A model of work-life conflict and quality of employee-organization relationships (EORs): Transformational leadership, procedural justice, and family-supportive workplace initiatives

Hua Jiang

doi:10.1016/j.pubrev.2011.11.007

A model of work-life conflict and quality of employee-organization relationships (EORs): Transformational leadership, procedural justice, and family-supportive workplace initiatives

Hua Jiang

Research output: Contribution to journal › Article › peer-review

48 Scopus citations

Abstract

This paper tested a new model of employee-organization relationships (EORs) by introducing types of work-life conflict as variables leading to EOR outcomes, and by investigating the possible effects of transformational leadership, procedural justice, and family-supportive workplace initiatives upon employees' perceptions of work-life conflict and relationships with their employers. Data were collected from a survey of 396 U.S. employees. Hierarchical Linear Modeling (HLM) was adopted to address the multilevel structure of collected data. Time-based work-life conflict, individualized consideration, and procedural justice were found to be associated with quality of EORs significantly. Fair work-life policy-making procedures also significantly predicted perceived levels of work-life conflict.

Original language	English (US)
Pages (from-to)	231-245
Number of pages	15
Journal	Public Relations Review
Volume	38
Issue number	2
DOIs	https://doi.org/10.1016/j.pubrev.2011.11.007
State	Published - Jun 2012
Externally published	Yes

Keywords

Employee-organization relationships
Family-supportive workplace initiatives
Procedural justice
Transformational leadership

ASJC Scopus subject areas

Communication
Organizational Behavior and Human Resource Management
Marketing

Access to Document

10.1016/j.pubrev.2011.11.007

Cite this

@article{85a33c3622b94946943f3f10255127f1,

title = "A model of work-life conflict and quality of employee-organization relationships (EORs): Transformational leadership, procedural justice, and family-supportive workplace initiatives",

abstract = "This paper tested a new model of employee-organization relationships (EORs) by introducing types of work-life conflict as variables leading to EOR outcomes, and by investigating the possible effects of transformational leadership, procedural justice, and family-supportive workplace initiatives upon employees' perceptions of work-life conflict and relationships with their employers. Data were collected from a survey of 396 U.S. employees. Hierarchical Linear Modeling (HLM) was adopted to address the multilevel structure of collected data. Time-based work-life conflict, individualized consideration, and procedural justice were found to be associated with quality of EORs significantly. Fair work-life policy-making procedures also significantly predicted perceived levels of work-life conflict.",

keywords = "Employee-organization relationships, Family-supportive workplace initiatives, Procedural justice, Transformational leadership",

author = "Hua Jiang",

year = "2012",

month = jun,

doi = "10.1016/j.pubrev.2011.11.007",

language = "English (US)",

volume = "38",

pages = "231--245",

journal = "Public Relations Review",

issn = "0363-8111",

publisher = "Elsevier",

number = "2",

}

TY - JOUR

T1 - A model of work-life conflict and quality of employee-organization relationships (EORs)

T2 - Transformational leadership, procedural justice, and family-supportive workplace initiatives

AU - Jiang, Hua

PY - 2012/6

Y1 - 2012/6

N2 - This paper tested a new model of employee-organization relationships (EORs) by introducing types of work-life conflict as variables leading to EOR outcomes, and by investigating the possible effects of transformational leadership, procedural justice, and family-supportive workplace initiatives upon employees' perceptions of work-life conflict and relationships with their employers. Data were collected from a survey of 396 U.S. employees. Hierarchical Linear Modeling (HLM) was adopted to address the multilevel structure of collected data. Time-based work-life conflict, individualized consideration, and procedural justice were found to be associated with quality of EORs significantly. Fair work-life policy-making procedures also significantly predicted perceived levels of work-life conflict.

AB - This paper tested a new model of employee-organization relationships (EORs) by introducing types of work-life conflict as variables leading to EOR outcomes, and by investigating the possible effects of transformational leadership, procedural justice, and family-supportive workplace initiatives upon employees' perceptions of work-life conflict and relationships with their employers. Data were collected from a survey of 396 U.S. employees. Hierarchical Linear Modeling (HLM) was adopted to address the multilevel structure of collected data. Time-based work-life conflict, individualized consideration, and procedural justice were found to be associated with quality of EORs significantly. Fair work-life policy-making procedures also significantly predicted perceived levels of work-life conflict.

KW - Employee-organization relationships

KW - Family-supportive workplace initiatives

KW - Procedural justice

KW - Transformational leadership

UR - http://www.scopus.com/inward/record.url?scp=84858155519&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=84858155519&partnerID=8YFLogxK

U2 - 10.1016/j.pubrev.2011.11.007

DO - 10.1016/j.pubrev.2011.11.007

M3 - Article

AN - SCOPUS:84858155519

SN - 0363-8111

VL - 38

SP - 231

EP - 245

JO - Public Relations Review

JF - Public Relations Review

IS - 2

ER -

A model of work-life conflict and quality of employee-organization relationships (EORs): Transformational leadership, procedural justice, and family-supportive workplace initiatives

Abstract

Keywords

ASJC Scopus subject areas

Access to Document

Other files and links

Fingerprint

Cite this