Beruflich Dokumente
Kultur Dokumente
Access to this document was granted through an Emerald subscription provided by emerald-srm:434496 []
For Authors
If you would like to write for this, or any other Emerald publication, then please use our Emerald for
Authors service information about how to choose which publication to write for and submission guidelines
are available for all. Please visit www.emeraldinsight.com/authors for more information.
About Emerald www.emeraldinsight.com
Emerald is a global publisher linking research and practice to the benefit of society. The company
manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as
providing an extensive range of online products and additional customer resources and services.
Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee
on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive
preservation.
Work-family
Work-family conflict and job conflict
satisfaction in stressful working
environments
233
The moderating roles of perceived supervisor
support and internal locus of control
Yu Ru Hsu
Department of Business Administration, Chang Jung Christian University,
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
Tainan, Taiwan
Abstract
Purpose This study aims to examine the moderating effects of perceived supervisor support (work
environment variable) and internal locus of control (personality variable) on the relationship of
work-family conflict with job satisfaction.
Design/methodology/approach Questionnaire surveys were administered. Data were collected
from correctional officers in Taiwan. Hierarchical regression analysis was used to test the hypotheses.
Findings Results show that work-family conflict has a negative effect on job satisfaction. Perceived
supervisor support and internal locus of control not only have direct effects on job satisfaction but also
significantly moderate the relationship between work-family conflict and job satisfaction.
Practical implications This study suggests that a supportive leadership style, and a mentoring
and training program, among others, may help reduce work-family conflict and increase the job
satisfaction of Taiwanese correctional officers.
Originality/value This study contributes to the extant work-family conflict and correctional
literature. The moderating effects of perceived supervisor support and internal locus of control are
explored to further elaborate on the relationship between work-family conflict and job satisfaction.
Keywords Family life, Job satisfaction, Conflict
Paper type Research paper
Introduction
The role of correctional officers is generally recognized as tough, demanding, and highly
stressful (Auerback et al., 2003; Lambert et al., 2002). Correctional organizations rely
heavily on their officers to perform the central task of supervising and securing
unwilling and potentially violent populations (Armstrong and Griffin, 2004, p. 577).
Since correctional facilities (e.g. prisons, detention centers, and drug abuse treatment
centers) constantly operate on rotating shifts, officers are required to work on different
schedules, even on weekends and holidays. Understaffing results in mandated overtime
for on duty correctional officers. Periodic transfers to other correctional institutions are
likewise common among correctional officers who hold managerial posts. If no
managerial vacancies are available in their places of residence, these officers cannot
leave their current assignments until a vacancy opens up. These working conditions International Journal of Manpower
Vol. 32 No. 2, 2011
pp. 233-248
q Emerald Group Publishing Limited
The author would like to thank the editor and the anonymous reviewers for their comments and 0143-7720
suggestions, which greatly improved this article. DOI 10.1108/01437721111130224
IJM could interfere with the family lives of correctional officers and cause work-family
conflict. Thus, this study focuses on Taiwanese correctional officers as samples for an
32,2 in-depth study of work-to-family conflict, here referred to as the demands of an
individuals work role spilling over into his or her family role (Kossek and Ozeki, 1998).
The relationship between work-family conflict and job satisfaction has been
explored extensively in existing work-family conflict literature. Most studies have
234 found a negative relationship between these two variables (Anderson et al., 2002; Boles
and Babin, 1996; Frye and Breaugh, 2004). However, except for the study by Lambert
et al. (2002), there is very little evidence on the relationship between work-family
conflict and job satisfaction in the extant correctional research. Therefore, the first
objective of this study is to determine if work-family conflicts experienced by
Taiwanese correctional officers result in a negative perception of their job satisfaction,
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
noting that the former variable is known to significantly affect the job satisfaction of
correctional officers (Lambert et al., 2002).
