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

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39 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 languageEnglish (US)
Pages (from-to)231-245
Number of pages15
JournalPublic Relations Review
Volume38
Issue number2
DOIs
StatePublished - Jun 2012
Externally publishedYes

Keywords

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

ASJC Scopus subject areas

  • Communication
  • Organizational Behavior and Human Resource Management
  • Marketing

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