The relationship between the use of work-life benefits and policies (WLBPs) and job satisfaction: the mediating role of the work-to-family conflict
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Published
27-11-2020
Liliana María Gutiérrez-Vargas
Henry Antonio Arenas-Cardona
María del Socorro López-Gómez
https://orcid.org/0000-0003-4907-3940
Henry Antonio Arenas-Cardona
María del Socorro López-Gómez
Abstract
The relationship between the use of work-life benefits and policies, work-family conflict and job satisfaction has been one of the key debates in the discipline of Human Resources Management. This study proposes a mediation model to analyze the relationship between the use of work-life benefits and policies (WLBPs) and job satisfaction. The study contributes to the literature by empirically examining the antecedents of this endogenous variable in greater depth. Therefore, this research fills a gap in the literature through the analysis of the mediating function of the work-family conflict in the direction in which work interferes with family. This work uses partial least squares structural equation modeling (PLS-SEM), a variance-based structural equations modeling technique, to test and validate the research model and the hypotheses posited on a sample of 559 employees from different Colombian private-sector firms. The results show that perception of the work-to-family conflict is a significant mediator in the relationship between the use of benefits and job satisfaction. The type of mediation observed is partial complementary, that is, the work-to-family conflict increases the effect of the use of work-life benefits and policies on job satisfaction.
How to Cite
Gutiérrez-Vargas, L. M., Arenas-Cardona, H. A., & López-Gómez, M. del S. (2020). The relationship between the use of work-life benefits and policies (WLBPs) and job satisfaction: the mediating role of the work-to-family conflict. Cuadernos De Gestión, 20(3), 75–86. https://doi.org/10.5295/cdg.191098lg
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Keywords
work-life benefits and policies, work satisfaction, work-to-family conflict, work-life balance, corporate social responsibility
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Bae, K. Bin y Yang, G., 2017. The Effects of Family-Friendly Policies on Job Satisfaction and Organizational Commitment. Public Personnel Management, 46 (1), 25-40.
Del Baldo, M., 2013. Corporate social responsibility, human resource management and corporate family responsibility. When a company is «the best place to work»: Elica group, the hi-life company. Economic Research-Ekonomska Istraživanja, 26 (1), 201-224.
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Carlson, D.S., Grzywacz, J.G., y Kacmar, K.M., 2010. The relationship of schedule flexibility and outcomes via the work?family interface. Journal of Managerial Psychology, 25 (4), 330-355.
Carlson, D.S., Kacmar, K.M., y Williams, L.J., 2000. Construction and Initial Validation of a Multidimensional Measure of Work–Family Conflict. Journal of Vocational Behavior, 56 (2), 249-276.
Cegarra‐Leiva, D., Sánchez‐Vidal, M.E., y Cegarra‐Navarro, J.G., 2012. Understanding the link between work life balance practices and organisational outcomes in SMEs. Personnel Review, 41 (3), 359-379.
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Chinchilla, N. y León, C., 2007. Guía de buenas prácticas de la empresa flexible. Hacia la conciliación de la vida laboral, familiar y personal. Iese, St-71. Madrid: Centro Internacional del Trabajo, IESE, Bussiness School.
Chinchilla, N., León, C., Canela, M.A., Ariño, M.A., y Quiroga, V., 2006. Análisis sectorial de las políticas de conciliación: Conclusiones del estudio IFREI 2006 basado en 360 empresas. Madrid: Centro Internacional del Trabajo, IESE, Bussiness School.
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Cohen, J., 1988. Statistical power analysis for the behavioral sciences. 2nd ed. Hillsdale: Lawrence Erlbaum Associates.
Cohen, J., 1992. A Power Primer. Psychological Bulletin, 112 (1), 0033-2909.
Congreso de la República, 2011. Ley 1450. Colombia.
Consejería Presidencial para la Equidad de la Mujer, 2017. Evaluación institucional y de resultados con enfoque participativo de la Política de Equidad de Género para las Mujeres, de acuerdo con lo previsto en el CONPES 161 de 2013. Colombia.
Dalton, D.R. y Mesch, D.J., 1990. The impact of flexible scheduling on employee attendance and turnover. Administrative Science Quarterly, 35 (2), 370-387.
Departamento Nacional de Planeación, 2011. Plan Nacional de Desarrollo 2010-2014. Prósperidad para todos. Bogotá, Colombia.
Dijkstra, T.K. y Henseler, J., 2015. Consistent Partial Least Squares Path Modeling. MIS Quarterly, 39 (2), 297-316.
Eby, L.T., Casper, W.J., Lockwood, A., Bordeaux, C., y Brinley, A., 2005. Work and family research in IO/OB: Content analysis and review of the literature (1980-2002). Journal of Vocational Behavior, 66 (1), 124-197.
Ezra, M. y Deckman, M., 1996. Balancing Work and Family Responsibilities: Flextime and Child Care in the Federal Government. Public Administration Review, 56 (2), 174.
Falk, R.F. y Miller, N.B., 1992. A primer for soft modeling. Akron: University of Akron Press.
Feeney, M.K. y Stritch, J.M., 2019. Family-Friendly Policies, Gender, and Work–Life Balance in the Public Sector. Review of Public Personnel Administration, 39 (3), 422-448.
Firfiray, S. y Mayo, M., 2017. The Lure of Work-Life Benefits: Perceived Person-Organization Fit As A Mechanism Explaining Job Seeker Attraction To Organizations. Human Resource Management, 56 (4), 629-649.
Fornell, C. y Larcker, D.F., 1981. Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18 (1), 39-50.
Fredrickson, B.L., 1998. What good are positive emotions? Review of General Psychology, 2 (3), 300-319.
Fredrickson, B.L., 2001. The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist, 56 (3), 218-226.
Geisser, S., 1975. A predictive approach to the random effect model. Biometrika, 6 (1), 101-107.
Greenhaus, J.H. y Beutell, N.J., 1985. Sources of Conflict Between Work and Family Roles. Academy of Management Review, 10 (1), 76-88.
Greenhaus, J.H. y Parasuraman, S., 1986. A Work-Nonwork Interactive Perspective of Stress and Its Consequences. Journal of Organizational Behavior Management, 8 (2), 37-60.
Greenhaus, J.H. y Powell, G.N., 2006. When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31 (1), 77-92.
Grover, S.L. y Crooker, K.J., 1995. Who Appreciates Family‐Responsive Human Resource Policies: the Impact of Family‐Friendly Policies on the Organizational Attachment of Parents and Non‐Parents. Personnel Psychology, 48 (2), 271-288.
Grzywacz, J.G. y Marks, N.F., 2000. Reconceptualizing the work-family inetrface: An ecological perspective on the corelates of positive and negative spliiover between work and family. Journal of Occupational Health Psychology, 5 (1), 111-126.
Gutiérrez, L., Muñoz, M., y Vargas, P., 2017. Responsabilidad familiar corporativa, la percepción del conflicto y la conciliación entre la vida familiar y laboral: caso Universidad de Antioquia. Revista Ciencias Estratégicas, 25 (38), 299-317.
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