Work-Family Conflict, Happiness and Organizational Citizenship Behavior Among Professional Women: A Moderated Mediation Model

Abstract

This study investigates the association between work-family conflict and organizational citizenship behavior and examines the mediated role of subjective happiness between and the moderated part of family support. A moderated mediation model is established based on the Conservation of Resources theory. We collected data from 386 employees of nine companies in China. This study shows that the work-family conflict of female professional employees is negatively correlated with organizational citizenship behavior, and that the relationship is mediated by subjective well-being. Furthermore, female professional employees’ family support moderates the effects of work-family conflict on subjective happiness and organizational citizenship behavior, with the relationship weaker when family support is higher. This study enriches the literature on work-family conflict by using family support as a mediating mechanism for work-family conflict. It enhanced our understanding of the influencing mechanisms of organizational citizenship behavior by constructing a more detailed model.

Exploring work-life balance among professional women in mainland China: A qualitative study

“…The longer the working hours, the less care they can take for their families (Zhao and Zhang, 2019 ). The conflict between work and family in China is also a fierce collision of values (Pan et al, 2022 ). China advocated a collectivism culture in which hard work, self-sacrifice, and contribution to society were regarded as the highest embodiment of individual value (Lin et al, 2021 ).…”

How does compulsory citizenship behavior disturb police employees' psychological health? The roles of work–family conflict and putting family first

“…The same can be supported by the COR theory, which suggests that CCB demands workers to expend their emotions, energy and other resources (Pan et al, 2022). When CCB is time-and energy-intensive, it exhausts the personal resources of public servants (Potipiroon and Faerman, 2020).…”

Promoting Women’s Well-Being: A Systematic Review of Protective Factors for Work–Family Conflict

“…Therefore, work-related aspects are in the foreground of interest [23]. Different work-related outcomes such as job satisfaction, organizational commitment, intention to quit, burnout, absenteeism, work-related strain, and organizational citizenship behaviour have been found to be closely linked to work-family conflict [24,25]. The findings from cross-sectional studies have consistently shown that individuals who experience high levels of work-family conflict are more likely to report lower levels of job satisfaction and organisational commitment [26][27][28][29][30].…”