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.

引用

页码：1868 / 1880

页数：13

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