex and dynamic process of balancing work and family demands. We contend that an individual experiences conflict between work and family demands because of value incongruence between that individual and a pivotal family member (i.e., lack of value similarity) or because of the incongruent values between that individual and the organization (i.e., lack of value congruence). We further argue that work-family conflict leads to job and life dissatisfaction for individuals because this conflict frustrates the attainment of important work and family values. We develop and propose a conceptual model, capturing both work and family values as they relate to work-family conflict, value attainment, and outcomes.     

Building up resources in the relationship between work–family conflict and burnout among firefighters: moderators of guanxi and emotion regulation strategies

This study investigated the moderating effects of supervisor–subordinate “guanxi” alongside relevant emotional regulation strategies, including cognitive reappraisal and expressive suppression, undertaken by 402 firefighters experiencing burnout caused by work–family conflict, as revealed through the application and analysis of the job demands–resources model. According to the regression model for the moderating effects, high levels of supervisor–subordinate guanxi may improve the relationship between work–family conflict and burnout, while frequent suppression of expressivity may enhance this relationship. Moreover, when supervisor–subordinate guanxi is high, cognitive reappraisal may effectively mitigate the relationship between work–family conflict and burnout. To this end, both guanxi and cognitive reappraisal are crucial for supporting emotional regulation in the workplaces of ethnic Chinese societies.     

An Examination of the Relationship Between the Work–School Interface,Job Satisfaction,and Job Performance

Purpose

This study provides a comprehensive examination of how the work–school interface relates to work outcomes such as task performance and job satisfaction. Additionally, this study builds upon past research by examining a range of work- and school-related resources and demands that collectively influence the work–school interface.

Design/Methodology/Approach

Data were obtained from 170 working undergraduate students at multiple time points over the course of a semester, as well as from participants’ supervisors at the organizations in which the students work.

Findings

The strongest antecedent of job satisfaction, interpersonal facilitation, and job performance was work–school facilitation. Demands in one role create pressures in the other. Contrary to expectations, job demands positively related to work–school facilitation, while school demands positively related to school–work facilitation.

Implications

For practitioners, this study highlights the need to better understand the interplay between school and work roles for employees at a time when continuing education is emphasized. Employers benefit from the performance gains and positive attitudinal shifts that stem from experiences of facilitation between roles. From a theoretical perspective, this study reveals a unique pattern of results that adds to our understanding of the dynamics involved in the integrated work–school routines of working students.

Originality/Value

This is one of the first studies to investigate the relationships between four bi-directional forms of the work–school interface and subsequent multi-source assessments of organizational outcomes. As such, it offers an examination of how conflict and facilitation from both the work and school domains relate to work outcomes.

     

A Test of Greenhaus and Allen (2011) Model on Work-Family Balance

The aim of the present study is to test the Greenhaus and Allen (2011) model on work-family balance (WFB). The model was tested using a survey based methodology. An online questionnaire was administered and data was collected from academicians from higher education institutes in India (492 samples) and USA (293 samples). Partial least square structural equation modeling (PLS SEM) results showed that work-family conflict and work-family facilitation predicted job and family satisfaction. Similarly both types of satisfactions (job and family) predicted feelings of WFB, which in turn results in life satisfaction. In both samples, the model was found to have adequate predictive relevance and goodness of fit with the data. Thus, academicians working in higher educational institutions in India and USA can attain work-family balance by achieving job and family satisfaction. Similarly, job and family satisfaction decreased and increased due to conflict and facilitation respectively. Finally, this work showed that if academicians can achieve balance between work and family, they can attain satisfaction in life as a whole.     

职业胜任力在工作要求-资源模型中的调节和中介作用

采用JD-R模型探讨了职业胜任力在工作要求-资源模型中的作用。结果表明:(1)职业胜任力弱化了工作要求和情感衰竭之间的正向关系;(2)职业胜任力正向影响工作投入;(3)职业胜任力在工作资源与工作投入之间起中介作用。本研究启示可通过提升员工的职业胜任力,促进员工的工作投入并缓解职业倦怠。     

Regulatory focus and the family–work interface: The role of regulatory fit between cohabiting partners

The aim of the present study was to examine the impact of regulatory focus in goal pursuit and regulatory fit between marital partners on family conditions and the family–work interface. We hypothesized that when both partners are high on promotion focus (fit) they experience higher developmental possibilities at home and have an increased likelihood of family-to-work facilitation (FWF). In addition, we hypothesized that when both partners are prevention focused (fit) they experience less home demands and less family-to-work conflict (FWC). In total, 131 working couples participated in the study. Each partner provided information about his/her own regulatory focus, perceptions of home demands and home developmental possibilities, and experienced FWF and FWC. Results of moderated structural equation modelling analyses largely supported our hypotheses since the interaction between partners’ promotion focus predicted the levels of home developmental possibilities and FWF, whereas the interaction between partners’ prevention focus predicted home demands in the expected direction. In conclusion, the fit between partners’ self regulatory styles can influence family life and, consequently, the impact of family on work.     

Tenderness and Steadiness: Relating Job and Interpersonal Demands and Resources With Burnout and Physical Symptoms of Stress in Canadian Physicians

This study examined the extent to which job and interpersonal demands and resources are associated with burnout and physical symptoms of stress among Canadian physicians. Using the job demands‐resources (JD‐R) model, we predicted that demands would be more strongly related to emotional exhaustion and physical symptoms, whereas resources would be more strongly related to personal accomplishment and decreased depersonalization. The findings reveal that communication skills and emotional labor contributed to the explained variances beyond workload and work–life conflict (as job demands), as well as autonomy, predictability, and understanding (as job resources). The predictors were differentially associated with the outcome variables in a manner that is consistent with the JD‐R model. Implications for physician well‐being and improved patient outcomes are discussed.     

Does home life interfere with or facilitate job performance?

The study examines whether home life influences inrole and extrarole job performance in positive or negative ways. We hypothesized that home resources would have a direct positive effect on job performance, and an indirect relationship through home–work facilitation (HWF). Home demands were predicted to negatively affect job performance through home–work interference (HWI). These hypotheses were tested on a sample of 190 male employees. In addition to employees' self-reports, wives rated their own home demands and resources (these were used as controls), and co-workers rated the men's HWI, HWF, and job performance. Results partially supported the hypotheses. Men's home demands and resources were related to self-rated HWI and HWF respectively, whereas co-worker ratings of HWI and HWF were associated with inrole and extrarole performance respectively. Men's home resources also had a direct relationship with inrole and extrarole performance. There was no convincing evidence that HWI and HWF acted as mediators in these relationships. Taken together, the positive influence of home life on job performance was stronger than the negative one.