Supervisor Family Support and Job Performance: Effects of Demand, Conflict, Balance, and Attitude

• Published in: Emotions and Negativity Vol. 17; pp. 207 - 227
• Main Author: Talukder, A K M Mominul Haque
• Format: Book Chapter
• Language: English
• Published: Emerald Publishing Limited 17.01.2022
• Subjects: Management science & operations; Operations strategy; Operations/process management; job performance; supervisor family support; work-life balance; Australia; finance industry; Conservation of resources theory
• ISBN: 9781801172011; 1801172013
• ISSN: 1746-9791
• DOI: 10.1108/S1746-979120210000017016

Abstract Purpose: Drawing upon the conservation of resources (COR) theory, the purpose of this chapter is to investigate the influence of supervisor family support (SFS) on job performance of employees through work and family demand, work-family conflict (WFC), work-life balance (WLB), job satisfaction, life satisfaction, and organizational commitment. In doing so, this chapter aims to respond to the limited existing research on WLB in the Australian financial industry, despite its substantial contribution to the economy. Study Design/Methodology/Approach: The study uses an online panel which recruits participants at different levels of financial organizations in Australia. The data comprise 305 employees to test a model with structural equation modeling. Findings: Results demonstrate that SFS relates positively to WLB and inversely to perceived family demand, WFC, and family-work conflict, with no significant link to perceived work demand. Findings show further that WLB associates positively with employee attitudes (e.g., job satisfaction, life satisfaction, organizational commitment). Results also demonstrate positive relations between employee attitudes and job performance. Finally, results show a significant positive relationship between WLB and job performance. Research Limitations/Implications: The survey data were collected from a single source (the financial industry) and from Sydney; therefore, the conclusions may carry less weight than those triangulated from multiple sources and across Australia. The variables were self-reported, which may leave the data subject to some response biases. Consistent with the past research, steps were taken to reduce single-source bias. Practical Implications: The results demonstrate that SFS is important in determining employee job performance in financial industry. It also highlights the role of work and family demand, WFC, WLB, and job attitudes. Originality/Value: The study would guide employers, employees, and managers involved in the financial industry to implement policies which may aim to augment job performance and promote balance between work, home, and life.