Past studies have also shown that perceived supervisor support helps individuals
decrease work-family conflict (Anderson et al., 2002; Frye and Breaugh, 2004). Noor
(2006) examined locus of control, supportive workplace policies, potential moderators,
and work-family conflict among 142 Malaysian employees. Regression analysis results
showed that locus of control directly impacts work-family conflict. Prior research clearly
indicates that perceived supervisor support (work environment variable) and internal
locus of control (personality variable) are significant antecedents of work-family conflict.
However, the present study specifically considers these two variables as potential
moderators. In facing a situation where the correctional work is likely to spill over the
family responsibility, this study expects that Taiwanese correctional officers who have
higher supervisory support and, in the meantime, possess a higher internal locus of
control may help them moderate the influence of work-family conflict on their job
satisfaction. This constitutes the second objective of this study.
Literature review
Work-family conflict
Greenhaus and Beutell (1985, p. 77) defined work-family conflict as a form of inter-role
conflict in which the role pressures from work and family domains are mutually
incompatible in some respect. That is, participation in the work (family) role is made more
difficult by virtue of participation in the family (work) role. Responsibilities at work and
in the family are obviously important to most individuals; however, when taken together,
these responsibilities often result in conflicting demands (Boles et al., 1997).
The definition implies that work-family conflict is bi-directional. Conflict may arise
from either domain: work-to-family conflict (WFC) or family-to-work conflict (FWC)
(Stoeva et al., 2002). WFC occurs when employees bring problems and stress from work
to their homes that negatively influence the quality of family life. FWC occurs when
family responsibilities interfere with an individuals work-related duties. Although
these two distinct conflicts are inter-correlated (Carlson et al., 2000; ODriscoll et al.,
2004; Netemeyer et al., 1996), prior studies have consistently demonstrated that
working adults with families typically report more work-to-family conflicts than
family-to-work conflicts (Kinnunen et al., 2003; Kossek and Ozeki, 1998; Lambert et al.,
2002). Due to the nature of correctional work, this study follows past research by
primarily focusing on the work-to-family conflict of Taiwanese correctional officers.
Effect of work-family conflict on job satisfaction Work-family
Job satisfaction, as an outcome variable of work-family conflict, is defined here as a
pleasurable or positive emotional state resulting from the appraisal of ones job
conflict
(Locke, 1976, p. 1300). Studies have reported that individuals who claim work-family
conflict are generally unsatisfied with their jobs.
Numerous studies support the negative relationship between work-family conflict
and job satisfaction (Anderson et al., 2002; Boles and Babin, 1996; Frye and Breaugh, 235
2004; Kossek and Ozeki, 1998). Netemeyer et al. (1996) reported that work-family
conflict relates to work-related outcomes such as organizational commitment, job
satisfaction, and turnover intention. Pasewark and Viator (2006) reported that
accounting professionals feel dissatisfied with their work when work activities
interfere with family matters. However, some studies do not report the same findings
(Aryee et al., 1999; Lyness and Thompson, 1997).
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
To date only Lambert et al. (2002) has studied the effect of work-family conflict on
job satisfaction among correctional officers. Through a survey of Midwestern prison
employees, after controlling for role conflict, role ambiguity, danger, and personal
characteristics, they found that time-based work-to-family conflict negatively affects
job satisfaction. Owing to the nature of correctional work (e.g. shifts, rotation on
weekends/holidays, and job transfers), this study predicts that Taiwanese correctional
officers may experience work-family conflict, which in turn could negatively affect
their job satisfaction.
Thus, the following hypothesis is proposed:
H1. Work-family conflict has a negative effect on job satisfaction. Specifically,
Taiwanese correctional officers who perceive a higher level of work-family
conflict will experience less job satisfaction.
study assumes that supervisory support moderates the effect of work-family conflict
on job satisfaction. Hence, the following hypotheses are developed:
H2. Perceived supervisor support has a positive effect on job satisfaction.
Taiwanese correctional officers who perceive a higher level of supervisory
support will have higher job satisfaction.
