Work–family conflict, family well-being and organizational citizenship behavior

A moderated mediation model

Datos Bibliográficos

ID21620109
AutoresQuan Lin (0009-0001-3510-1528, Shantou University), Wanchao Guan (Shantou University), Nana Zhang (0009-0007-3480-0953, Shantou University)
Año2022
Volumen33
Número1
Páginas47-65
Fecha de publicación2022-01-11
Peer ReviewedSí
Open AccessSí
TipoARTICLE
RevistaInternational Journal of Conflict Management (JOURNAL)
Identificadores de la revistaISSN: 1044-4068 • E-ISSN: 1758-8545
EditorialEmerald (PUBLISHER)
DOI10.1108/ijcma-04-2021-0064
OpenAlexW3210795327
IdiomaEN
Citas recibidas8
Referencias citadas63

Purpose This study aims to examine the consequences of work–family conflict and explore the mechanism by which it influences organizational citizenship behavior from the perspective of changes in and preservation of family well-being (emotional resources). Design/methodology/approach Work–family conflict has always been an important research topic in the field of organizational behavior; scholars have studied the relationship between it and organizational citizenship behavior from different perspectives. To better understand the mechanism of work–family conflict on organizational citizenship behavior, we use a longitudinal design and analyze the multi-stage matching data of 209 employees and their superiors from six cities in southern China. The authors construct a theoretical model based on the conservation of resources theory to explore the mechanism by which work–family conflict influences organizational citizenship behavior when taking employees’ family well-being as a mediator and work–family segmentation preference as the boundary condition. Findings Work–family conflict has a significant negative effect on family well-being and this effect is moderated by work–home segmentation preferences. Work–family conflict also has a significant indirect effect on organizational citizenship behavior through family well-being and this indirect effect is enhanced by an increase in the level of preference for work–home segmentation. Originality/value This study enriches our knowledge of the moderating variables in the study of work–family relationships from the perspective of individual personality traits. It also provides a new perspective for the study of such relationships in the context of Chinese family culture

Mediation · Organizational citizenship behavior · Organizational commitment · Originality · Role conflict · Sociology · Work–family conflict · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Work-Family Balance Challenges