DOES RELIGIOSITY INFLUENCE THE RELATIONSHIP BETWEEN EMOTIONAL FACTORS AND WORKPLACE DEVIANT BEHAVIOUR?

Drawing from social control theory, this study tested a moderating influence of religiosity in which emotional exhaustion and emotional stability as predictors and workplace deviance behavior is the outcome. Using data from 350 employees from the multimedia organization in Malaysia, we conducted Structural Equation Modelling analysis. Results found a positive and significant relationship between emotional exhaustion and workplace deviance behavior and negative impact of emotional stability towards workplace deviance behavior. Finally, religiosity moderates the relationship between emotional exhaustion and workplace deviance behavior, and religiosity moderates the relationship between emotional stability and workplace deviance behavior. The study makes a significant and unique contribution to the literature by showing the moderating influence of religiosity in the relationship between emotional exhaustion, emotional stability, and workplace deviance behavior. This study suggested that the employee with strong religious, mayreduce emotional exhaustion and enhance employee emotional stability, and thus, mitigate employee to engage in workplace deviance behavior.   Keywords: religiosity, emotional exhaustion, emotional stability, workplace deviant behavio

Work-family psychological contract as a mediator in the relationships between work-family factors and organizational commitment

Psychological contracts evolve or change over time as a result of changing needs of employees and employers. The dynamic changing demography of the workforce results in employees’ psychological contract with employer pertaining to employer’s assistance in managing employees’ work and family roles. This paper presents a conceptual model on the mediating role of work-family psychological contract in the relationships between work-family factors and affective organizational commitment. The model is developed based on the psychological contract theory as well as previous research findings. The proposed model has applied the global psychological contract concept to a more specific concept namely work-family psychological concept

Mediating effects of work-family psychological contract fulfillment on relationships between organizational and non-organizational factors, and organizational commitment

With the increase in dual-career couples in the workforce and the lack of adequate legal contracts in the form of work-family policies, employees may hold expectations regarding employer’s obligations based on what has been promised by the organization regarding work-family benefits. Employees’ expectations of obligations from an employer may depend on psychological contracts rather than formalisms arising from laws. Despite the existence of earlier studies on psychological contract, there is still lack of studies on psychological contract that specifically addresses work-family issues. The violation of the psychological contract has received much attention while research into the fulfillment of the contract has been neglected. There is also a critical gap in the research on organizational commitment models that had examined work-family psychological contract as a mediator. This study examined the mediating effects of work-family psychological contract fulfillment on the relationships between organizational and non-organizational work-family related factors, and organizational commitment. Organizational workfamily related factors include four variables, namely family supportive organizational perceptions, family supportive supervisor, job autonomy and flexible work schedule. Non-organizational work-family related factors consist of two variables, namely work interference with family and work-family facilitation. A total of 307 executives and professionals from 15 media organizations in Klang Valley, Malaysia participated in this study. Data were analyzed using the Structural Equation Modeling procedure to assess direct and indirect relationships among variables. AMOS version 16.0 was used to perform these analyses. Four mediation models were tested to determine if the hypothesized model fit the data. Results show that work-family psychological contract fulfillment fully mediates the relationships between flexible work schedules and organizational commitment. Further, the results reveal that work-family psychological contract fulfillment partially mediates the relationships between family supportive organizational perceptions and organizational commitment, family supportive supervisor and organizational commitment, job autonomy and organizational commitment, work interference with family and organizational commitment, and work-family facilitation and organizational commitment. To conclude, the results of this study suggest that work-family psychological contract fulfillment plays a critical role in increasing employees’ organizational commitment. Overall, this study contributes to the psychological contract and workfamily literature by introducing work-family psychological contract fulfillment as an important mechanism through which work- family related factors affect employees’ organizational commitment

Does psychological contract on work-family benefits improve employee commitment?

The purpose of this study is to examine the role of work-family psychological contract fulfillment as a mechanism through which work-family factors affect employees’ organizational commitment. The data for this study were collected from media organization employees in Malaysia using self-administered questionnaires. The results indicate that work-family psychological contract fulfillment correlates significantly with work-family conflict, work-family facilitation and organizational commitment. Work-family psychological contract fulfillment has a mediating effect on the relationships between the work-family factors (work-family facilitation and work-family conflict) and organizational commitment. The results underscore the important role of work-family psychological contract fulfillment in improving organizational commitment. The findings point to the importance of organizations investing in work-family benefits since this investment has the potential of improving organizational commitment of employees. Organizations should plan for interventions that could reduce work-family conflict and enhance work-family facilitation. In future, there is a need for researchers to give more attention to work-family benefits in psychological contract research

Work-family psychological contract, job autonomy and organizational commitment

Problem statement: With the increase in dual-career couples in the workforce and absence of adequate legal contracts in the form of work-family policies, employees may hold expectations regarding employers obligation based on what has been promised by the organization regarding work-family benefits. Employees expectations of obligations from an employer may depend on psychological mechanisms or psychological contracts rather than formalisms arising from laws. Despite the existence of earlier studies on psychological contract, the contract has been studied as a global concept. Approach: This study had applied the global psychological contract concept to a more specific concept that was work-family psychological contract. Since earlier studies had established the relationship between psychological contract and organizational commitment as well as the effect of job autonomy on this contract, this study examined the mediating role of work-family psychological contract in the relationship between job autonomy and organizational commitment. Using self-administered data were collected from 307 employees in media organizations in Malaysia. Results: Results of correlation analyses revealed that job autonomy was correlated to work-family psychological contract and organizational commitment and work-family psychological contract was related to organizational commitment. The results also indicated that work-family psychological contract partially mediated the relationship between job autonomy and organizational commitment. Conclusion/Recommendations: Employees with greater freedom to make their own decisions at work would have stronger beliefs that the organization can fulfill promises regarding work-family benefits and they can in turn be more committed to the organization