H3. Perceived supervisor support moderates the effect of work-family conflict on
the job satisfaction of Taiwanese correctional officers. This relationship is
stronger for officers with lower perceived supervisor support compared to
officers with higher perceived supervisor support.
Methods
Sample and procedure
Data used in this study were obtained from correctional officers in Taiwan. Taiwans
correctional system involves a diverse range of institutions, including prisons,
Figure 1.
A proposed model
IJM detention centers, drug abuse treatment centers, training institutes, juvenile reform
schools, and juvenile correction schools. Questionnaires were mailed to five prisons,
32,2 seven detention centers, two drug abuse treatment centers, and one training institute.
The chief guards in these institutions were requested to distribute the questionnaires to
officers with families/children. To ensure confidentiality, an addressed, postage-paid
return envelope was provided with each questionnaire to enable respondents to
238 directly return the questionnaires. Of the 835 questionnaires distributed, 794 completed
questionnaires were returned. After discarding invalid questionnaires, 518 usable
questionnaires were retained, yielding a response rate of 62 percent.
The demographic characteristics of there respondents can be broken down as
follows: 19 percent officers are women while 81 percent are men; 64 percent are married
while 36 percent are divorced or widowed; 16 percent are below 30, 41 percent are
31-40, and 45 percent are above 41 years old; and 42 percent work during the day shift,
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
Measures
The measures consisted of items with response options ranging from 1 (strongly
disagree) to 5 (strongly agree). A higher score indicates greater variable strength.
All of the measures were adopted from studies outside the correctional field; thus, all
questionnaire items were reworded to fit the Taiwanese correctional context. A vice
correctional superintendent, a chief guard, and an academic scholar specialized in
organizational behavior have been invited to examine the suitability of the measure
items. Since the data from the present study were collected from Taiwan, all measures
were translated from English into Chinese, and then back-translated into English to
ensure equivalency of meaning (Brislin, 1980).
Work-family conflict. Five items adapted from the work of Netemeyer et al. (1996) were
used to measure employee perception of the degree to which work interferes with family
life. An example of an item for the scale is the demands of my correctional work interfere
with my family life. Scores were calculated by taking the average of the five items.
Perceived supervisor support. This construct was measured by adapting the
eight-item measure developed by Shinn et al. (1989). An example of an item for the
scale is help is available from my supervisor if I have a problem (e.g. concerning work
shifts, rotation on weekends/holidays, or job transfers). Scores were calculated by
taking the average of the eight items.
Internal locus of control. This scale was measured using 16 items adapted from the
work of Spector (1988). An example of an item for the scale is I am capable of doing
my correctional job well if I make the effort. Higher scores represent a higher internal
locus of control, while lower scores represent a more external locus of control. Scores
were calculated by taking the average of the 16 items.
Job satisfaction. The job satisfaction scale was adapted from the work of Stringer
(2006) who used the short form of the Minnesota satisfaction questionnaire (MSQ)
developed by Weiss et al. (1967). The average score of the 20 items was used to assess
the attitudes of respondents regarding their job content. An example of an item for the
scale is I am satisfied that I have a chance to be of service of others.
Control variables
Similar to prior research, this study included gender, martial status, and age as
controls as these variables are known to be closely related to work-family conflict
(Andreassi and Thompson, 2007) and job satisfaction (Sharma and Jyoti, 2009). Work
shift was also included. Since correctional institutions operate on rotating shifts, such Work-family
work pattern may affect the work-family conflict and job satisfaction of Taiwanese
correctional officers.
conflict
Gender was measured by a dichotomous variable wherein (0) was designated for men
and (1) for women. Marital status was also measured by a dichotomous variable, with (0)
designated for married individuals and (1) for other categories (i.e. divorced or widowed).
Age was measured in continuous years and was classified into three categories: 239
.
below 30;
.
31-40; and
.
41 years old and above.
Regarding work shift, day shift was coded (0) and night shift was coded (1).
