Abstract
Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility.
Highlights
Work-family conflict has become an increasingly important topic in organizational behavior and human resource management research
After deleting the small loading item, the Exploratory Factor Analysis (EFA) results demonstrated a three-dimensional structure for work-family conflict ((i) time-based work-family conflict, 4 items; (ii) strain-based work-family conflict, 4 items; (iii) behavior-based work-family conflict, 2 items)
This study investigated the direct effect of work-family conflict on professional commitment and the indirect effect of work-family conflict on professional commitment via perceived organizational support
Summary
Work-family conflict has become an increasingly important topic in organizational behavior and human resource management research. This is because the work-family conflict has been verified to be correlated with the employee’s work life, family life, public health and well-being [1]. It plays a negative role in organizational performance, commitment [2] and strategy [3]. Management and psychology scholars have paid significant attention to work-family conflict for a long time, and previous research has verified the concept and influencing factors of work-family conflict based on the role theory perspective [4]. Powell and Greenhaus [6,7] found that individual characteristics (e.g., gender role) lead to the interaction of the
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