Work-family Interfase and Job Performance: Job Satisfaction as Mediator

Sebastián Gabini (Consejo Nacional de Investigaciones Científicas y Técnicas, Argentina Universidad Abierta Interamericana, Argentina Facultad de Psicología y Relaciones Humanas.)
Solana Salessi (Consejo Nac. de Investigaciones Científicas y Técnicas Pontificia Universidad Católica Argentina, Facultad de Derecho y Ciencias Sociales)

Article ID: 624

DOI: https://doi.org/10.30564/jpr.v1i2.624

Abstract


The objective of the study was to examine the relationships between work-family interfase, job satisfaction and job performance in an Argentinian workers sample. A cross-sectional empirical study, based on explicative-associative strategy, was designed. An availability sample of 383 workers (195 male) from different kinds of organizations was conformed. Based on past evidence, it was hypothesized the mediator role of job satisfaction. Structural equation analysis showed that the indirect effects of work-family interfase dimensions (conflict and enrichment) on job performance through job satisfaction were statically significant, which indicated partial mediation. All variables explained 72% of job performance variance. Empirical findings and practical implications of the study are discussed. 


Keywords


work-family enrichment; work-family conflict; job satisfaction; job performance; explicative model

Full Text:

PDF

References


[1] Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W., de Vet, H., & van der Beek, A. Conceptual frameworks of individual work performance. A systematic review [J]. Journal of Occupational and Environmental Medicine, 2011, 53(8): 856-866. DOI: 10.1097/JOM.0b013e318226a763

[2] Aguinis, H., Joo, H., & Gottfredson, R. K. And why we should love it [J]. Business Horizons, 2011, 54(6): 503-507.

[3] DOI: 10.1016/j.bushor.2011.06.001

[4] Murphy, K. R. Job performance and productivity. In K. R. Murphy & F. E. Saal (Eds). Psychology in organizations: Integrating science and practice[M]. Hillsadle, N.J.: Erlbaum, 1990, 157-176. URL:

[5] https://psycnet.apa.org/record/1990-98304-008

[6] Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., de Vet, H., & van der Beek, A. Construct validity of the individual work performance questionnaire [J]. Journal of Occupational and Environmental Medicine, 2014, 56(3): 331-337.

[7] DOI: 10.1097/JOM.0000000000000113

[8] Dalal, R. S., Baysinger, M., Brummel, B., & LeBreton, J. The relative importance of employee engagement, other job attitudes, and trait affect as predictors of job performance [J]. Journal of Applied Social Psychology, 2012, 42(1): 295-325.

[9] DOI: 10.1111/j.1559-1816.2012.01017.x

[10] Aarabi, M. S., Subramaniam, I. D., Almintisir, A. B., & Akeel, A. B. Relationship between motivational factors and job performance of employees in Malaysian service industry [J]. Asian Social Science, 2013, 9(9): 301-310.

[11] DOI: 10.5539/ass.v9n9p301

[12] Díaz Cabrera, D., Hernández Fernaud, E., Isla Díaz, R., Delgado Rodríguez, N., Díaz Vilela, L., & Rosales Sánchez, C. Relevant factors to increase the accuracy, feasibility and success of job performance evaluation systems [J]. Papeles del Psicólogo, 2014, 35(2): 115-121. URL:

[13] https://www.ingentaconnect.com/content/doaj/02147823/2014/00000035/00000002/art00011

[14] Gabini, S. Work-family interface, revision of findings: Between conflict and enrichment [J]. Revista Psicogente, 2019, 22(42). in press.

[15] Greenhaus, J. H., & Beutell, N. J. Sources of conflict between work and family roles [J]. Academy of Management Review, 1985, 10(1): 76-88.

[16] DOI: 10.5465/amr.1985.4277352

[17] Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M. Consequences associated with work-to-family conflict: A review and agenda for future research [J]. Journal of Occupational Health Psychology, 2000, 5(2): 278-308.

[18] DOI: 10.1037/1076-8998.5.2.278

[19] Lo Presti, A., & Mauno, S. Are support and control beneficial stress buffers in the presence of work–family barriers? Findings from Italy [J]. International Journal of Stress Management, 2016, 23(1): 44-64.

[20] DOI: 10.1037/a0038440

[21] Wang, M. L., & Tsai, L. J. Work–family conflict and job performance in nurses: the moderating effects of social support [J]. Journal of Nursing Research, 2014, 22, (3): 200-207.

