Abstract
It is well established that negative work-home interference (NegWHI) impacts upon several work attitudes and behaviors. In the interests of both organizational effectiveness and employee well-being, it is important to identify concepts related to NegWHI and investigate their effects on well-being outcomes. This study examines the mediating role of (1) perceived organizational support (POS) in the relationship between organizational justice (OJ) and NegWHI; and (2) NegWHI in the relationships between POS and four well-being outcomes. A total of 509 employees of a Belgian hospital were surveyed. Data were analyzed using structural equation modeling and the bootstrapping method. Results showed that POS partially mediates the relationships between distributive and passive procedural justice and NegWHI, and fully mediates the relationship between the other justice dimensions and NegWHI. NegWHI partially mediates the relationships between POS and both job satisfaction and intention to quit, and fully mediates the relationship between POS and job strain. Furthermore, POS is positively related to job engagement. This study showed that organizations can help employees to better manage their work and family lives and reduce the impact of NegWHI by enhancing employees’ feeling that they are supported by their organization. In order to increase POS, organizations need to promote justice in the workplace.
Highlights
Parent households means that balancing When people do not manage to balance the Corresponding author: A
Among the many factors that may facilitate the balance between work and family responsibilities, a few studies have focused on organizational justice (OJ) (Heponiemi, Elovainio, Pekkarinen, Sinervo, & Kouvonen, 2008; Judge & Colquitt, 2004; Lambert, Hogan, & Cheeseman, 2013)
Considering that the work-to-family direction is more likely to be influenced by an organization’s practices and policies (Friedman & Greenhaus, 2000), in this study, we only focus on negative workhome interference (NegWHI)
Summary
Parent households means that balancing When people do not manage to balance the Corresponding author: A. Among theories applying social exchange mechanisms to the employeeorganization relationship, the Organizational Support Theory (Eisenberger, Huntington, Hutchison, & Sowa, 1986) considers employees’ favorable reactions to their positive valuations by the organization. According to this theory, perceived organizational support (POS), defined as workers’ perceptions that the organization values their contributions and cares about their wellbeing (Eisenberger et al, 1986), influences employees’ psychological well-being, the favorableness of their orientation toward the organization and their work, and behavioral outcomes helpful to the organization. POS creates a sense of obligation towards the organization, generates an expectation of reward for increased effort, meets employees’ socio-emotional needs, and produces an expectation that help will be available when needed (Eisenberger & Stinglhamber, 2011)
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