Affiliations: [a] Innovation and Creativity Management, Department of Management Studies, NALSAR University of Law, Justice City, Shameerpet, Hyderabad, Telangana, India
| [b] Registrar’s Office, NALSAR University of Law, Hyderabad, India
| [c] Human Resource Management, School of Management Studies, University of Hyderabad, Hyderabad, India
| [d] Department of Information Management, Chaoyang University of Technology, Taichung, Taiwan
Correspondence:
[*]
Address for correspondence: Dr. Vimal Kumar, Assistant Professor, Department of Information Management, Chaoyang University of Technology, Taichung, Taiwan. E-mails: vimaljss91@gmail.com; vimalkr@gm.cyut.edu.tw.
Abstract: BACKGROUND:Stress is a pivotal aspect of organizational psychology. Although an individual’s attitude and behaviour at work have received greater investigation, scant attention has been given to family-related dynamics and their impact on work. OBJECTIVE:This study contributes to understanding work-family dynamics by investigating the connection between family incivility and job dissatisfaction during the pandemic. Based on the conservation of resources theory, the research explores the potential moderating role of perceived organizational support. METHODS:The investigation uses structural equation modelling (SEM) for data analysis while controlling for age, gender, and experience. Data has been collected with an adapted scale and time-lag technique in which the first wave encompassed independent variables and demographics. The second wave gathered moderator and dependent variables through a non-probability sampling of IT employees. RESULTS:Findings reveal a significant positive link between family incivility and job dissatisfaction, implying higher family incivility is linked to increased job dissatisfaction. Moreover, the study indicates that organizational support can mitigate the negative impact of family incivility on job dissatisfaction. CONCLUSION:This research underscores the pivotal role of organizational support in enhancing employee job outcomes. Hence, organizations should prioritize employee well-being, recognizing it as an integral aspect of their functioning.
Keywords: Family incivility, job dissatisfaction, perceived organisational support, moderation, and time-lag methods
