The effect of work life conflict on organizational commitment and counterproductive work behaviors The mediating effect of resource loss and negative emotion

Main Article Content

YeongHyun Hong
Youngwon Suh
MinU Kang

Abstract

The first purpose of this study is to develop a Korean version of the counterproductive work behaviors (CWBs) scale suited for white-collar employees (Study 1). The second purpose of this study is to examine the indirect effect of employee's work-life conflict on their organizational commitment and CWBs through the resource loss and negative emotion (Study 2). In Study 1, we collected a CWBs-item pool through the literature review, open-ended questionnaire and interviews. We conducted an exploratory factor analysis with the data from 315 employees and found a four-factor structure of CWBs (counterfeit, verbally hostile behavior, withdrawal, and production deviance) consisting of 13 items. The results from a confirmatory factor analysis supported the validity of the four-factor structure. In Study 2, we hypothesized that employees who suffer from the work-life conflict perceive resource loss and this resource loss yields employees' negative emotion and the subsequent decrease in organizational commitment and the increase in CWBs. Based on the data from a sample of 450 employees, a structural equation modeling analysis was conducted. The results revealed that the work-life conflict had a negative effect on organizational commitment and a positive effect on CWBs. Also, these relationships were sequentially mediated by the resource loss and negative emotion, supporting for the research hypotheses. Finally, theoretical and practical implications, limitation and suggestion for future research were discussed.

Metrics

Metrics Loading ...

Article Details

How to Cite
HongY., SuhY., & KangM. (2018). The effect of work life conflict on organizational commitment and counterproductive work behaviors: The mediating effect of resource loss and negative emotion. Korean Journal of Industrial and Organizational Psychology, 31(3), 583-609. Retrieved from https://journal.ksiop.or.kr/index.php/KJIOP/article/view/41
Section
Empirical Articles

References

류수민, 유태용 (2015). 역할 스트레스가 조직몰입에 미치는 영향에서 심리적 계약위반의 매개효과와 회복탄력성의 조절효과. 한국심리학회지: 산업 및 조직, 28(4), 723- 747.

박영신, 이경란 (2014). 직장인의 직무만족도 형성에 대한 연구: 정서적 지원, 어려움극복효능감, 스트레스 및 직무성취도의 영향. 한국심리학회지: 문화 및 사회문제, 20(4), 469-491.

김경호, 차은진 (2012). 보육교사의 역할 스트레스가 이직의사에 미치는 영향- 직무만족의 매개효과 검증을 중심으로. 한국사회복지행정학, 14(4), 231-262.

이준호, 박지환 (2011). 집단 내 갈등과 이직의도의 관계에서 직무만족의 매개효과: 한국과 중국 종업원들의 공통점과 차이점. 한국심리학회지: 산업 및 조직, 24(1), 75-102.

방하남, 김상욱 (2009). 직무만족도와 조직몰입도의 결정요인과 구조분석. 한국사회학, 43(1), 56-88.

정태욱, 한기훈 (2007). 스포츠 조직 내 시간제 근로자의 역할갈등, 역할모호성, 직무만족도, 그리고 이직의도간의 관계. 한국스포츠 산업 경영학회지. 12(4), 149-160.

이영면 (2006). 노동패널의 직무만족 측정과 개선에 관한 연구, 제7회 한국노동패널 학술대회 논문집, 한국노동연구원.

나인강 (2005). 직무만족, 이직의도 및 이직행위의 관계에 대한 패널자료 분석. 대한경영학회지, 49, 509-530.

김은정, 유태용 (2004). 외식 서비스업 종사자의 직무관련변인과 성격특성이 이직의도에 미치는 영향. 한국심리학회지: 산업 및 조직, 17(3), 355-373.

이영면, 나인강 (2004). 직장만족도와 이직 행위에 대한 패널 분석. 한국노동패널학술대회논문집, 한국노동연구원.

김교헌, 박창남, 전겸구 (2004). 한국판 직무스트레스척도의 개발: 연구 I. 한국심리학회지: 건강, 9(2), 415-440.

탁진국 (2002). 직종에 따른 직무스트레스원과 직무스트레스에서의 차이. 한국심리학회지: 건강, 7(1), 125-141.

김준곤 (1988). 직무만족의 측정과 관련변인들의 영향. 한국심리학회지: 산업 및 조직, 1(1), 55-78.

Becker, T. E. (1992). Foci and bases of commitment: are they distinctions worth making? Academy of Management Journal, 35(1), 232-244.

Brief, A. P., & Aldag, R. J. (1976). Correlates of role indices. Journal of Applied psychology, 61(4), 468-472.

Cohen, J. (1988). Statistical Power Analysis for the Behavioral Sciences, 2nd ed. Hillsdale, NJ: Erlbaum.

Cullen, K. L., Edwards, B. D., Casper, W. C., & Gue, K. R. (2014). Employees’ adaptability and perceptions fo change-related uncertainty: implications for perceived organizational support, job satisfaction, and performance. Journal of Business and Psychology. 29(2), 269-280.

