Job Autonomy Buffers the Impact of Work–Life Conflict on Organizational Outcomes
- Brauchli, Rebecca Division of Public and Organizational Health, Institute of Social and Preventive Medicine, University of Zurich, Switzerland
- Bauer, Georg F. Division of Public and Organizational Health, Institute of Social and Preventive Medicine, University of Zurich, Switzerland
- Hämmig, Oliver Division of Public and Organizational Health, Institute of Social and Preventive Medicine, University of Zurich, Switzerland
Published in:
- Swiss Journal of Psychology. - Hogrefe Publishing Group. - 2014, vol. 73, no. 2, p. 77-86
English
This study first examines domain-specific antecedents of work–life conflict (i.e., job demands and home demands); second, it investigates turnover intention, job satisfaction, and organizational commitment as outcomes of work–life conflict relevant to organizations; and, finally, it studies the role of job autonomy as a buffer between work–life conflict and these organizational outcomes. Data were collected from four large organizations with a total sample of 6,091 employees. High time-related job demands were found to be a major antecedent of work-to-life conflict (WLC), while home demands predicted life-to-work conflict (LWC). Moreover, our analyses showed that WLC, but not LWC, predicts turnover intention, job satisfaction, and organizational commitment. In addition, the results suggest that job autonomy is a buffer associated with WLC and organizational outcomes, since all two-way interactions were significant, but not with LWC, since the respective interactions were not significant.
- Language
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- English
- Open access status
- green
- Identifiers
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- DOI 10.1024/1421-0185/a000126
- ISSN 1421-0185
- Persistent URL
- https://sonar.ch/global/documents/50780
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