A model of work–life conflict and quality of employee–organization relationships (EORs): Transformational leadership,procedural justice,and family-supportive workplace initiatives |
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Authors: | Hua Jiang |
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Institution: | Department of Mass Communication and Communication Studies, Towson University, 8000 York Road, Towson, MD 21252, United States |
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Abstract: | This paper tested a new model of employee–organization relationships (EORs) by introducing types of work–life conflict as variables leading to EOR outcomes, and by investigating the possible effects of transformational leadership, procedural justice, and family-supportive workplace initiatives upon employees’ perceptions of work–life conflict and relationships with their employers. Data were collected from a survey of 396 U.S. employees. Hierarchical Linear Modeling (HLM) was adopted to address the multilevel structure of collected data. Time-based work–life conflict, individualized consideration, and procedural justice were found to be associated with quality of EORs significantly. Fair work–life policy-making procedures also significantly predicted perceived levels of work–life conflict. |
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Keywords: | Employee&ndash organization relationships Transformational leadership Procedural justice Family-supportive workplace initiatives |
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