Relationships of supervisor support and conflicts in the work–family interface with the selected job outcomes of frontline employees

By Osman M. Karatepe, Hasan Kilic. 2007

358 citations recorded by the source corpus.

Abstract A research model investigating the relationship of supervisor support and work–family conflict with the selected job outcomes was developed and tested using a sample of frontline employees in Northern Cyprus hotels. The results of the path analysis suggest that supervisor support alleviates frontline employees’ conflicts in the work–family interface and increases their job satisfaction. Results demonstrate that family–work conflict influences job performance deleteriously. In contrast, the hypothesis that work–family conflict has a significant negative influence on job performance is not supported by the empirical data. The results of this study indicate that work–family conflict is a significant predictor of job satisfaction, while family–work conflict is not. In addition, the hypotheses that job performance exerts a significant positive effect on job satisfaction and job performance and job satisfaction depict significant positive associations with affective organizational commitment are supported by the empirical data. Although not hypothesized, results reveal that family–work conflict has a negative impact on job satisfaction indirectly by way of job performance, while family–work conflict has a detrimental effect on affective organizational commitment indirectly via job performance and job satisfaction. The results of the path analysis indicate that work–family conflict and job satisfaction are significant determinants of turnover intentions. This study, however, found no evidence of significant relationships of family–work conflict and affective organizational commitment with turnover intentions.

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

View Paper: https://www.semanticscholar.org/paper/ba83901fcb610b734f118ac17bab7aeb03a7755f

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Do job resources moderate the effect of emotional dissonance on burnout (2011, background): “Moreover, similar and lower response rates can be observed in various empirical studies in the relevant literature (Karatepe and Kilic, 2007; Kim, 2008; Ledgerwood et al., 1998; Walters and Raybould, 2007).”
Well-being, affective commitment and job satisfaction: influences on turnover intentions in casual dining employees (2020, background): “In addition, satisfaction and affective commitment decrease the likelihood of turnover intention among hospitality workers (Kang, Gatling, & Kim, 2014; Karatepe, 2009; Karatepe & Kilic, 2007).”
An investigation of the moderating effects of organizational commitment on the relationships between work–family conflict and job satisfaction among hospitality employees in India (2007, background): “…and intentions to leave; Karatepe and Baddar (2006) examined if WFC influenced family satisfaction, life satisfaction, and turnover intentions; Karatepe and Kilic (2007) examined if WFC has both direct and indirect effects via job performance, job satisfaction, and affective organizational…”
The relationship of chronic regulatory focus to work–family conflict and job satisfaction (2012, background): “Karatepe and Kilic (2007) found that for frontline employees in Northern Cyprus hotels WIF (r = −.38, p < .01; ̌ = −.17, p < .05) had a significant negative effect on job satisfaction, whereas FIW did not (r = −.32, p < .01; ̌ = −.05, p > .05).”
Emotional exhaustion and its consequences for hotel service quality: the critical role of workload and supervisor support (2020, background): “Karatepe and Kilic (2007) study revealed that having supervisor support in the workplace alleviated frontline hotel employees’ work-family conflict and increased their job satisfaction.”
Is managing the work-family interface worthwhile? Benefits for employee health and performance. (2009, result): “Consistent with the theory as outlined above, empirical studies examining self-reports have shown that employees reported decreased job performance to the extent that they experienced more FW conflict (e.g., Frone et al., 1997; Karatepe & Kilic, 2007; van Steenbergen et al., 2007).”
Antecedents and outcomes of work–family facilitation and family–work facilitation among frontline hotel employees (2008, background): “Since most of the empirical studies in work–family research used samples derived from the developed Western or affluent countries (Karatepe and Baddar, 2006; Karatepe and Kilic, 2007; Namasivayam and Zhao, 2007), the current study tested the aforementioned relationships using data obtained from fron”
Work-related contact, work–family conflict, psychological distress and sleep problems experienced by construction professionals: an integrated explanatory model (2018, background): “Such conflict has a damaging effect on job satisfaction, organizational commitment and productivity, and leads to higher turnover intent (Karatepe and Kilic 2007, Ferguson et al. 2016) and absenteeism (Mesmer-Magnus and Viswesvaran 2006).”