TY - JOUR
T1 - Use of work–nonwork supports and employee well-being
T2 - the mediating roles of job demands, job control, supportive management and work–nonwork conflict
AU - Wood, Stephen
AU - Daniels, Kevin
AU - Ogbonnaya, Chidiebere
N1 - Publisher Copyright:
© 2018, © 2018 Informa UK Limited, trading as Taylor & Francis Group.
PY - 2020/8/5
Y1 - 2020/8/5
N2 - This paper examines the impact of the use of work–nonwork supports on well-being. It first develops hypotheses regarding how a reduction in job demands, and an increase in both job control and supportive management may explain this relationship. We then test these hypotheses using data from Britain’s Workplace Employee Relations Survey of 2011. The research reveals that the use of work–nonwork supports has a positive association with job control and supportive supervision. These in turn mediate a relationship between the use of supports and three dimensions of employee well-being, job satisfaction, anxiety-contentment and depression-enthusiasm, some of the effect being through their reducing work–to–nonwork conflict. Use of work–nonwork supports is, however, positively associated with job demands, but this effect of use on job demands does not affect well-being. Since job autonomy and supportive supervision are major mediators, and have a direct influence on work–nonwork conflict and well-being, policy should focus on integrating job quality and work–life balance issues.
AB - This paper examines the impact of the use of work–nonwork supports on well-being. It first develops hypotheses regarding how a reduction in job demands, and an increase in both job control and supportive management may explain this relationship. We then test these hypotheses using data from Britain’s Workplace Employee Relations Survey of 2011. The research reveals that the use of work–nonwork supports has a positive association with job control and supportive supervision. These in turn mediate a relationship between the use of supports and three dimensions of employee well-being, job satisfaction, anxiety-contentment and depression-enthusiasm, some of the effect being through their reducing work–to–nonwork conflict. Use of work–nonwork supports is, however, positively associated with job demands, but this effect of use on job demands does not affect well-being. Since job autonomy and supportive supervision are major mediators, and have a direct influence on work–nonwork conflict and well-being, policy should focus on integrating job quality and work–life balance issues.
KW - job control
KW - job demands
KW - job design
KW - supportive management
KW - well-being
KW - Work–nonwork supports
UR - http://www.scopus.com/inward/record.url?scp=85041551119&partnerID=8YFLogxK
U2 - 10.1080/09585192.2017.1423102
DO - 10.1080/09585192.2017.1423102
M3 - Article
AN - SCOPUS:85041551119
SN - 0958-5192
JO - International Journal of Human Resource Management
JF - International Journal of Human Resource Management
ER -