Work-to-Life Spillover and Organizational Commitment
The Moderating Role of Flextime and Sectoral Differences Between Public and Non-Public Organizations
Bibliographic Data
| ID | 21422636 |
|---|---|
| Authors | Taehee Kim (0000-0002-1021-8252, Seoul National University of Science and Technology, South Korea), Minji Oh (0000-0002-6987-4756, Korean Institute of Criminology and Justice, corresponding author) |
| Year | 2025 |
| Volume | 54 |
| Issue | 4 |
| Pages | 521-556 |
| Publication date | 2025-12-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Public Personnel Management (JOURNAL) |
| Journal identifiers | ISSN: 0091-0260 • E-ISSN: 1945-7421 |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/00910260251319817 |
| OpenAlex | W4408143947 |
| Language | EN |
| References cited | 111 |
The importance of retaining and motivating employees from a human resources management perspective has intensified the focus on organizational commitment and work-life balance. Despite extensive research on factors influencing organizational commitment, empirical evidence remains inconclusive, particularly regarding perceived work-life spillover and flexibility. In the Asian context, female workers often bear a greater share of caregiving responsibilities, yet studies specifically targeting female workers remain limited. This study addresses these gaps by examining the impact of work-to-life spillover on organizational commitment and the moderating effect of workplace flexibility (flextime) among Korean women managers. In addition, sectoral differences were analyzed using data from the 2016 and 2018 Korean Women Manager Panel (KWMP) compiled by the Korean Women’s Development Institute (KWDI). The findings revealed that both negative and positive spillover significantly influence organizational commitment. Moreover, the actual use of flextime was found to mitigate the negative effects of spillover on organizational commitment. From a human resource management (HRM) perspective, these results underscore the importance of not only providing workplace flexibility systems but also ensuring their effective use. In addition, the findings emphasize the need for institutional support tailored to sector-specific contexts to address work-life spillover challenges effectively
Business · Demographic economics · Economics · Microeconomics · Organizational commitment · Political science · Public relations · Spillover effect · Work (physics) · Employment and Welfare Studies · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Work-Family Balance Challenges
Employee-organization linkages
The New Institutionalism in Organizational Analysis
Organizational Commitment
Institutional Pressures and Strategic Responsiveness
Beyond the three-component model of organizational commitment.
If You Can Use Them
Organizational Socialization Tactics
Perceived supervisor support
Contradictions, Dialectics, and Paradoxes in Organizations
Signaling Theory
A three-component conceptualization of organizational commitment
Common method biases in behavioral research
Affective, Continuance, and Normative Commitment to the Organization
Self-Reports in Organizational Research
The Effects of Fairness on Female Managers’ Perception of Career Prospects and Job Satisfaction
Work-life Balance and Organizational Commitment
When You Just Cannot Get Away
It's about Time
Telecommuting, control, and boundary management
The Conservation of Resources Model Applied to Work–Family Conflict and Strain
Work and nonwork
Conservation of Resources in the Organizational Context
Processes Linking Work and Family
Gender Role Self-Concept, Categorical Gender, and Transactional-Transformational Leadership
Organizations and supervisors as sources of support and targets of commitment
Relationships of gender, family responsibility and flexible work hours to organizational commitment and job satisfaction
Supervision of Telework
The Impact of Teleworking on Work Motivation in a U.S. Federal Government Agency
Who Values Diversity? Comparing the Effect of Manager Gender Across the Public, Private, and Nonprofit Sectors
Understanding Affective Organizational Commitment
The Impact of Decoupling of Telework on Job Satisfaction in U.S. Federal Agencies
Toward Understanding Work Motivation
Does flexible work arrangements decrease or increase turnover intention? A comparison between the social exchange theory and border theory
A Comparison of the Values and Commitment of Private Sector, Public Sector, and Parapublic Sector Employees
Let’s Talk About Fixed Effects
Cultural Schemas, Social Class, and the Flexibility Stigma
The Value of Flexible Work
Organizational commitment among Dutch public sector employees
Balancing Work and Family Responsibilities
Perceptions of politics and perceived performance in public and private organisations
Thanks, but No Thanks
Dirty Pool
The measurement of organizational commitment
Flextime
Blurring Boundaries? Linking Technology Use, Spillover, Individual Distress, and Family Satisfaction
Spillover Between Marital Quality and Job Satisfaction
Family, Work, Work-Family Spillover, and Problem Drinking During Midlife
Justice in Social Exchange
Looking at spillover from both sides
Defining and conceptualizing workplace flexibility
| Citation velocity | historical |
|---|---|
| Highly cited | No |