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Contextual resource or demand? The effects of organizational engagement climate on employees’ work-to-family conflict

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Abstract

Drawing from the work-home resources model and the social support literature, the present study investigated how organizational engagement climate influences employees’ work-to-family conflict by examining resource generation and resource depletion mechanisms. Using a sample comprised of 2415 employees from 280 Chinese organizations, we found that organizational engagement climate was negatively related to employees’ work-to-family conflict via work engagement, and simultaneously, positively related to employees’ work-to-family conflict via work time. Additionally, our findings suggested that high level of supervisory support strengthened the organizational engagement climate-work engagement relationship. We discussed the theoretical and practical implications, as well as the limitations and suggestions for future research.

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Acknowledgments

This work was supported by National Natural Science Foundation of China (Project NO. 71422014).

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Authors and Affiliations

  1. School of Management, University of Science and Technology of China, No. 96 Jinzhai Rd, Hefei, Anhui, People’s Republic of China

    Yifan Jiang, Qiong Wang & Qingxiong Weng

  2. School of Business Administration, Zhejiang Gongshang University, No. 18, Xuezheng Rd, Jianggan District, Hangzhou, Zhejiang, People’s Republic of China

    Qiong Wang

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  1. Yifan Jiang
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Correspondence to Qingxiong Weng.

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Jiang, Y., Wang, Q. & Weng, Q. Contextual resource or demand? The effects of organizational engagement climate on employees’ work-to-family conflict. Curr Psychol 41, 1868–1880 (2022). https://doi.org/10.1007/s12144-020-00689-1

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