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
Results
The means, standard deviations, intercorrelations, and internal consistency reliabilities
for the measures (work-family conflict, perceived supervisor support, internal locus of
control, job satisfaction) used in this study are reported in Table I. In terms of personal
characteristics, gender is not significantly correlated with work-family
conflict (r 20:05, p . 0.05), it is significantly and negatively correlated with job
satisfaction (r 20:11, p , 0.05). Marital status is significantly and negatively
correlated with work-family conflict (r 20:10, p , 0.05) but is not significantly
correlated with job satisfaction (r 20:09, p . 0.05). Age is significantly and
negatively correlated with work-family conflict (r 20:10, p , 0.05), but is not
significantly correlated with job satisfaction (r 0:05, p . 0.05). Work shift is
negatively correlated with both work-family conflict (r 20:01, p . 0.05) and job
satisfaction (r 20:08, p . 0.05).
Moreover, work-family conflict (r 20:10, p , 0.05) is negatively related to job
satisfaction. Perceived supervisor support (r 0:59, p , 0.01) and internal locus of
control (r 0:38, p , 0.01) are positively related to job satisfaction. The results in
Table I provide preliminary support for H1, H2, and H4.
To examine the moderating effects of perceived supervisor support and internal
locus of control on the relationship between work-family conflict and job satisfaction, a
hierarchical regression analysis was conducted in this study. The control variables
(gender, marital status, age, work shift, and self-efficacy) were entered in the first step;
the independent variable (work-family conflict) was added in the second step; and the
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
IJM
32,2
240
Table I.
reliabilities
Means, standard
deviations, correlations,
and internal consistency
Variables Mean SD 1 2 3 4 5 6 7 8 9
With respect to the moderator hypothesis (Table II, step 4), results reveal that the
interaction term for perceived supervisor support and work-family conflict is
significant (b 0:40, p , 0.05). To examine the nature of the interaction, this study
plotted the values of plus and minus one standard deviation from the means of
perceived supervisor support based on the described procedures of Aiken and West
(1991). As predicted, the association between work-family conflict and job satisfaction
is contingent on the level of perceived supervisor support (Figure 2). Specifically, the
Job satisfaction
Model 1 Model 2 Model 3 Model 4
Step 1
Control variables
Gender 20.07 20.07 20.03 2 0.02
Marital status 20.11 * 20.11 * 20.02 2 0.02
Age 0.09 0.08 0.05 0.05
Work shift 20.05 20.05 0.03 0.03
Self-efficacy 0.17 * * * 0.17 * * * 20.01 2 0.01
Step 2
Independent variable
Work-family conflict 20.11 * 20.09 * * 0.23
Step 3
Moderating variables
Perceived supervisor support 0.63 * * * 0.33 *
Internal locus of control 0.13 * * * 0.53 * *
Step 4
Interaction terms
Work-family conflict Perceived supervisor
support 0.40 *
Work-family conflict internal locus of control 0.70 *
F 6.02 * * * 6.07 * * * 62.59 * * * 51.15 * * *
R2 0.06 0.07 0.50 0.50
Adj. R 2 0.05 0.06 0.49 0.49 Table II.
DR 2 0.06 0.01 0.43 0.01 Results for hierarchical
regression testing
Notes: *p , 0.05; * *p , 0.01; * * *p , 0.001 ( represents standardized regression coefficients); n 518 moderating hypotheses
IJM relationship between work-family conflict and job satisfaction is stronger for
Taiwanese correctional officers who perceive low levels of supervisory support;
32,2 however, a diminished relationship can be observed for officers perceiving high levels
of supervisory support. Results therefore support H3.
Moreover, results show that internal locus of control (b 0:13, p , 0.001) has a
positive effect on job satisfaction, indicating that Taiwanese correctional officers who
242 possess higher levels of internal locus of control (Table II, step 3) tend to have higher
job satisfaction. H4 is therefore supported.
