F. Shenavar; K. Beshlideh; S.E. Hashemi; A. Naami
Abstract
The present study was conducted intending to take into account the mediating work-family conflict role in relation with stress and social support with job and family satisfaction. Study samples included 203 industrial factory personnel selected through convenience sampling in Ahvaz over 2014. In this ...
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The present study was conducted intending to take into account the mediating work-family conflict role in relation with stress and social support with job and family satisfaction. Study samples included 203 industrial factory personnel selected through convenience sampling in Ahvaz over 2014. In this study, which is a descriptive endeavor of a correlational nature , participants filled in the job stress scale (Parkers & Decotis, 1983), the perceived organizational support survey (Eisenberger, et al., 1997), the job in general scale (Ironson, et al., 1989), the family stress questionnaire (Hennessy, 2005), the perceived social support-family scale (Procidano & Heller, 1983), the family satisfaction scale (Aryee, et al., 1999), and the work-family conflict scale (Carlson, et al., 2000). Structural equation modeling was used to assess the suggested pattern and the bootstrapping method was used to test the mediating effect and it was performed via AMOS. Structural equation modeling indices confirmed general study patterns. Among the relations, only the direct relation of job stress and perceived organizational support were deleted from pattern 1 (work-family conflict mediation). The fitting indices obtained showed that the corrected pattern was of good fitness. Results from the bootstrapping method and the confidence distance from it showed that the work-family conflict completely mediates between job stress and perceived organizational support with family satisfaction and family-work conflict is a partial mediator between family stress and perceived family support with job satisfaction. Thus, job stress and perceived organizational support affect family satisfaction only through work-family conflict, while in the family, family stress and perceived family support directly affect job satisfaction through family-work conflict. Therefore, organizations are not only able to manage conflicts generated between work and the family, but can satisfy personnel with the job itself and the family can apply suitable approaches to reduce their own personnel stress and increase their support.
A. Zahiri; N. Arshadi; A. Neisi
Volume 21, Issue 2 , December 2014, , Pages 105-124
Abstract
The purpose of this study was designing and testing a model of some antecedents (conscientious, agreeableness, neuroticism and ethical context) and outcomes (organizational support, affective commitment, and organizational citizenship behaviors) of ethical leadership. The samples consisted of 213 employees ...
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The purpose of this study was designing and testing a model of some antecedents (conscientious, agreeableness, neuroticism and ethical context) and outcomes (organizational support, affective commitment, and organizational citizenship behaviors) of ethical leadership. The samples consisted of 213 employees of Karun Oil and Gas Production Company who were selected through stratified random sampling. The participants in this study completed the NEO, ethical context, ethical leadership, perceived organizational support, organizational commitment and organizational citizenship behavior questionnaires. The fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-19 and AMOS-18 software packages. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fit the data properly. Better fit and more meaningful results were obtained by using AMOS modification indices. The results confirmed the positive relationship of conscientious, agreeableness and ethical context with ethical leadership and the negative relationship of neuroticism with ethical leadership. In addition, perceived organizational support was positively related to affective commitment, and organizational citizenship behavior and ethical leadership was positively related to perceived organizational support, affective commitment, and organizational citizenship behaviors. All indirect paths were also significant.