Abstract
Many studies have examined the negative effects of work-family conflict on society, organizations, and individuals. Nonetheless, alleviating employee work-family conflict is a topic worthy of further investigation. Few studies examine the antecedent variables of work-family conflict from personal skill and Guanxi perspectives. Studies that test the moderating role of family-friendly practices at the organization level are also rare. Accordingly, we collected data from 404 employees of 51 organizations. The research data are time-lagged and multileveled. The results of hierarchical linear model (HLM) show: (1) Employee political skill negatively affects employee perceived work-family conflict; (2) Employee political skill positively affects supervisor-subordinate Guanxi; (3) Supervisor-subordinate Guanxi partially mediates the relationship between employee political skill and employee work-family conflict (that is, employees can use their political skill to build high-quality supervisor-subordinate Guanxi, further reducing their perceived work-family conflict); (4) Organization family-friendly practices negatively moderate the relationship between supervisor-subordinate Guanxi and work-family conflict (that is, in organizations with high level family-friendly practices, the negative relationship between supervisor-subordinate Guanxi and work-family conflict becomes weak); Furthermore, by coding with Mplus software (Muthen & Muthen, Los Angeles, CA, USA), we also find: (5) Organization family-friendly practices moderate the indirect effect of employee political skill on employee work-family conflict. The results have both theoretical and empirical implications. Further research directions are addressed at the end.
Highlights
Work and family are the two very important aspects of individuals’ social life
We explored the negative effect of Supervisor-Subordinate Guanxi (SSGX) on Work-Family Conflict (WFC) in H3, it is unclear under what kind of circumstances its effects may be more or less pronounced
The collected data at the individual level was subjected to confirmatory factor analysis (CFA) using AMOS21.0 (IBM, Armonk, NY, USA), and the model validity method was used to test the discriminate validity of the selected variables, as Table 3 shows
Summary
Work and family are the two very important aspects of individuals’ social life. Employees often harm the interests of their families when striving for career development, causing conflict between work and family. Conflict and Family-to-Work Conflict), previous research shows that individuals’ perceived. Work-to-Family Conflict is three times greater than Family-to-Work Conflict [1]. Scholars pay more attention to Work-Family Conflict (WFC). Many studies have examined the negative effects of WFC on society, organizations, and individuals. WFC significantly reduces women’s fertility intentions [2], has a significant negative impact on employees’ job performance [3], causes workers’ job burnout [4], increases employees’ turnover intentions [5], and negatively impacts firm performance [6]
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