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Job Autonomy and Schedule Flexibility as Moderators of the Relationship Between Work-Family Conflict and Work-Related Outcomes

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  • Deniz Yucel

    (William Paterson University)

Abstract

Using data on employees from the 2008 National Study of the Changing Workforce (NSCW), this study tests the effects of work-to-family conflict and family-to-work conflict (WTFC and FTWC, respectively) on job satisfaction and work engagement. Moreover, using the job demands-resources (JDR) model, this study evaluates whether job autonomy and schedule flexibility moderate these effects. The results support the matching hypothesis perspective, where WTFC (but not FTWC) is associated with lower job satisfaction and lower work engagement. Moreover, job autonomy and schedule flexibility are both found to moderate the effects of WTFC (but not FTWC) on job satisfaction and work engagement. These results highlight the importance of job autonomy and schedule flexibility in moderating the negative effects of WTFC (but not FTWC), and suggest that job autonomy and schedule flexibility both act as a buffer but only in matching-domain relations.

Suggested Citation

  • Deniz Yucel, 2019. "Job Autonomy and Schedule Flexibility as Moderators of the Relationship Between Work-Family Conflict and Work-Related Outcomes," Applied Research in Quality of Life, Springer;International Society for Quality-of-Life Studies, vol. 14(5), pages 1393-1410, November.
    • Handle: RePEc:spr:ariqol:v:14:y:2019:i:5:d:10.1007_s11482-018-9659-3
    DOI: 10.1007/s11482-018-9659-3
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    References listed on IDEAS

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    1. Krista Minnotte & Michael Minnotte & Jordan Bonstrom, 2015. "Work–Family Conflicts and Marital Satisfaction Among US Workers: Does Stress Amplification Matter?," Journal of Family and Economic Issues, Springer, vol. 36(1), pages 21-33, March.
    2. Clive Malietso Mukanzi & Thomas Anyanje Senaji, 2017. "Work–Family Conflict and Employee Commitment: The Moderating Effect of Perceived Managerial Support," SAGE Open, , vol. 7(3), pages 21582440177, August.
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    Cited by:

    1. Deniz Yucel, 2021. "Different Types of Work–Family Balance, Social Support, and Job Satisfaction: A Latent Class Analysis," Applied Research in Quality of Life, Springer;International Society for Quality-of-Life Studies, vol. 16(3), pages 1343-1368, June.
    2. Dr. Muhammad Bilal Ahmad & Ayesha Badar & Dr. Muhammad Ramzan, 2023. "Investigating the Factors Affecting Employee Job Satisfaction through Job Autonomy in the Growing Concept of Hybrid Working Model in the IT Industry," Journal of Policy Research (JPR), Research Foundation for Humanity (RFH), vol. 9(2), pages 591-601.
    3. Senhu Wang & Lambert Zixin Li, 2023. "Double Jeopardy: The Roles of Job Autonomy and Spousal Gender Ideology in Employed Women’s Mental Health," Applied Research in Quality of Life, Springer;International Society for Quality-of-Life Studies, vol. 18(1), pages 473-490, February.
    4. Shweta Belwal & Rakesh Belwal, 2023. "Work-Family Conflict and Women’s Turnover Intention: Mediating Effects of Organizational Commitment," Applied Research in Quality of Life, Springer;International Society for Quality-of-Life Studies, vol. 18(4), pages 1915-1937, August.

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