Abstract
With the development of positive psychology, work engagement has received widespread attention from researchers in the fields of positive organizational behavior and occupational health. Some studies have shown that work-family conflict has an important influence on individual behaviors and attitudes, but little research has studied the influence of work-family conflict on work engagement. The present study examined whether the relationship between work-family conflict and work engagement was mediated by job satisfaction, and whether the mediating role was moderated by affective commitment. We surveyed 358 Chinese primary and secondary school principals using the Work-Family Conflict Scale, Job Satisfaction Scale, Affective Commitment Scale, and Work Engagement Scale. The results revealed that there is a significant negative correlation between work-family conflict and primary and secondary school principals’ work engagement, and this relationship was partially mediated by job satisfaction. Moreover, affective commitment played a moderating role in the relationship between job satisfaction and work engagement. Specifically, the relationship between job satisfaction and work engagement was significant for primary and secondary school principals with high and low affective commitment. The current study contributes to a better understanding of the relationship between work-family conflict and work engagement.
Highlights
Over the past decade, work engagement has received widespread attention in some areas
The main purpose of the study is to investigate the relationship between work-family conflict and primary and secondary school principals’ work engagement, as well as the role of job satisfaction and affective commitment in the relationship between work-family conflict and work engagement, which is of great significance to improve their work efficiency, work level, and strengthen their cultivation and management
The results showed that job satisfaction was positively associated with work engagement (β = 0.50, p < 0.001), and the product of job satisfaction and affective commitment had a significant role on work engagement [β = −0.30, 95% CI = (0.51, −0.08)]
Summary
Work engagement has received widespread attention in some areas (such as positive organizational behavior and occupational health; Guo et al, 2017). Work engagement is defined as a positive, fulfilling, and work-related state of mind (Schaufeli et al, 2002). There are three characteristics of work engagement: vigor, dedication, and absorption. Vigor is shown by high levels of energy and willingness to invest effort in work, while dedication involves enthusiasm, pride, inspiration, and a sense of the significance of one’s work (Taghipour and Dezfuli, 2013). Absorption refers to concentrating completely and being happily engrossed in one’s work (Høigaard et al, 2012). Work engagement is an important indicator for measuring
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
