Developing a causal model of work-life conflict and work-family enrichment based on job demand and resources with the mediating role of psychological capital
Subject Areas : Journal of Excellence in counseling and psychotherapyAli Ahmadi 1 , Ebadollah Ahmadi 2
1 - Department of Psychology, Marvdasht branch, Islamic Azad University, Marvdasht, Iran
2 - 1. Department of Psychology, Marvdasht branch, Islamic Azad University, Marvdasht, Iran.
Keywords: Model development, job demands and resources, work-life conflict, psychological capital, work-family enrichment.,
Abstract :
Purpose: The present study aimed to develop a causal model of work-life conflict and work-family enrichment based on job demand and resources with the mediating role of psychological capital among employed individuals in Shiraz in 2023.
Methodology: This study has a correlational design with the application of path analysis, and to collect data for testing the drawn model; Carlson et al.'s Work-Family Conflict Scale (WFCS) (2000); Carlson et al.'s Work-Family Enrichment (2006); De Jonge's Job Demand (1993); Babakas et al.'s Job Resources (2009) and Luthans Psychological Capital (2007) were used. The data analysis method was path analysis, and previously, using the Mahalanobis index estimation, outliers were identified and removed from the data set.
Findings: The findings showed that the causal model of work-life conflict and work-family enrichment based on job demands and resources with the mediating role of psychological capital had a good fit because the fit indices NFI, CFI, IFI, RFI, RMSEA and SRMR were within acceptable limits. In addition, the findings indicated that job demands had a significant indirect effect on work-life conflict through the mediation of psychological capital (β=0.16, P<0.05) and job resources had a significant indirect effect on work-family enrichment through the mediation of psychological capital (β=0.19, P<0.05). The existence of a significant relationship between work-life conflict and work-family enrichment was also confirmed (r=-0.827, P<0.01).
Conclusion: Based on these findings, implementing interventions to reduce job demands, increase job resources, strengthen psychological capital, promote work-family enrichment, and reduce work-life conflict in real-life settings such as the workplace or employee assistance programs could be helpful.
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