Fields, D. L. (2002). Taking the Measure of Work: A Guide to Validated Scales for Organizational Research and Diagnosis. Thousand Oaks, CA: SAGE Publications, Inc.

Fried, Y., Shirom, A., Gilboa, S., & Cooper, C. L. (2008). The Mediating Effects of Job Satisfaction and Propensity to Leave on Role Stress-Job Performance Relationships: Combining Meta-Analysis and Structural Equation Modeling. International Journal of Stress Management, 15(4), 305-328.

Frese, M., & Zapf, D. (1999). On the importance of the objective environment in stress and attribution theory. Counterpoint to Perrewe and Zellars. Journal of Organizational Behavior, 20, 761-765.

Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium. Journal of Management, 26(3), 463-488.

Hamtiaux, A., & Houssemand, C. (2012). Adaptability, Cognitive Flexibility, Personal Need for Structure, and Rigidity. Psychology Research, 2(10), 563-585.

Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach. New York, NY: The Guilford Press.

Ito, J. K., & Brotheridge, C. M. (2005). Does supporting employees’ career adaptability lead to commitment, turnover. or both? Human Resource Management, 44(1), 5-19.

Jex, S., & Britt, T. (2008). Organizational Psychology: A Scientist-Practitioner Approach, 2nd Ed. Hoboken, NJ: John Wiley & Sons, Inc.

Johnson, T. W., & Stinson, J. E. (1975). Role ambiguity, role conflict, and satisfaction: moderating effects of individual differences. Journal of Applied Psychology, 60(3), 329-333

Judeh, M. (2011). Role ambiguity and role conflict as mediators of the relationship between socialization and organizational commitment. International Business Research, 4(3), 171-181.

Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits- self-esteem, generalized self-efficacy, locus of control, and emotional stability -with job satisfaction and job performance: a meta-analysis. Journal of Applied Psychology, 86(1), 80-92.

Judge, T. A., Heller, D., & Mount, M. K. (2002). Five-Factor model of personality and job satisfaction: a meta-analysis. Journal of Applied Psychology. 87(3), 530-541.

Keller, R. T. (1975). Role conflict and ambiguity: correlates with job satisfaction and values, Personnel Psychology, 28, 57-64.

Kelloway, E. K., & Barling, J. (1990). Item content versus item wording: disentangling role conflict and role ambiguity. Journal of Applied Psychology, 75(6), 738-742.

Kozlowski, S. W. J., Gully, S. M., Brown, K. G., Salas, E., Smith, E. M., & Nason, E. R. (2001). Effects of training goals and goal orientation traits on multidimensional traing outcomes and performance adaptability. Organizational Behavior and Human Decision Processes, 85(1), 1-31.

Lambert, E. G., Hogan, L. L., & Barton, S. M. (2001). The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers. The Social Science Journal, 38(2), 233-250.

Malik, O. F., Waheed, A., & Malik, K. (2010). The mediating effects of job satisfation on role stressors and affective commitment. International Journal of Business and Management. 5(11), 223-235.

Mobley, W. H. (1982). Employee Turnover: Causes, Consequences, and Control. Reading, MA: Addison-Wesley Publishing Co.

Ployhart, R. E., & Bliese, P. D. (2006). Individual adaptability (I-ADAPT) theory: Conceptualizing the antecedents, consequences, and measurement of individual differences in adaptability. Burke, C. Shawn (Ed); Pierce, Linda G. (Ed); Salas, Eduardo (Ed), Understanding adaptability: A prerequisite for effective performance within complex environments. Advances in human performance and cognitive engineering research, 6, 3-39. Amsterdam, Netherlands: Elsevier.

Pulakos, E. D., Arad, S., Donovan, M. A., & Plamondon, K. E. (2000). Adaptability in the Workplace: Development of a Taxonomy of Adaptive Performance. Journal of Applied Psychology, 85(4), 612-624.

Rizzo, J. R., House, R. J., & Lirtzman, S. I. (1970). Role conflict and ambiguity in complex organizations. Administrative Science Quarterly, 15(2), 150-163.

Rolland, J. P. (2004). L’Evaluation de la personnalite. Sprimont, Mardaga.

Schaubroeck, J., Cotten, J., & Jennings, K. R. (1989). Antecedents and consequences of role Stress: a covariance structure analysis. Journal of Organizational Behavior, 10, 35-58.

Spector, P. E. (1999). Objective versus subjective approaches to the study of job stress. Journal of Organizational Behavior, 20, 737.

Tett, R. P., & Meyer, J. P (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on metaanalytic findings. Personnal Psychology, 46, 259-293.

Wetzels, M., de Ruyter, K., & Bloemer, J. (2000). Antecedents and consequences of role stress of retail sales persons. Journal of Retailing and Consumer Services 7, 65-75.