FAMILY-FRIENDLY PROGRAMS, ORGANIZATIONAL COMMITMENT, AND WORK WITHDRAWAL: THE MODERATING ROLE OF TRANSFORMATIONAL LEADERSHIP

By Peng Wang, Fred Walumbwa. 2007

304 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a88348bc8770b14010d7e3acbe4f223684e4024a

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Transformational leadership and follower creativity: The moderating effects of identification with leader and organizational climate (2010, methodology): “Aggregation of transformational leadership to a higher level of analyses is consistent with recent empirical studies (e.g. Bono and Judge, 2003; Hofmann et al., 2003; Kark, et al., 2003; Shamir et al., 1998; Wang and Walumbwa 2007).”
Family-Supportive Work Environment and Employee Work Behaviors (2013, background): “…or so has been the adoption of family-friendly policies to assist employees to better manage their work and family responsibilities (Anderson, Coffey, & Byerly, 2002; Batt & Valcour, 2003; Glass & Finley, 2002; Grover & Crooker, 1995; Kossek & Nichol, 1992; Lambert, 2000; Wang & Walumbwa, 2007).”
A Critical Assessment of Charismatic—Transformational Leadership Research: Back to the Drawing Board? (2013, background): “Wang and Walumbwa (2007) found that family-friendly programs moderated relationships with organizational commitment and work withdrawal.”
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, unknown): “Wang and Walumbwa (2007) also found no relationship between FWAs and organisational commitment, although these findings may be influenced by the national contexts (Thailand, China and Kenya).”
Mitigating the negative effect of perceived organizational politics on organizational citizenship behavior: Moderating roles of contextual and personal resources (2017, background): “…transformational leaders also care about the challenges their followers encounter in undertaking their daily job tasks (Avolio, 1999), employees should believe that their supervisor, and the organization in general, is concerned with their personal well-being (Wang & Walumbwa, 2007; Ghosh, 2014).”