[22] DOI: 10.1097/jnr.0000000000000040

[23] Odle-Dusseau, H. N., Britt, T. W., & Greene-Shortridge, T. M. Organizational work–family resources as predictors of job performance and attitudes: The process of work–family conflict and enrichment [J]. Journal of Occupational Health Psychology, 2012, 17(1): 28-40.

[24] DOI: 10.1037/a0026428

[25] Greenhaus, J. H., & Powell, G. N. When work and family are allies: A theory of work-family enrichment [J]. Academy of Management Review, 2006, 31(1): 72-92.

[26] DOI: 10.5465/AMR.2006.19379625

[27] Hakanen, J. J., Peeters, M. C. & Perhoniemi, R. Enrichment processes and gain spirals at work and at home: A 3-year cross-lagged panel study [J]. Journal of Occupational and Organizational Psychology, 2011, 84(1): 8-30.

[28] DOI: 10.1111/j.2044-8325.2010.02014.x

[29] Omar, A., Urteaga, F., & Salessi, S. Psychometric properties of Work-Family Enrichment Scale for the Argentinian population [J]. Revista de Psicología, 2015, 24(2): 1-18.

[30] DOI: 10.5354/0719-0581.2015.37689

[31] McNall, L. A., Nicklin, J. M. & Masuda, A. D. A meta-analytic review of the consequences associated with work-family enrichment [J]. Journal of Business and Psychology, 2010, 25(3): 381-396.

[32] DOI: 10.1007/s10869-009-9141-1

[33] Carlson, D. S., Hunter, E. M., Ferguson, M., & Whitten, D. Work–family enrichment and satisfaction mediating processes and relative impact of originating and receiving domains [J]. Journal of Management, 2014, 40(3): 845-865.

[34] DOI: 10.1177/0149206311414429

[35] Carlson, D. S., Kacmar, K. M., Zivnuska, S., Ferguson, M., & Whitten, D. Work-family enrichment and job performance: A constructive replication of affective events theory [J]. Journal of Occupational Health Psychology, 2011, 16(3): 297-312.

[36] DOI: 10.1037/a0022880

[37] Salessi, S. Job satisfaction state of art: Theoretical considerations and assessment [J]. Revista de Psicología, 2014, 10(1)9: 67-83. URL:

[38] http://bibliotecadigital.uca.edu.ar/greenstone/cgibin/library.cgi?a=d&c=Revistas&d=satisfaccion-laboral-acerca-conceptualizacion

[39] Judge, T. A., Hulin, C. L., & Dalal, R. S. Job satisfaction and job affect. In W. E. Kozlowski (Ed.). The Oxford handbook of organizational psychology[M]. New York: Oxford University Press, 2012: 496-525. URL:

[40] https://psycnet.apa.org/record/2012-14033-015

[41] Gabini, S. Work-family interaction: Adaptation and validation of an instrument to measure it [J]. Revista da UIIPS, 2017, 5(5): 24-32. URL:

[42] http://ojs.ipsantarem.pt/index.php/REVUIIPS/article/view/438

[43] Fredrickson, B. The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions [J]. American Psychologist, 2001, 56(3): 218-226.

[44] DOI: 10.1037/0003-066X.56.3.218

[45] Ato, M., López, J. J., & Benavente, A. A classification system for research designs in psychology. [J]. Anales de Psicología, 2013, 29(3): 1038-1059.

[46] DOI: 10.6018/analesps.29.3.178511

[47] Lloret-Segura., Ferreres, A., Hernández, A., & Tomás, I. Exploratory Item Factor Analysis: A practical guide revised and updated [J]. Anales de Psicología, 2014, 30(3): 1151-1169.

[48] DOI: 10.6018/analesps.30.3.199361

[49] Macdonald, S., & MacIntyre, P. The generic job satisfaction scale: Scale development and its correlates [J]. Employee Assistance Quarterly, 1997, 13: 1-16.

