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The effects of work-life balance on job satisfaction and intent to leave of white collars : an investigation of the moderator role of self-efficacy

Thesis

<10670/1.nq18x2>
Disciplines
KeywordsTriple Keywords
Communication
Mass communication
Communication, Primitive
Individuality
Individuation (Philosophy)
Individuals (Philosophy)
Particulars (Philosophy)
Individuation
Evidence
Proof
Tension (Psychology)
Psychological stress
Stress (Psychology)
Emotional stress
Mental stress

Abstract

We’re interested in the relationship between work-life balance, self-efficacy, job satisfaction, organizational commitment and intent to leave. A cross-sectional study was conducted on a sample of 232 managers from various small and medium size enterprises (SMEs) in Lorraine. Results of the SEM analysis showed that work-family conflict was negatively related to job satisfaction. Moreover, perceived self-efficacy was found to moderate this relationship such that the relationship between work-family conflict and job satisfaction were not statistically and negatively significant for managers reporting high levels of self-efficacy. An investigation of components of self-efficacy delivers interesting information. Work self-efficacy (WSE) is one of these factors. Self-efficacy received feedback (SERF) is suggested in this paper as the other factor of SE. We define SERF as the perception of an individual on the way its hierarchy judges its work. The results of this research give evidence that WSE acts on stress work-family conflict so that it increases job satisfaction. Conversely, SERF increases the negative effects of the stress work-family conflict on the job satisfaction. This thesis offers explanations of the opposite effects and proposes recommendations for human resources management

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