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Based on the job demands and resources model, we propose that work and spouse demands are positively related to work-family conflict and that religiosity, which acts as a personal resource, mediates the relationship between both forms of demands and work-family conflict. Further, we also propose that interdependent self-construal is positively related to the conflict in the work-family interface and religiosity mediates this relationship. We test these hypotheses using a large midlife development sample of individuals in Japan (N=1027). Results provide support for the main effects for job and spouse demands on work-family conflict, as well as mediating effects of religiosity. In addition, we also found support for hypotheses pertaining to main and indirect effects of interdependent self-construal. Our results reveal that within the family domain, religiosity is viewed as a demand. We discuss the implications of this research for the theory and practice of religiosity and work-family conflict in organizations. [ABSTRACT FROM AUTHOR]

Research on high quality relationships (HQRs) has neglected the role played by psychological mechanisms that mediate the relationship between relationship quality and organizational citizenship behaviors (OCBs). Building on the framework of social identity theory, our study hypothesizes that identity freedom mediates the relationship between HQRs and employee citizenship. Further, we also propose that the above relationships are moderated by gender, whereby they are stronger for female employees as opposed to males. With a snowball sample of 160 working adults, our results revealed that the relationship between HQRs and OCBs is mediated by identity freedom and also, that gender moderates the HQR-identity freedom relationship. For an efficient management of gender diversity at work, research and practical implications are also discussed. [ABSTRACT FROM AUTHOR]

American employees face growing job demands at work making it difficult for them to balance their work and family responsibilities. Current research addresses an important gap in work-family literature by examining the role of religiosity and spirituality in coping with demands of work and family lives in reducing work-family conflict. Given that a vast majority of Americans are religious, the examination of the influence of religiosity and spiritualty on work family conflict has important theoretical and practical implications. Based on the Job Demands- Resources model, we hypothesized that religiosity and spirituality will positively moderate the relationship between demands in the work and family domain and work-family conflict. Research on religiosity and spirituality suggests that while spirituality has positive influence, religiosity can have either positive or negative influence on work-family conflict. Thus, our research includes competing hypothesis for the moderating role of religiosity. Results, based on a national random sample (N=1130) illustrate that religiosity and spirituality moderate the relationship between spousal demands and family-to-work conflict (FWC), with higher levels of religiosity and spirituality employees experience less FWC. In the work domain, religiosity further exacerbated the work-family conflict for those with higher levels of religiosity while spirituality did not moderate the relationship. We also discuss implications for theory and practice of work-family conflict and the role of religiosity and spirituality. [ABSTRACT FROM AUTHOR]

Drawing on attachment and spillover theories, we empirically examine work and community outcomes of both organizational and community embeddedness and also the underlying mechanism whereby the two forms of embeddedness influence both domain-specific and cross-domain outcomes. With data from 165 matched pairs of employees and their colleagues from a Midwestern US organization, we found that organizational and community embeddedness influence specific individual behaviors both within and across their respective domains. Additionally, we found support for the mediating role of life satisfaction in the relationships between embeddedness and various organizational and community outcomes. [ABSTRACT FROM AUTHOR]

Embeddedness holds the key to employee retention and other important employee behaviors, but scholarly research on antecedents of both job and community embeddedness is few and far between. Accordingly, by using the lens of attachment theory and a matched pair sample of employees and their co- workers, our study examines social supportive organizational and community antecedents of both forms of embeddedness and also clarifies the role of psychological safety as an underlying motivational mechanism. In addition, to direct and domain specific antecedents, our study also examines spillover between organizational and community domains in the determination of both forms of embeddedness. Finally, employing the lens of social and racial identity theories, our study also examines racial differences in both forms of embeddedness. Theoretical and practical implications are also discussed. [ABSTRACT FROM AUTHOR]

Although literature on work-family conflict and wellbeing is quite extensive, previous research has not examined the role of spirituality as a mechanism for coping with work-family conflict. In this research, we proposed that spirituality will moderate the relationship between work-family conflict and wellbeing. The research included a broad range of wellbeing variables, including job and family satisfaction, subjective wellbeing and psychological wellbeing. Based on a survey of large national sample (N=1130), we found that spirituality mitigated the negative effects of work- family conflict on a broad range of wellbeing measures. We discuss implications for theory and practice of work family conflict and spirituality in organizations. [ABSTRACT FROM AUTHOR]

In this research we examine a model of psychological empowerment and employee outcomes in the Mexican cultural context. We proposed that perceived organizational support will be positively related to psychological empowerment which in turn will be related to employee outcomes such as job satisfaction, organizational commitment, organizational citizenship behaviors and in-role behaviors. We further proposed that power distance will moderate these relationships such that the positive effects of empowerment on outcomes will be more favorable for employees with low power distance orientation. Results based on a survey of employees and their managers in a Mexican manufacturing plant (N=158) provided support for most of the hypothesized relationships. We discuss implications for the theory and practice of psychological empowerment in organizations. [ABSTRACT FROM AUTHOR]