Contextual resource or demand? The effects of organizational engagement climate on employees' work-to-family conflict

被引：4
|
作者：
Jiang, Yifan [1 ]
Wang, Qiong [1 ,2 ]
Weng, Qingxiong [1 ]
机构：
[1] Univ Sci & Technol China, Sch Management, 96 Jinzhai Rd, Hefei, Anhui, Peoples R China
[2] Zhejiang Gongshang Univ, Sch Business Adm, 18 Xuezheng Rd, Hangzhou, Zhejiang, Peoples R China
来源：
CURRENT PSYCHOLOGY | 2022年 / 41卷 / 04期
基金：
中国国家自然科学基金;
关键词：
Organizational Engagement Climate; Work-to-Family Conflict; Work Engagement; Supervisory Support; the Work-Home Resources Model; MANAGEMENT-PRACTICES; SUPERVISOR SUPPORT; JOB DEMANDS; ANTECEDENTS; ENRICHMENT; LEADERSHIP; TURNOVER; BEHAVIOR; LEVEL; HOME;
D O I：
10.1007/s12144-020-00689-1
中图分类号：
B84 [心理学];
学科分类号：
04 ; 0402 ;
摘要：
Drawing from the work-home resources model and the social support literature, the present study investigated how organizational engagement climate influences employees' work-to-family conflict by examining resource generation and resource depletion mechanisms. Using a sample comprised of 2415 employees from 280 Chinese organizations, we found that organizational engagement climate was negatively related to employees' work-to-family conflict via work engagement, and simultaneously, positively related to employees' work-to-family conflict via work time. Additionally, our findings suggested that high level of supervisory support strengthened the organizational engagement climate-work engagement relationship. We discussed the theoretical and practical implications, as well as the limitations and suggestions for future research.
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页码：1868 / 1880
页数：13
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