Relationships of supervisor support and conflicts in the work–family interface with the selected job outcomes of frontline employees

Abstract

A research model investigating the relationship of supervisor support and work–family conflict with the selected job outcomes was developed and tested using a sample of frontline employees in Northern Cyprus hotels. The results of the path analysis suggest that supervisor support alleviates frontline employees’ conflicts in the work–family interface and increases their job satisfaction. Results demonstrate that family–work conflict influences job performance deleteriously. In contrast, the hypothesis that work–family conflict has a significant negative influence on job performance is not supported by the empirical data. The results of this study indicate that work–family conflict is a significant predictor of job satisfaction, while family–work conflict is not. In addition, the hypotheses that job performance exerts a significant positive effect on job satisfaction and job performance and job satisfaction depict significant positive associations with affective organizational commitment are supported by the empirical data. Although not hypothesized, results reveal that family–work conflict has a negative impact on job satisfaction indirectly by way of job performance, while family–work conflict has a detrimental effect on affective organizational commitment indirectly via job performance and job satisfaction. The results of the path analysis indicate that work–family conflict and job satisfaction are significant determinants of turnover intentions. This study, however, found no evidence of significant relationships of family–work conflict and affective organizational commitment with turnover intentions.