Abstract
Problem statement: Few studies have tested the mediating effect of work-family conflict on the relationship between workplace culture and job stress. Approach: This study tested a mediation model consisting of job stress as the dependent variable, perceived family-supportive work culture as the independent variable and work-family conflict as the mediator. Data were gathered from 693 employees from private service organizations in the Klang Valley, Malaysia, using self-administered questionnaires. The data were analyzed using correlation and multiple regression analyses. Results: Results of correlation analysis revealed that perceived family-supportive work culture was related to work-family conflict and job stress and work-family conflict was related to job stress. Results of a series of multiple regression analyses indicated that work-family conflict partially mediates the relationship between perceived family-supportive work culture and job stress. Conclusion/Recommendations: Employees who perceive that their organizations are family-supportive seem to experience less stress at the workplace and less work-family conflict. Employers should take into consideration employees' perceptions of how supportive the organization is of their family needs as a factor that could reduce the experience of work-family conflict and job stress. Employers should also look into the possibility of developing programmes to assist employees in managing work-family roles.
Highlights
Workplace culture is critical for balancing work and family life and for the past decade familysupportive work culture has been given more attention by researchers. Thompson et al (1999) introduced the concept of work-family culture which refers to the shared assumptions, beliefs and values regarding the extent to which an organization supports and values the work-family integration of employees
The purpose of this study is to examine the role of family-supportive work culture in reducing job stress and the mediating role of work-family conflict
Work-family conflict was significantly related to job stress (r = 0.63, p
Summary
Workplace culture is critical for balancing work and family life and for the past decade familysupportive work culture has been given more attention by researchers. Thompson et al (1999) introduced the concept of work-family culture which refers to the shared assumptions, beliefs and values regarding the extent to which an organization supports and values the work-family integration of employees. Thompson et al (1999) introduced the concept of work-family culture which refers to the shared assumptions, beliefs and values regarding the extent to which an organization supports and values the work-family integration of employees This concept includes three dimensions namely, managerial support for work-family balance, career consequences associated with utilizing work-family benefits and organizational time expectations that may interfere with family responsibilities. To examine organizational support for work-family integration, Allen (2001) investigated the role of perceptions of both familysupportive supervisors and family-supportive organizations, which is referred to as family-supportive organization perceptions Besides these researchers, Jahn et al (2003) have provided a conceptual definition of perceived organizational family support which measures employees’ perceptions of how supportive the organization is of their work-life needs. Organizational support has been associated with negative outcomes including job stress and work-family conflict (Zeytinoglu et al, 2007; Dikkers et al, 2007)
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