Work-family effects of LMX: the moderating role of work-home segmentation preferences

被引：43
作者：
Liao, Yi [1 ]
Yang, Ziwei [2 ]
Wang, Minmin [3 ]
Kwan, Ho Kwong [3 ]
机构：
[1] Southwestern Univ Finance & Econ, Sch Business Adm, Chengdu 611130, Peoples R China
[2] Henan Univ Econ & Law, Sch Business Adm, Zhengzhou 450001, Peoples R China
[3] Shanghai Univ Finance & Econ, Sch Int Business Adm, 777 Guoding Rd, Shanghai 200433, Peoples R China
来源：
LEADERSHIP QUARTERLY | 2016年 / 27卷 / 04期
基金：
中国国家自然科学基金;
关键词：
Leader-member exchange (LMX); Work-family enrichment; Family performance; Work-home segmentation preference; LEADER-MEMBER EXCHANGE; JOB-SATISFACTION; MODEL; PERSPECTIVE; ENRICHMENT; INTERFACE; CONFLICT; IMPACT; CONSEQUENCES; FACILITATION;
D O I：
10.1016/j.leaqua.2016.03.003
中图分类号：
B849 [应用心理学];
学科分类号：
040203 ;
摘要：
As leaders differentiate between their subordinates at work, subordinates vary in how much they can acquire from their leaders. Subordinates who have a high-quality relationship with their leaders have access to a valued resource channel. This channel benefits not only their work, but also their family. We investigated how the quality of leader-member exchange (LMX) relationships influences subordinates' family performance by focusing on the mediating role of work-to-family enrichment (WFE) and the moderating role of work-home segmentation preferences. A three-wave, multi-source survey was conducted using a sample of 198 dyads of frontline employees and their spouses in southwest China. The results of hierarchical multiple regression and bootstrapping analyses indicated that WFE mediated the positive relationship between LMX and family performance. The work-home segmentation preference weakened the LMX-WFE relationship and strengthened the WFE-family performance relationship. The theoretical and managerial implications of these findings are discussed. (C) 2016 Elsevier Inc. All rights reserved.
引用
收藏
页码：671 / 683
页数：13
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