A Job Demand-Resource Model of Satisfaction With Work-Family Balance Among Academic Faculty

Mediating Roles of Psychological Capital, Work-to-Family Conflict, and Enrichment

Bibliographic Data

ID3604460
AuthorsFarhan Sarwar (0000-0001-8922-5123, University of Okara, corresponding author), Siti Aisyah Panatik (0000-0002-6500-1608, University of Technology Malaysia), Mohammad Saipol Mohd Sukor (University of Technology Malaysia), Noraini Rusbadrol (University of Technology Malaysia)
Year2021
Volume11
Issue2
Publication date2021-04-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueSAGE Open (JOURNAL)
Journal identifiersISSN: 2158-2440 • E-ISSN: 2158-2440
PublisherSAGE Publications Inc (PUBLISHER)
DOI10.1177/21582440211006142
OpenAlexW3154258612
LanguageEN
Citations received22
References cited106

Using data from 450 public sector faculty members, a job demand-resource model of antecedents of satisfaction with work-family balance (balance satisfaction) was tested using PLS SEM. To understand the factors and processes that shape up balance satisfaction, the mediating variables in the model were psychological capital, work-to-family conflict, and work-to-family enrichment. Hypothesized partial mediation model was a better fit when we added cross-over paths between job demands and work-to-family enrichment and between job resources and work-to-family conflict. Job demands had both direct effect as well as an indirect effect on balance satisfaction via work-to-family conflict and work-to-family enrichment but not via psychological capital as a single mediator or one of the two serial mediators. Job resources had a direct effect and an indirect effect on balance satisfaction via work-to-family enrichment and work-to-family conflict and psychological capital. However, cross-over indirect effect was lower than differential salient hypothesized relationships. Importance performance analysis revealed work-to-family enrichment, job demands, psychological capital, and job resources as the most important predictors of balance satisfaction, work-to-family conflict, work-to-family enrichment, and psychological capital, respectively. The study found the importance of psychological capital as a developable personality resource along with contextual factors in shaping work-family outcomes. Several implications for theory and practice are also discussed

Job satisfaction · Mediation · Political science · Structural equation modeling · Work–family conflict · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Work-Family Balance Challenges · Workaholism, burnout, and well-being

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Open DOIOpen Access