Results further demonstrate that the interaction term for internal locus of control and
work-family conflict is significant (b 0:70, p , 0.05) (step 4). Figure 3 illustrates that the
association between work-family conflict and job satisfaction is contingent on the level of
internal locus of control. Specifically, the relationship between work-family conflict and job
satisfaction is stronger for Taiwanese correctional officers who possess low levels of
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
internal locus control; however, a reduced relationship can be observed for officers
possessing high levels of internal locus control. In view of these findings, H5 is supported.
Discussion
Using correctional officers as samples, Lambert et al. (2002) examined the relationship
between work-family conflict and job satisfaction and found a negative relationship
between time-based work-on-family conflict and job satisfaction. Similarly, the present
study has also found that work-family conflict has a negative effect on job satisfaction.
Figure 2.
The moderating effect of
perceived supervisor
support on the
relationship between
work-family conflict and
job satisfaction
Figure 3.
The moderating effect of
internal locus of control on
the relationship between
work-family conflict and
job satisfaction
This indicates that Taiwanese correctional officers who experience a higher level of Work-family
work-family conflict tend to have less satisfaction with their work.
As noted in the literature review, a correctional facility is an around-the-clock facility
conflict
with year-round operations. To maintain full and efficient operation, Taiwanese
correctional officers are required to work shifts, rotate on weekends/national holidays,
and deal with unexpected crisis events (e.g. escapes, assaults, homicides, suicides, and
so on). Some officers are even required to transfer to other facilities for temporary 243
assignments. Given the demanding work requirements, it is not surprising that those
who experience work-family conflict have lower levels of job satisfaction. This result is
consistent with results of previous research undertaken in other occupations
(Anderson et al., 2002; Frye and Breaugh, 2004; Kossek and Ozeki, 1998; Netemeyer
et al., 1996; Pasewark and Viator, 2006).
Moreover, consistent with prior studies (McCalister, 2003; Ng and Sorensen, 2008),
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
the present study has found that perceived supervisor support has a significant effect
on job satisfaction. In addition to the direct effect of perceived supervisor support on
job satisfaction, the present study has found that perceived supervisor support also
serves as a significant moderator of the relationship between work-family conflict and
job satisfaction. Lambert et al. (2002) emphasized that work and family are
fundamental elements in most adult lives two concepts that have the potential to
become incompatible. Correctional institutions are characterized by stressful
environments that inevitably cause conflict between a persons work and family
responsibilities. Lambert et al. (2002) suggested that administrators must become more
aware of the demands on correctional officers because low levels of job satisfaction are
detrimental to any organizations wellbeing.
Likewise, in the Taiwanese correctional work environment where correctional
officers experience work-family conflict, immediate supervisors can help enhance the
job satisfaction of their subordinates by providing full assistance regarding
rescheduling work shifts due to family reasons, or by allowing them to reschedule
their work shifts with their colleagues. Boles and Babin (1996) stated that if
supervisors are willing to provide more flexible work schedules or allow their
subordinates to negotiate their work assignments, job satisfaction could be increased.
The present study has found that internal locus of control has a positive effect on job
satisfaction. This result confirms the evidence of past research (Chen and Silverthorne,
2008; Judge and Bono, 2001; Kircady et al., 2002). Internal locus of control not only serves
as an antecedent, but also acts as a significant moderator in the present study. Evidence
suggests that individuals with internal locus of control are more cognitively able,
predisposed to learning, motivated, and able to constructively deal with conflict, as
compared to individuals who tend to have external locus of control (Howard, 1996).
Spector (1982) offered a similar viewpoint and indicated that internals tend to exert extra
effort in order to hurdle challenges or resolve problems. In contrast, externals show less
initiative, believing that the outcome has already been determined. Thus, it can be
concluded that internal locus of control is an important personality trait that can help
Taiwanese correctional officers gain greater control over their task requirements and
moderate the negative effect of work-family conflict on job satisfaction.
turn, improve their problem-solving skills in work-family conflict. Thus, under a high
supervisory support work climate, the less work-family conflict that Taiwanese
correctional officers experience, the more job satisfaction they achieve.
