Organization-based self-esteem and work-life outcomes

Abstract

PurposeThis study examines the relationship of organization-based self-esteem (OBSE) to work-life conflict and enrichment. It considers whether work engagement mediates this relationship and whether organizational support moderates the relationship.Design/methodology/approachData were collected from surveys completed by 271 academic life scientists and an MTurk sample of 197 full-time employees.FindingsOverall, OBSE is significantly associated with work-life conflict and work-life enrichment, although the relationships between OBSE and life-work conflict and life-work enrichment were not significant for the academic scientist sample. Work engagement mediated the relationship between OBSE and work-life conflict and enrichment to varying extents. Organizational support moderated the relationship between OBSE and life-work conflict.Research limitations/implicationsThe research extends the literature on work-life and life-work conflict and enrichment through demonstrating how personal resources at work, specifically OBSE and work engagement, impact the work-life interactions. It also extends the JD-R theory to show how personal resources may operate sequentially and whether organizational resources may interact with personal resources. Limitations include the lack of longitudinal data and the specific characteristics of the sample.Practical implicationsThe results suggest that organizations should institute human resources practices that increase an individual’s OBSE because it is negatively associated with work-life conflict and positively associated with work-life enrichment.Originality/valueOur research expands the limited study of how personal resources affect work-life conflict and enrichment. In particular, we look at previously unstudied but still important relationships of OBSE with work-life conflict and enrichment and whether work engagement mediates and organizational support moderates this relationship.