[50] DOI: 10.1300/j022v13n02_01

[51] Salessi, S. & Omar, A. Generic job satisfaction. Psychometric properties of a scale to measure it [J]. Revista Alternativas en Psicología, 2016, 34: 93-108. URL:

[52] http://alternativas.me/23-numero-34-febrero-julio-2016/116-satisfaccion-laboral-

[53] Gabini, S., & Salessi, S. Validation of the job performance scale in Argentinean workers [J]. Revista Evaluar, 2016, 16: 31-45. URL:

[54] https://revistas.unc.edu.ar/index.php/revaluar/article/view/15714

[55] Geurts, S. A., Taris, T. W., Kompier, M. A., Dikkers, J. S., Van Hooff, M. L., & Kinnunen, U. M. Work-home interaction from a work psychological perspective: Development and validation of a new questionnaire, the SWING [J]. Work & Stress, 2005, 19(4): 319-339.

[56] DOI: 10.1080/02678370500410208

[57] Bentler, P. EQS 6 Structural Equations Program Manual [M]. 2006. Los Angeles, CA: Multivariate Software Inc.

[58] Fornell, C., & Larcker, D. F. Structural equation models with unobservable variables and measurement error: Algebra and statistics [J]. Journal of Marketing Research, 1982, Vol. 18, Issue 3: 382-388. DOI: 10.1177/002224378101800313

[59] Podsakoff, P., MacKenzie, S., & Podsakoff, N. Sources of method bias in social science research and recommendations on how to control it [J]. Annual Review Psychology, 2012, Vol. 63: 539-69. DOI: 10.1146/annurev-psych-120710-100452.

[60] Tabachnick, B. G., & Fidell, L. S. Using Multivariate Statistics [M]. Boston, MA: Pearson, 2013..

[61] Hair, J. E., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. Multivariate data analysis [M]. Upper Saddle River, NJ: Pearson-Prentice Hall, 2010.

[62] Hoffmann, A., Stover, J., De la Iglesia, G., & Fernández-Liporace, M. Polychoric and tetrachoric correlations in exploratory and confirmatory factorial studies [J]. Ciencias Psicológicas, 2013, 7: 151-164. URL:

[63] http://www.scielo.edu.uy/scielo.php?pid=S168842212013000200005&script=sci_arttext&tlng=en

[64] Cotti, C. D., Haley, M. R., & Miller, L. A. Workplace flexibilities, job satisfaction and union membership in the US workforce [J]. British Journal of Industrial Relations, 2014, 52(3): 403-425.

[65] DOI: 10.1111/bjir.12025

[66] Giuricich, D. A. The relationship between schedule flexibility and domain-specific satisfaction via work-to-family enrichment for working parents in South Africa [D]. University of Cape Town, South Africa, 2016. URL:

[67] https://open.uct.ac.za/handle/11427/20648

[68] De Menezes, L., & Kelliher, C. Flexible working, individual performance, and employee attitudes: Comparing formal and informal arrangements [J]. Human Resource Management, 2017, 56(6): 1051-1070.

[69] DOI: 10.1002/hrm.21822

[70] Demerouti, E., Bouwman, K., & Sanz-Vergel, A. I. Job resources buffer the impact of work-family conflict on absenteeism in female employees [J]. Journal of Personnel Psychology, 2011, 10: 166-176.

[71] DOI: 10.1027/1866-5888/a000044.

[72] Beauregard, T. A. Fairness perceptions of work life balance initiatives: Effects on counterproductive work behaviour [J]. British Journal of Management, 2014, 25(4): 772-789.

[73] DOI: 10.1111/1467-8551.12052

[74] ten Brummelhuis, L. L., & Bakker, A. B. A resource perspective on the work–home interface: The work–home resources model [J]. American Psychologist, 2012, 67, (7): 545-556.

[75] DOI: 10.1037/a0027974

[76] Leineweber, C., Baltzer, M., Hanson, L. L. M., & Westerlund, H. Work–family conflict and health in Swedish working women and men: A 2-year prospective analysis [J]. The European Journal of Public Health, 2013, 23(4): 710-716.

[77] DOI: 10.1093/eurpub/cks064

[78] Bagherzadeh, R., Taghizadeh, Z., Mohammadi, E., Kazemnejad, A., Pourreza, A., & Ebadi, A. Relationship of work-family conflict with burnout and marital satisfaction: Cross-domain or source attribution relations? [J] Health Promotion Perspectives, 2016, 6(1): 31-36.

[79] DOI: 10.15171/hpp.2016.05


Refbacks

  • There are currently no refbacks.
Copyright © 2019 Sebastián Gabini, Solana Salessi


Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.