Results also indicate that internal locus of control serves as an important moderator.
One managerial implication may be that having better knowledge of individual
differences (in terms of internal locus of control) may help correctional administrators
design more effective organizational programs. Correctional institutes could offer
training programs to help existing employees enhance their internal locus of control,
potentially resulting in greater confidence in their capability to deal with both work
and family demands.
In addition, applicants who possess organizationally desirable characteristics (in
this case, internal locus of control) could be given primary consideration in the
recruitment and selection processes. Once they become members of the organization,
there is greater likelihood for them to acquire better coping skills to meet work and
family expectations, and thus, likely be more satisfied with their correctional work.
In conclusion, the present study supports past research stating that, among a great
number of antecedent factors, work-family conflict is a vital factor significantly
affecting job satisfaction. This study empirically confirms that perceived supervisor
support (work environment variable) and internal locus of control (personality variable)
play key moderating roles in reducing, at the minimum, the impact of work-family
conflict on job satisfaction. This study thereby contributes to the extant work-family
conflict and correctional literature.
behavior are significantly correlated with the overall work-family conflict. Hence,
dispositional variables (i.e. the big five, negative affectivity, and Type A behavior)
could be considered for future correctional research.
Fifth, role variables such as role conflict and role ambiguity have been found to
strongly predict work-family conflict (Carlson, 1999), which could also link with job
satisfaction and thus could be added as possible moderators in future correctional
research. In addition, according to Martins et al. (2002), women, on the average, tend to
give their family roles greater priority, and thus, work-family conflict as confronted by
women may have more negative effects on their career satisfaction. Their research
results supported their claims that work-family conflict is more strongly related to
lower career satisfaction for women as opposed to the men. Although the results of the
present study demonstrate that gender is not a significant moderator (b 0:28,
p . 0.05), it still warrants further examination in other fields of study.
Finally, this study has failed to classify types of correctional institution into
different groups (e.g. 1 prison, 2 detention center, 3 drug abuse treatment
center, 4 training institute) at the beginning of data processing. Therefore, this study
is unable to examine the possible effect of types of correctional institution on
work-family conflict and job satisfaction of Taiwanese correctional officers. Future
correctional research could take this factor into account. Since correctional officers
might confront different degrees of work-family conflict under different types of
correctional institutions, subsequent experience on job satisfaction may also be
perceived differently.
Note
1. A psychological contract is basically an unwritten agreement that identifies the mutual
expectations between an employer and an employee. In the correctional context (i.e. Taiwan),
supervisors may be expected to show concern for the well-being of their correctional officers
(e.g. the effects of shift schedules, rotations on weekends/holidays, and job transfers on
family life).
References
Aiken, L.S. and West, S.G. (1991), Multiple Regression: Testing and Interpreting Interactions,
Sage, Newbury Park, CA.
Allen, T.D. (2001), Family-supportive work environments: the role of organizational
perceptions, Journal of Vocational Behavior, Vol. 58 No. 3, pp. 414-35.
IJM Anderson, S.E., Coffey, B.S. and Byerly, R.T. (2002), Formal organizational initiatives and
informal workplace practices: links to work-family conflict and job-related outcomes,
32,2 Journal of Management, Vol. 28 No. 6, pp. 787-810.
Andreassi, J.K. and Thompson, C.A. (2007), Dispositional and situational sources of control:
relative impact on work-family conflict and positive spillover, Journal of Managerial
Psychology, Vol. 22 No. 8, pp. 727-40.
246 Armstrong, G. and Griffin, M. (2004), Does the job matter? Comparing correlates of stress
among treatment and correctional staff in prisons, Journal of Criminal Justice, Vol. 32,
pp. 577-92.
Aryee, S., Luk, V., Leung, A. and Lo, S. (1999), Role stressors, interrole conflict, and well-being:
the moderating influence of spousal support and coping behaviors among employed
parents in Hong Kong, Journal of Vocational Behavior, Vol. 54, pp. 259-78.
