Contextual resource or demand? The effects of organizational engagement climate on employees' work-to-family conflict

Drawing from the work-home resources model and the social support literature, the present study investigated how organizational engagement climate influences employees' work-to-family conflict by examining resource generation and resource depletion mechanisms. Using a sample comprised of 2415 employees from 280 Chinese organizations, we found that organizational engagement climate was negatively related to employees' work-to-family conflict via work engagement, and simultaneously, positively related to employees' work-to-family conflict via work time. Additionally, our findings suggested that high level of supervisory support strengthened the organizational engagement climate-work engagement relationship. We discussed the theoretical and practical implications, as well as the limitations and suggestions for future research.

Automated summary

This study investigated the impact of organizational engagement climate on employees' work-to-family conflict by examining resource generation and resource depletion mechanisms. Using a sample of 2415 employees from 280 Chinese organizations, the results showed that organizational engagement climate was negatively related to work-to-family conflict through work engagement, while positively related to work-to-family conflict through work time. Additionally, the findings suggested that high levels of supervisory support strengthened the relationship between organizational engagement climate and work engagement.