The impact of perceived organizational support on work–family conflict: does role overload have a mediating role? created by Sait Gurbuz, Omer Turunc and Mazlum Celik

By:

Gurbuz, Sait [author]

Contributor(s):

Material type: Text

TextSeries: Economic and industrial democracy ; Volume 34, number 1Los Angeles: Sage, 2013Content type:

text

Media type:

unmediated

Carrier type:

volume

ISSN:

0143831X

Subject(s):

Family to work conflict -- Perceived organizational support -- Work to family conflict

LOC classification:

HD5650 EID

Online resources:

Click here to access online

Abstract: The present cross-sectional study aims to investigate (1) the direct effects of perceived organizational support and role overload on work–family conflict and (2) the mediating role of role overload in the relationship between perceived organizational support and work–family conflict using a Turkish sample. The hypotheses were tested with a sample of 344 employees from small and medium-sized enterprises in Turkey. The results demonstrated that perceived organizational support was negatively related to both family to work conflict and work to family conflict of the employees. Role overload was also positively related to both family to work conflict and work to family conflict. In addition, the results indicated that role overload did not have a mediating role between perceived organizational support and work–family conflict.

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Holdings
Item type	Current library	Call number	Vol info	Copy number	Status	Notes	Date due	Barcode
Journal Article	Main Library - Special Collections	HD5650 EID (Browse shelf(Opens below))	Vol. 34, no.1 (pages 145-160)	SP16925	Not for loan	For In House Use Only

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The present cross-sectional study aims to investigate (1) the direct effects of perceived organizational support and role overload on work–family conflict and (2) the mediating role of role overload in the relationship between perceived organizational support and work–family conflict using a Turkish sample. The hypotheses were tested with a sample of 344 employees from small and medium-sized enterprises in Turkey. The results demonstrated that perceived organizational support was negatively related to both family to work conflict and work to family conflict of the employees. Role overload was also positively related to both family to work conflict and work to family conflict. In addition, the results indicated that role overload did not have a mediating role between perceived organizational support and work–family conflict.

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