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
Auerback, S.M., Quick, B.G. and Pegg, P.O. (2003), General job stress and job-specific stress in
juvenile correctional officers, Journal of Criminal Justice, Vol. 31, pp. 25-36.
Boles, J.S. and Babin, B.J. (1996), On the front lines: stress, conflict, and the customer service
provider, Journal of Business Research, Vol. 37 No. 1, pp. 41-50.
Boles, J.S., Johnston, M.W. and Hair, J.F. (1997), Role stress, work-family conflict and emotional
exhaustion: inter-relationships and effects on some work-related consequences, Journal of
Personal Selling and Sales Management, Vol. 17 No. 1, pp. 17-28.
Bradley, D.E. and Roberts, J.A. (2004), Self-employment and job satisfaction: investigating the
role of self-efficacy, depression, and seniority, Journal of Small Business Management,
Vol. 42 No. 1, pp. 37-58.
Brislin, R.W. (1980), Translation and content analysis of oral and written material, in Triandis,
H.C. and Berry, J.W. (Eds), Handbook of Cross-cultural Psychology, Vol. 2, Allyn & Bacon,
Boston, MA, pp. 389-444.
Bruck, C.S. and Allen, T.D. (2003), The relationship between big five personality traits, negative
affectivity, Type A behavior, and work-family conflict, Journal of Vocational Behavior,
Vol. 63, pp. 457-72.
Carlson, D., Kacmar, J. and Williams, L. (2000), Construction and initial validation of a
multidimensional measure of work-family conflict, Journal of Vocational Behavior,
Vol. 56, pp. 249-76.
Carlson, D.S. (1999), Personality and role variables as predictors of three forms of work-family
conflict, Journal of Vocational Behavior, Vol. 55, pp. 236-53.
Chen, J.C. and Silverthorne, C. (2008), The impact of locus of control on job stress, job
performance and job satisfaction in Taiwan, Leadership & Organization Development
Journal, Vol. 29 No. 7, pp. 572-82.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sycharski, I.L. and Rhoades, L. (2002),
Perceived supervisor support: contributions to perceived organizational support and
employee retention, Journal of Applied Psychology, Vol. 87 No. 3, pp. 565-73.
Frye, N.K. and Breaugh, J.A. (2004), Family-friendly policies, supervisor support, work-family
conflict, family-work conflict, and satisfaction: a test of a conceptual model, Journal of
Business and Psychology, Vol. 19 No. 2, pp. 197-220.
Gagnon, M.A. and Michael, J.H. (2004), Outcomes of perceived supervisor support for wood
production employees, Forest Products Journal, Vol. 54 No. 12, pp. 172-7.
Greenhaus, J.H. and Beutell, N.J. (1985), Sources of conflict between work and family roles,
Academy of Management Review, Vol. 10 No. 1, pp. 76-88.
Herriot, P. and Pemberton, C. (1997), Facilitating new deals, Human Resource Management Work-family
Journal, Vol. 7 No. 1, pp. 45-6.
conflict
Howard, D. (1996), The relationship of internal locus of control and role models in female college
students, PhD dissertation, University of Texas at Austin, Austin, TX.
Judge, T.A. and Bono, J.W. (2001), Relationship of core self-evaluations traits self-esteem,
generalized self-efficacy, locus of control, and emotional stability with job satisfaction
and job performance: a meta-analysis, Journal of Applied Psychology, Vol. 83, pp. 17-34. 247
Kinnunen, U., Vermulst, A., Gerris, J. and Makikangas, A. (2003), Work-family conflict and its
relations to well-being: the role of personality as a moderating factor, Personality and
Individual Differences, Vol. 35, pp. 1669-83.
Kircady, B.D., Shephard, R.J. and Furnham, A.F. (2002), The influence of Type A behavior and
locus of control upon job satisfaction and occupational health, Personality and Individual
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
Further reading
Nunnally, J.C. (1978), Psychometric Theory, McGraw-Hill, New York, NY.
