The Influences of Supportive Leadership and Family Social Support on Female Managers’ Organizational Effectiveness: The Mediating Effect of Positive Spillover between Work and Family
Abstract
:1. Introduction
2. Literature Review and Hypotheses
2.1. Organizational Effectiveness
2.2. Supportive Leadership
2.3. Family Social Support
2.4. Positive Spillover between Work and Family
2.5. Supportive Leadership and Organizational Effectiveness
2.6. Family Social Support and Organizational Effectiveness
2.7. Mediating Role of Positive Spillover between Supportive Leadership and Organizational Effectiveness
2.8. Mediating Role of Positive Spillover between Family Social Support and Organizational Effectiveness
3. Method
3.1. Data and Sample
3.2. Measures
3.3. Data Analysis
4. Results
4.1. Descriptive Statistics, Normality, Correlations, and Multicollinearity
4.2. Exploratory Factor Analysis
4.3. Measurement Model Analysis
4.4. Structural Equation Model Analysis
4.5. Hypotheses Testing
5. Discussion
6. Theoretical and Practical Implications
7. Limitations and Directions for Future Research
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Variables | Items | Cronbach’s Alpha | McDonald’s ω |
---|---|---|---|
Supportive leadership | 1. My boss allows me to change my personal work hours, overtime or vacation plans. 2. My boss gives me a good deal of both work and family life. 3. My boss listen to my problems well | 0.84 | 0.85 |
Family social support | 1. Family members either replace or help me with the roles I should play in the home. 2. Family members understand me even if I can’t participate in family events due to work day. 3. I can work late without worrying about housework. | 0.71 | 0.71 |
Job satisfaction | 1. coworkers 2. wages 3. supervisors 4. duties 5. job environment 6. working hours | 0.82 | 0.82 |
Organizational commitment | 1. I feel a strong sense of belonging in my organization. 2. My organization seems like a part of my family. 3. I am proud of my organization. 4. I view my organization’s problems as my own problems. 5. This organization is personally meaningful for me. 6. I would be very happy if I could build the remainder of my career in this organization. | 0.90 | 0.90 |
Positive spillover work to family | 1. The things you do at work give your life value and vitality. 2. What you do at work helps you to be a more interesting person at home. 3. Having a nice day at the workplace helps you to be a better companion at home. | 0.83 | 0.84 |
Positive spillover family to work | 1. The responsibility to support family makes your work harder in the workplace. 2. Recognition of the value of your work from your family members makes your work harder in the workplace. 3. When you have a problem at work, members of your family always talk and advise you about it. | 0.58 | 0.66 |
Variables | 1 | 2 | 3 | 4 | 5 | 6 |
---|---|---|---|---|---|---|
1. Supportive Leadership | 1 | |||||
2. Family social support | 0.126 ** | 1 | ||||
3. Positive spillover work to family | 0.222 ** | 0.341 ** | 1 | |||
4. Positive spillover family to work | 0.138 ** | 0.435 ** | 0.521 ** | 1 | ||
5. Job satisfaction | 0.479 ** | 0.168 ** | 0.328 ** | 0.174 ** | 1 | |
6. Organizational commitment | 0.352 ** | 0.225 ** | 0.450 ** | 0.270 ** | 0.553 ** | 1 |
Model | χ2(p) | χ2/df(Q Value) | GFI | TLI | CFI | SRMR | RMSEA |
---|---|---|---|---|---|---|---|
Research Model | 177.556 (0.000) | 6.123 | 0.965 | 0.932 | 0.956 | 0.046 | 0.073 |
Modified Model | 179.703 (0.000) | 5.990 | 0.964 | 0.934 | 0.956 | 0.046 | 0.072 |
Hypothesis | Path | Path Coefficient | ||
---|---|---|---|---|
Direct Effect | Indirect Effect | Total Effect | ||
6 | SL → PSWF → OE | 0.459 ** | 0.081 ** | 0.540 ** |
7 | FSS → PSWF → OE | - | 0.250 ** | 0.250 ** |
Hypothesis | Path | Product of Coefficient | BC 99% CI | |||
---|---|---|---|---|---|---|
ab | S.E. | p | Lower | Upper | ||
6 | SL → PSWF → OE | 0.081 | 0.039 | 0.000 | 0.434 | 0.634 |
7 | FSS → PSWF → OE | 0.250 | 0.035 | 0.000 | 0.167 | 0.346 |
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Park, Y.; Kim, J.; Lee, H. The Influences of Supportive Leadership and Family Social Support on Female Managers’ Organizational Effectiveness: The Mediating Effect of Positive Spillover between Work and Family. Behav. Sci. 2023, 13, 639. https://doi.org/10.3390/bs13080639
Park Y, Kim J, Lee H. The Influences of Supportive Leadership and Family Social Support on Female Managers’ Organizational Effectiveness: The Mediating Effect of Positive Spillover between Work and Family. Behavioral Sciences. 2023; 13(8):639. https://doi.org/10.3390/bs13080639
Chicago/Turabian StylePark, Yoonhee, Jiyoung Kim, and Harin Lee. 2023. "The Influences of Supportive Leadership and Family Social Support on Female Managers’ Organizational Effectiveness: The Mediating Effect of Positive Spillover between Work and Family" Behavioral Sciences 13, no. 8: 639. https://doi.org/10.3390/bs13080639
APA StylePark, Y., Kim, J., & Lee, H. (2023). The Influences of Supportive Leadership and Family Social Support on Female Managers’ Organizational Effectiveness: The Mediating Effect of Positive Spillover between Work and Family. Behavioral Sciences, 13(8), 639. https://doi.org/10.3390/bs13080639