| When Does Employees’ Gratitude Matter? Work-family Segmentation and Family-supportive Organization Perceptions as Boundary Conditions for Work-family Conflict, OCB, and Turnover Intention |
Received:October 16, 2017 Revised:October 16, 2017 |
Key Words: gratitude, work-family conflict, OCB, turnover intention, work-family segmentation,family-supportive organization perceptions |
| Author Name | Affiliation | | Ye Li* | Guanghua School of Management, Peking University | | Minya Xu0 | Guanghua School of Management, Peking University |
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Abstract: |
| Derived from conservation of resource theory, we take employees’ gratitude as the key personal resource that could decrease employees’ work-family conflict. The prevented resource loss from work-family conflict helps employees to invest more in organizational citizenship behavior and possess less turnover intention. Moreover, work-family segmentation, as another relevant personal resource, weakens the negative relationship between gratitude and work-family conflict. And family-supportive organization, as the valuable contextual resource, strengthens the negative relationship between gratitude and work-family conflict. Time-lagged data collected from 164 employees and their respective leaders confirmed our hypotheses in the moderated mediation framework. Theoretical, practical implications and future research directions are also provided. |
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