Work–Family Conflict and Employee Commitment: The Moderating Effect of Perceived Managerial Support

Abstract

This study aimed at investigating the relationship between work-family conflict (work-to-family conflict [WFC] and family-to-work conflict [FWC]) and employee commitment (EC) in banking institution in Kenya. Furthermore, the study focused on exploring the moderating effect of perceived managerial support (PMS) on the relationship between work-family conflict and EC. This study was a cross-sectional survey of 334 employees working in banking institutions where data were collected using self-reported questionnaires. We found that WFC had a positive relationship with affective commitment (AC), continuance commitment (CC), and normative commitment (NC); and that PMS and gender significantly moderated the relationship between WFC and FWC and construct of EC. The moderating effect of PMS is explored to further elaborate on the relationship between work-family conflict and EC. This study provides valuable insights into the work-family conflict among employees with family responsibility in the banking institution. Applied implications for managers are suggested to minimize the WFC and FWC to ensure better work-life balance among employees. The study also contributes to the existing work-family conflict literature.

Validation of an Instrument and Measurement of Employee Work-Life Policies, Psychological Empowerment, and Job Commitment of Academic Staff in Universities

“…The findings of Mukanzi and Senaji (2017) supported this position by revealing that work-family conflict had a positive relationship with affective commitment (AC), continuance commitment (CC), and normative commitment (NC). Other studies have also shown that there is a connection between work-life policies and employees commitment in terms of affective, continuance, and normative commitment (Farid, et al, 2014;Diraviam, 2016;Mwangi et al, 2017;Arop, Owan, & Ibor, 2019).…”

“…Studies have made efforts to address this issue in different parts of the world including Nigeria (Abdullah, Almadhoun, & Ling, 2015;Aleke et al, 2015;Maina, 2016;Diraviam, 2016;Aliakbari & Amoli, 2016;Rao, 2017;Mukanzi & Senaji, 2017;Iman & Wayan, 2018;Arop, Ekpang, & Owan, 2018;Nguru & Gichuhi, 2018;Owan, Arop, & Agunwa, 2019). These studies have used several independent variables in an attempt to address the issue.…”

“…Previous studies have focused on the job commitment of secondary school teachers (Arop, et al, 2018), while others considered teachers' satisfaction, empowerment or effectiveness to work to be synonymous with employee commitment (Boudrias, Gaudreau, Savoie & Morin, 2009;Aleke et al, 2015;Ulutas, 2018;Bassey, Owan, & Eze, 2019). This study did not treat commitment as a whole but based on the three dimensions (affective, continuance, and normative) that are in wide use in the literature (Allen & Meyer, 1996;Neyshabor & Rashidi, 2013;Farid, Izadi, Ismail & Alipour, 2014;Diraviam, 2016;Biwott & Kemboi, 2017;Mukanzi & Senaji 2017;Iman & Wayan, 2018;Osibanjo, Oyewunmi, Abiodun, & Oyewunmi, 2019). The present study was, therefore, designed to consider other variables such as work-life policies, psychological empowerment and how they associate with the job commitment of academic staff in public universities.…”

Moderating Role of Job Autonomy in the Relationship among Antecedents of Organizational Commitment: Empirical Study in Indonesia Social Security Administrator for Health

“…Employees who prioritize their role in the family, see their role in work as a disturbing thing. In the context of OC, when the role in the family is more important, the goals and values of employees with the goals and values of the organization, are no longer in line, the affective commitment of employees will decrease (Mukanzi & Senaji, 2017).…”

“…Role in work and family is one of the most important choices and decisions in human life (Mukanzi & Senaji, 2017). In eastern countries like Indonesia, the family is the most important community in one's life (Hofstede, 2002).…”