Kualiti Hubungan Penyelia-Pekerja dengan Konflik Kerja-Keluarga: Peranan Tanggapan Sokongan Penyelia sebagai Pengantara

Translated title of the contribution: LMX and Work-family conflict: The role of perceived supervisor support as a mediator

Research output: Contribution to journalArticle

Abstract

The objective of this study was to investigate the role of perceived supervisor support as a mediator between leader-member exchange (LMX) and work-family conflict. Although previous studies have found significant relationship between LMX and work-family conflict, empirical evidence explaining the relationship is still limited. Thus, this study attempts to fill the gap by examining the role of perceived supervisor support as a mediator between LMX and work-family conflict. A study was conducted on a sample consisting of 535 nurses in 6 public hospitals in Selangor. Hypotheses were tested using hierarchical regression analysis. The results showed: (1) LMX was negatively related to work-family conflict; (2) LMX was positively related to perceived supervisor support; (3) perceived supervisor support was negativly related to work-family conflict and; (4) perceived supervisor support mediates the relationship between LMX and work-family conflict. The findings demonstrate the role of perceived supervisor support as a mediator in the relationship between LMX and work-family conflict. The study also highlighted the importance of maintaining good supervisor-employee relationships. Good relations between supervisors and employees will enhance the perceived social support which in turn reduces work-family conflict.

Original languageIndonesian
JournalJurnal Pengurusan
Volume45
Publication statusPublished - 2015

Fingerprint

Mediator
Supervisor support
Leader-member exchange
Work-family conflict
Employees
Supervisors
Empirical evidence
Social support
Regression analysis
Hierarchical regression
Nurses
Public hospitals

Keywords

  • Hospital
  • LMX
  • Perceived supervisor support
  • Social support
  • Work-family conflict

ASJC Scopus subject areas

  • Business, Management and Accounting (miscellaneous)
  • Accounting
  • Business and International Management

Cite this

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title = "Kualiti Hubungan Penyelia-Pekerja dengan Konflik Kerja-Keluarga: Peranan Tanggapan Sokongan Penyelia sebagai Pengantara",
abstract = "The objective of this study was to investigate the role of perceived supervisor support as a mediator between leader-member exchange (LMX) and work-family conflict. Although previous studies have found significant relationship between LMX and work-family conflict, empirical evidence explaining the relationship is still limited. Thus, this study attempts to fill the gap by examining the role of perceived supervisor support as a mediator between LMX and work-family conflict. A study was conducted on a sample consisting of 535 nurses in 6 public hospitals in Selangor. Hypotheses were tested using hierarchical regression analysis. The results showed: (1) LMX was negatively related to work-family conflict; (2) LMX was positively related to perceived supervisor support; (3) perceived supervisor support was negativly related to work-family conflict and; (4) perceived supervisor support mediates the relationship between LMX and work-family conflict. The findings demonstrate the role of perceived supervisor support as a mediator in the relationship between LMX and work-family conflict. The study also highlighted the importance of maintaining good supervisor-employee relationships. Good relations between supervisors and employees will enhance the perceived social support which in turn reduces work-family conflict.",
keywords = "Hospital, LMX, Perceived supervisor support, Social support, Work-family conflict",
author = "Normazaini Saleh and Rasidah Arshad and {Abdul Ghani}, Rohayu and {Mat Isa}, Rosmah",
year = "2015",
language = "Indonesian",
volume = "45",
journal = "Jurnal Pengurusan",
issn = "0127-2713",
publisher = "Penerbit Universiti Kebangsaan Malaysia",

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AU - Arshad, Rasidah

AU - Abdul Ghani, Rohayu

AU - Mat Isa, Rosmah

PY - 2015

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N2 - The objective of this study was to investigate the role of perceived supervisor support as a mediator between leader-member exchange (LMX) and work-family conflict. Although previous studies have found significant relationship between LMX and work-family conflict, empirical evidence explaining the relationship is still limited. Thus, this study attempts to fill the gap by examining the role of perceived supervisor support as a mediator between LMX and work-family conflict. A study was conducted on a sample consisting of 535 nurses in 6 public hospitals in Selangor. Hypotheses were tested using hierarchical regression analysis. The results showed: (1) LMX was negatively related to work-family conflict; (2) LMX was positively related to perceived supervisor support; (3) perceived supervisor support was negativly related to work-family conflict and; (4) perceived supervisor support mediates the relationship between LMX and work-family conflict. The findings demonstrate the role of perceived supervisor support as a mediator in the relationship between LMX and work-family conflict. The study also highlighted the importance of maintaining good supervisor-employee relationships. Good relations between supervisors and employees will enhance the perceived social support which in turn reduces work-family conflict.

AB - The objective of this study was to investigate the role of perceived supervisor support as a mediator between leader-member exchange (LMX) and work-family conflict. Although previous studies have found significant relationship between LMX and work-family conflict, empirical evidence explaining the relationship is still limited. Thus, this study attempts to fill the gap by examining the role of perceived supervisor support as a mediator between LMX and work-family conflict. A study was conducted on a sample consisting of 535 nurses in 6 public hospitals in Selangor. Hypotheses were tested using hierarchical regression analysis. The results showed: (1) LMX was negatively related to work-family conflict; (2) LMX was positively related to perceived supervisor support; (3) perceived supervisor support was negativly related to work-family conflict and; (4) perceived supervisor support mediates the relationship between LMX and work-family conflict. The findings demonstrate the role of perceived supervisor support as a mediator in the relationship between LMX and work-family conflict. The study also highlighted the importance of maintaining good supervisor-employee relationships. Good relations between supervisors and employees will enhance the perceived social support which in turn reduces work-family conflict.

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