Antecedents and consequences of satisfaction with work–family balance: A moderating role of perceived insider status

• Published date: 01 January 2018
• Author: Kyongji Han,Seongmin Ryu,Andrea Kim,Jaepil Choi,Bora Kwon,Jong Gyu Park
• DOI: http://doi.org/10.1002/job.2205
• Date: 01 January 2018

RESEARCH ARTICLE

Antecedents and consequences of satisfaction with work–

family balance: A moderating role of perceived insider status

Jaepil Choi

1

|Andrea Kim

2

|Kyongji Han

3

|Seongmin Ryu

4

|Jong Gyu Park

5

|

Bora Kwon

5

1

SKK Graduate School of Business,

Sungkyunkwan University, Seoul, Korea

2

Sungkyunkwan University, Seoul, Korea

3

Baylor University, Waco, Texas, U.S.A.

4

Kyonggi University, Suwon, Korea

5

Pennsylvania State University, Pennsylvania,

U.S.A.

Correspondence

Andrea Kim, 25‐2 Sungkyunkwan‐ro #33515

Business Bldg. Jongno-gu Seoul, 03063.

Email: akim@skku.edu

Funding information

Ministry of Education of the Republic of

Korea; National Research Foundation of

Korea, Grant/Award Number: NRF‐

2016S1A5A8019014

Summary

This study developed a moderated mediation model to investigate how family‐supportive paid

leave and supervision affect employees' satisfaction with work–family balance and in turn their

affective organizational commitment and supervisor‐directed organizational citizenship behavior

depending on their perceived insider status in the organization. Our analysis of data collected

from 118 employee–supervisor dyads in Korean organizations revealed that satisfaction with

work–family balance mediated the linkages from family‐supportive supervision to affective

organizational commitment and supervisor‐directed organizational citizenship behavior, and

the linkage from family‐supportive paid leave to affective organizational commitment. Results

further showed that the entire mediational process for family‐supportive supervision was more

pronounced for those who perceived themselves to be an insider of their organizations, while

the same pattern was not found for the meditational process related to family‐supportive paid

leave. Our findings provide theoretical implications for work–family balance research and offer

practical suggestions to make employees satisfied with work–family balance.

KEYWORDS

family‐supportive work environment, organizational citizenship behavior,organizational

commitment, perceived insider status, satisfaction withwork–family balance

1|INTRODUCTION

Satisfaction with work–family balance (SWFB) is defined as “an over-

all level of contentment resulting from an assessment of one's degree

of success at meeting work and family role demands”(Valcour, 2007,

p. 1512). Work–family balance has been widely talked about in daily

life but studied only lately compared to other existing segmented

perceptions (e.g., conflict, enrichment, and facilitation) of the work–

family interface (Greenhaus & Allen, 2011). In that work–family bal-

ance is a global state where employees perceive compatibility

between their work and family lives, SWFB describes an individual's

positive affective outcomes resulting from successful functioning in

both settings (Greenhaus, Collins, & Shaw, 2003; Valcour, 2007).

The current literature on SWFB contains meaningful theories and

empirical evidence but is still limited in understanding SWFB.

For instance, previous studies examined its antecedents mostly

narrowly defined in terms of job characteristics such as work hours

(McNamara, Pitt‐Catsouphes, Matz‐Costa, Brown, & Valcour, 2013),

job complexity, and control over work time (Valcour, 2007). Moreover,

only a few studies have identified its consequences only in terms of an

employee's attitudes, including work life satisfaction (Grawitch,

Maloney, Barber, & Mooshegian, 2013). However, given that most

employees spend a considerable amount of their time in the work-

place, more research needs to investigate SWFB's antecedents related

to the features of workplace (Greenhaus & Allen, 2011) and behavioral

outcomes. More importantly, employees' reactions to family‐support-

ive benefit programs and supervision that help them to allocate more

time, energy, and commitment to family responsibilities may differ

(Kofodimos, 1993; Rothausen, 2016), depending on the value they

assign to such supports and the level of comfort they feel in using

those supports. Nonetheless, previous studies have ignored this possi-

bility, so that it is imperative to investigate the between‐person

variation in achieving SWFB by using family supports available in the

workplace (Greenhaus & Allen, 2011). Lastly, it is problematic that

Received: 2 May 2015 Revised: 15 April 2017 Accepted: 8 May 2017

DOI: 10.1002/job.2205

J Organ Behav. 2018;39:1–11. Copyright © 2017 John Wiley & Sons, Ltd.wileyonlinelibrary.com/journal/job 1