Effects of work-family conflict on organizational citizenship behavior
Description
The purpose of this study was to explain how work-family conflict is related to organizational citizenship behavior. The main hypotheses centered on the proposition that when employees face a work-family conflict they perceive as stressful they make changes at work to diminish stress by withholding discretionary organizational citizenship behaviors. The following hypotheses were tested: (a) Work overload and family responsibilities are positively related to work-family conflict, (b) Agreeableness, conscientiousness, and neuroticism moderate the aforementioned relationship, (c) Work-family conflict is positively related to stress in a relationship moderated by neuroticism, and (d) Stress mediates the negative relationship between work-family conflict and organizational citizenship behavior. Finally, job satisfaction was proposed as a control variable when examining relationships between stress and organizational citizenship behavior, because the relationship between stress and organizational citizenship behavior is presumably independent of job satisfaction. Through a field study involving 228 participants in two organizations in Colombia that specialize in providing employees primary necessities such as health, housing, and education, partial support was found for some of the study's hypotheses. The hypotheses concerned with work overload, family responsibilities, and work-family conflict, as well as the hypothesis related to work-family conflict and stress received empirical support