Structure and Measurement of Work-Family Support and Its Moderation Effect

Li, Yongxin; Zhao, Na

doi:10.3724/sp.j.1041.2009.00863

Cited by 32 publications

(44 citation statements)

References 21 publications

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“…Work-family conflict was measured using the workfamily conflict questionnaire [40]. The Chinese version of the work-family conflict questionnaire contains five items with a seven point Likert scale (e.g., "your job reduces the amount of time you can spend with the family") [41]. Higher scores indicate higher levels of work-family conflict.…”

Section: Work-family Conflictmentioning

confidence: 99%

The role of social support and emotional exhaustion in the association between work-family conflict and anxiety symptoms among female medical staff: a moderated mediation model

et al. 2020

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Background: Limited work has been done to explain how work-family conflict is related to anxiety symptoms and the roles of emotional exhaustion and social support may play. Methods: Based on a sample of 764 female nurses and physicians, a model was tested in which emotional exhaustion served as a mediator and social support was regarded as a moderator between work-family conflict and anxiety symptoms. Results: This current study supported a moderated mediation model where the relationship between work-family conflict and anxiety symptoms via emotional exhaustion was weakest for female medical staff who reported high levels of social support. Conclusions: This study contribute to providing an understanding of how and when work-family conflict affects anxiety symptoms. The results implicate a wide range of interventions aimed at promoting mental wellbeing among female medical staff for policymakers and individuals.

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Section: Work-family Conflictmentioning

confidence: 99%

The role of social support and emotional exhaustion in the association between work-family conflict and anxiety symptoms among female medical staff: a moderated mediation model

et al. 2020

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“…WFB has been tested to bring a series of positive outcomes to both the family and work fields: With a higher level of WFB, employees could experience more JobS, higher commitment (Y.‐X. Li & Zhao, ), less anxiety, and less turnover intention (N. Yang, Chen, Choi, & Zou, ).…”

Section: Wfb As a Distinct Concept Underlying The Work–family Interfacementioning

confidence: 99%

Relationship between work–family balance and job satisfaction among employees in China: A moderated mediation model

Wang

Zhang

2017

PsyCh Journal

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Previous studies have revealed the association between work-family balance and job satisfaction. The present research further explored the underlying mechanism of this association and aimed to provide a moderated mediation model to explain if personality traits moderate the relationship between work-family balance and job satisfaction through work engagement. A cross-sectional study was conducted in which 263 employees from a petrochemical enterprise in China completed self-report questionnaires including the Work-Family Balance Scale, the Utrecht Work Engagement Scale, the Big Five Inventory-10, and the Job Satisfaction Scale. Hierarchical regression analysis and structural equation modeling showed that work engagement partially mediated the relationship between work-family balance and job satisfaction, and the indirect effect was further moderated only by extraversion. Therefore, an integrative moderated mediation model was proposed wherein work-family balance boosts job satisfaction by first enhancing employees' work engagement, while the indirect effect was in turn moderated by extraversion. The results suggest that interventions for improving job satisfaction may be enhanced by targeting work engagement, especially for employees with higher extraversion.

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“…The items were rated on a five-point Likert scale (1 5 strongly disagree; 5 5 strongly agree). The scale has been validated in a Chinese sample (Li and Zhao, 2009). In this study, the Cronbach's alphas of the two dimensions were respectively 0.859 and 0.868.…”

Section: Methodsmentioning

confidence: 75%

Work flexibility-ability and work–family conflict: the joint role of willingness and worry

Tang

et al. 2021

JMP

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PurposeThis study introduced a focus on work flexibility-worry and intended to test whether work flexibility-worry would weaken the strengthening power of work flexibility-willingness on the relationship between work flexibility-ability and work–family conflict from the perspective of person–situation interaction.Design/methodology/approachParticipants were 924 employees recruited by the snowballing technique. They completed questionnaires about demographics and work flexibility. Multivariate stepwise regression was used to analyze the collected data.FindingsResults showed that work flexibility-ability can reduce work-to-family conflict. However, this effect is most pronounced only among individuals with a high work flexibility-willingness who simultaneously experience low work flexibility-worry.Practical implicationsFor organizations that want to provide work flexibility benefits to employees, they should not only pay attention to employees' personal preference for work flexibility but also create a climate in which all employees are allowed to use the flexibility supply without criticism from coworkers and without impacting organizational evaluations, which can benefit employees' functioning in both their work and family roles.Originality/valueThis study clarified the joint role of willingness and worry in predicting the extent to which work flexibility-ability reduces work–family conflict, which helps organizations to better understand the conditions under which work flexibility can better reduce work–family conflict.

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Structure and Measurement of Work-Family Support and Its Moderation Effect

Cited by 32 publications

References 21 publications

The role of social support and emotional exhaustion in the association between work-family conflict and anxiety symptoms among female medical staff: a moderated mediation model

The role of social support and emotional exhaustion in the association between work-family conflict and anxiety symptoms among female medical staff: a moderated mediation model

Relationship between work–family balance and job satisfaction among employees in China: A moderated mediation model

Work flexibility-ability and work–family conflict: the joint role of willingness and worry

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