Schaubroeck, J. and Fink, L.S. (1998), Facilitating and inhibiting effects of job control and social
support on stress outcomes and role behavior: a contingency model, Journal of
Organizational Behavior, Vol. 19, pp. 167-95.
Stajkovic, A.D. and Luthans, F. (1998), Self-efficacy and work-related performance: a
meta-analysis, Psychological Bulletin, Vol. 124 No. 2, pp. 240-61.
1. Arla Day, Sarah N. Crown, Meredith Ivany. 2017. Organisational change and employee burnout: The
moderating effects of support and job control. Safety Science 100, 4-12. [Crossref]
2. WangI-An, I-An Wang, LeeBi-Wen, Bi-Wen Lee, WuShou-Tsung, Shou-Tsung Wu. 2017. The
relationships among work-family conflict, turnover intention and organizational citizenship behavior in
the hospitality industry of Taiwan. International Journal of Manpower 38:8, 1130-1142. [Abstract] [Full
Text] [PDF]
3. Clive Malietso Mukanzi, Thomas Anyanje Senaji. 2017. WorkFamily Conflict and Employee
Commitment: The Moderating Effect of Perceived Managerial Support. SAGE Open 7:3,
215824401772579. [Crossref]
4. Hussein Nabil Ismail, Nazha Gali. 2017. Relationships among performance appraisal satisfaction, work
family conflict and job stress. Journal of Management & Organization 23:03, 356-372. [Crossref]
Downloaded by Universiti Teknologi MARA At 23:20 13 November 2017 (PT)
5. Nimitha Aboobaker, Manoj Edward, Pramatha K.P.. 2017. Workfamily Conflict, Familywork Conflict
and Intention to Leave the Organization: Evidences Across Five Industry Sectors in India. Global Business
Review 18:2, 524-536. [Crossref]
6. Benjamin Artz, Sarinda Taengnoi. 2016. Do women prefer female bosses?. Labour Economics 42, 194-202.
[Crossref]
7. Santiago Melin-Gonzlez. 2016. An extended model of the interaction between work-related attitudes
and job performance. International Journal of Productivity and Performance Management 65:1, 42-57.
[Abstract] [Full Text] [PDF]
8. Hooi Lai Wan. Conclusions and Recommendations 249-266. [Crossref]
9. Christian Voegtlin, Stephan A. Boehm, Heike Bruch. 2015. How to empower employees: using training to
enhance work units collective empowerment. International Journal of Manpower 36:3, 354-373. [Abstract]
[Full Text] [PDF]
10. Pablo Arocena, Imanol Nuez. 2014. Depression affecting work performance: gender differentials across
occupations. International Journal of Manpower 35:3, 250-266. [Abstract] [Full Text] [PDF]
11. J.-Y. Wong, J.-H. Lin, S.-H. Liu, T.-H. Wan. 2014. Fireman's job stress: Integrating work/non-work
conflict with Job Demand-Control-Support model. Revue Europenne de Psychologie Applique/European
Review of Applied Psychology 64:2, 83-91. [Crossref]
12. Neerpal Rathi, Barath M.. 2013. Workfamily conflict and job and family satisfaction. Equality, Diversity
and Inclusion: An International Journal 32:4, 438-454. [Abstract] [Full Text] [PDF]
13. Hyun Jung Choi, Young Tae Kim. 2012. Workfamily conflict, workfamily facilitation, and job outcomes
in the Korean hotel industry. International Journal of Contemporary Hospitality Management 24:7,
1011-1028. [Abstract] [Full Text] [PDF]
14. Dan Jia. Impacts of conflicts in work-family interface on psychological outcomes of frontline service
employees: Supervisor support moderation 1281-1287. [Crossref]
15. Teemu Kautonen, Ulla Hytti, Dieter Bgenhold, Jarna Heinonen. 2012. Job satisfaction and retirement
age intentions in Finland. International Journal of Manpower 33:4, 424-440. [Abstract] [Full Text] [PDF]