Dataset Information

Examining the mediating effect of work-to-family conflict on the associations between job stressors and employee psychological distress: a prospective cohort study.

ABSTRACT:

Objectives

The mediating effect of work-to-family conflict (WFC) on the associations between eight types of job stressors (measured based on the job demands-control, effort-reward imbalance and organisational justice models) and psychological distress in employees was examined.

Design

This study employed a prospective design.

Setting

An occupational cohort study in Japan (Japanese Study of Health, Occupation, and Psychosocial Factors Related Equity; J-HOPE).

Participants

5859 men and 1560 women who were working for 11 firms and participated at three consecutive waves of J-HOPE, at 1-year intervals, from 2010 to 2013.

Main outcome measures

Psychological distress, as measured by Kessler 6 scores.

Results

Mediation analysis using data on job stressors at baseline, WFC at 1-year follow-up and psychological distress at 2-year follow-up showed that WFC mediated 39.1% (95% CI 29.1% to 49.1%) and 44.5% (95% CI 31.4% to 51.7%) of the associations of psychological distress with job demands and effort, respectively, for men. The mediating effect of WFC was smaller for job stressors indicating reduced job resources, compared with job demands and effort. The mediating effect of WFC was somewhat larger for women than it was for men, with WFC mediating 47.5% (95% CI 22.5% to 72.6%) and 64.0% (95% CI 24.3% to 100.0%) of the associations of psychological distress with job demands and effort, respectively.

Conclusions

WFC was a key mediator in the associations between most job stressors and employee psychological distress. Results suggest that policy measures and support from supervisors, to prevent job stressors from adding to WFC, are needed to reduce employee psychological distress.

SUBMITTER: Oshio T

PROVIDER: S-EPMC5724069 | biostudies-literature | 2017 Aug

REPOSITORIES: biostudies-literature

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Publications

Examining the mediating effect of work-to-family conflict on the associations between job stressors and employee psychological distress: a prospective cohort study.

Oshio Takashi T Inoue Akiomi A Tsutsumi Akizumi A

BMJ open 20170803 8

<h4>Objectives</h4>The mediating effect of work-to-family conflict (WFC) on the associations between eight types of job stressors (measured based on the job demands-control, effort-reward imbalance and organisational justice models) and psychological distress in employees was examined.<h4>Design</h4>This study employed a prospective design.<h4>Setting</h4>An occupational cohort study in Japan (Japanese Study of Health, Occupation, and Psychosocial Factors Related Equity; J-HOPE).<h4>Participants ...[more]

PMID: 28775183

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Project description:BackgroundThe work connectivity behavior after-hours (WCBA) has become increasingly intense among Chinese employees in recent years, especially in the rapidly developed internet industry. This has made the after-hours work connectivity behavior, a popular topic in the organizational psychology field. Based on boundary theory, we explored the mechanism of after-hour work connectivity behavior on employees' psychological distress and identified the work-to-family conflict (WFC) as mediator. Besides, leader characteristics are essential environmental variables and always play as moderators, among which leader workaholism is prevalent in the internet industry. However, the impact of leader workaholism on employees' behavior is still inconsistent and even contradictory. Thus, this study further examines the moderating effect of leader workaholism between the after-hour work connectivity behavior and employees' psychological distress.MethodsWe conducted a multitime, multisource questionnaire survey in Internet companies in China. Before collecting the data, all participants were assured that their responses would be confidential and used only for academic research. At time 1, the team leader rated his or her workaholism, and team members rated WCBA. At time 2 (3 weeks later), team members were asked to complete the questionnaire containing scales of WFC, psychological distress. The two rounds of data collection resulted in 211 matched team leader-team member responses. We performed a path analysis using Mplus 7.4.ResultsBoth the duration and frequency of WCBA can positively predict employees' psychological distress through WFC (the mediating effect = 0.628, 95% CI = [0.593, 0.663]). Specifically, WCBA can increase the level of WFC, which leads to the employees' psychological distress further. Leader workaholism can negatively moderate the relationship between WCBA and WFC, further moderating the mediating effect of WFC.ConclusionsWork-to-family conflict played as a mediator in the relationship between WCBA and employees' psychological distress. These results may be helpful to recognize the negative effect of WCBA and the role of leader workaholism in the relationship.

Project description:In a modern working environment characterized by new technology and work assignments extended to personal time, employees are expected to balance multiple roles while maintaining maximum productivity. Past studies analyzed work-family conflict and its connection to job performance, without adequate integration of psychological factors into the research model. This study aims to fill the gap and explain the impact of work-family conflict and psychological factors on job performance. To explore the association between work-family conflict and job performance and measure the effects on psychological safety and psychological well-being, an empirical study was conducted on a sample of 277 company employees in Bahrain. The online questionnaire used five-point Likert-scales adopted from previous studies to measure the variables of the research model. In the structural model, relationships between work-family conflict, psychological well-being, psychological safety, and job performance were tested. Confirmatory Factor Analysis with Maximum likelihood estimation was performed by using SEM software AMOS version 23. The findings of the study suggest there is a negative impact of work-family conflict on psychological safety and psychological well-being. This study is significant since it detaches from the prior researches focused on observing the repercussions of work-family conflict in workers' well-being, and centers on the analysis of job performance instead. The findings show that psychological well-being and psychological safety influence job performance. When psychological well-being and psychological safety of employees are unsatisfactory, job performance will decrease accordingly. The mediation test indicated that work-family conflict had an indirect influence on job performance when psychological safety and psychological well-being were mediators. The study contributes to a better understanding of work-family conflict, psychology of employees, and job performance. The study provides valuable insight to organizations on ways to increase employees' effectiveness and ensure better performance by preventing work-family conflict from occurring.

Dataset Information

Examining the mediating effect of work-to-family conflict on the associations between job stressors and employee psychological distress: a prospective cohort study.

Objectives

Design

Setting

Participants

Main outcome measures

Results

Conclusions

Publications

Examining the mediating effect of work-to-family conflict on the associations between job stressors and employee psychological distress: a prospective cohort study.

Similar Datasets

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