Abstract
The purpose of this study is to examine the role of work-family psychological contract fulfillment as a mechanism through which work-family factors affect employees’ organizational commitment. The data for this study were collected from media organization employees in Malaysia using self-administered questionnaires. The results indicate that work-family psychological contract fulfillment correlates significantly with work-family conflict, work-family facilitation and organizational commitment. Work-family psychological contract fulfillment has a mediating effect on the relationships between the work-family factors (work-family facilitation and work-family conflict) and organizational commitment. The results underscore the important role of work-family psychological contract fulfillment in improving organizational commitment. The findings point to the importance of organizations investing in work-family benefits since this investment has the potential of improving organizational commitment of employees. Organizations should plan for interventions that could reduce work-family conflict and enhance work-family facilitation. In future, there is a need for researchers to give more attention to work-family benefits in psychological contract research.
Highlights
1.1 IntroductionWith the increase in women joining the workforce leading to more couples having to cope with both work and family roles, organizations formulate work-family policies to help employees integrate work and family roles (Richmana, Civiana, Shannona, Hillb, & Brennan, 2008; Yanadoria & Katob, 2009; Mätzke, 2010)
The results indicate that work-family psychological contract fulfillment correlates significantly with work-family conflict, work-family facilitation and organizational commitment
Based on the above argument and the existing gap in research on psychological contracts dealing with work-family issues, we focused on work-family psychological contract (WFPC) to understand employees’ expectations of employers’ support in managing the interface of work and family roles
Summary
1.1 IntroductionWith the increase in women joining the workforce leading to more couples having to cope with both work and family roles, organizations formulate work-family policies to help employees integrate work and family roles (Richmana, Civiana, Shannona, Hillb, & Brennan, 2008; Yanadoria & Katob, 2009; Mätzke, 2010). Work-family policy is a formal program that provides support such as dependent care, family health benefits, and flexible work schedules and arrangements that help employees integrate work and family responsibilities more successfully (Haar & Spell, 2004; Rothbard, Phillips, & Dumas, 2005). Organizations in Malaysia are still in the early stages of work-family policy development (Aminah & Zoharah, 2008), and the provision of work-family policy is still very new and not very common (Subramaniam & Silvaratnam, 2010). A study conducted on Malaysian employees has shown that informal workplace family support plays an important role to reduce negative work-related outcomes (Aminah & Zoharah, 2013). The absence of a strong regard for legal contracts or formal contracts concerning work-family benefits suggests that employee/employer relationships on these issues may depend on unwritten agreements instead of formal policies
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
