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Effects of work-family and family-work conflict and guilt on job and life satisfaction

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Sousa C., Pinto E., Santos J., Gonçalves G.
Polish Psychological Bulletin
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2020
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vol. 51
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issue 4
305-314
EN
The boundary between work and family life is now almost invisible, making the search for a balance between both spheres a dilemma and challenge. These concerns have led to a growing increase in studies on work-family and family-work conflict, their predictors, and their effects. This study aims to: 1) observe the predictive effect of work-family conflict (WFC) and family-work conflict (FWC) on work-family guilt (WFG) and family-work guilt (FWG), respectively; and 2) to observe the effect of WFC, FWC, WFG and FWG on satisfaction with life and job satisfaction. In a sample of 213 participants aged between 22 and 64 years (M = 41.77; SD = 6.63), the results show that, in contrast with expectations, WFG and FWG did not prove to be predictors; only WFC and FWC had a negative effect on both guilt and satisfaction with life and job satisfaction. The family work interface is a topic that is extremely important, not only for organizations but also for society. Therefore, the study of its implications on variables is considered essential for the promotion of positive functioning of individuals.
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Explanatory contribution of Social Responsibility and Organizational Justice on Organizational Commitment: An exploratory study in a Higher Public Education institution

88%
Rafael G., Gonçalves G., Santos J., Orgambídez-Ramos A., Sousa C.
Polish Psychological Bulletin
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2017
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issue 4
470-480
EN
This study aimed to analyze the explanatory contribution of social responsibility and organizational justice on commitment through the setting up of a theoretical model in order to better understand the relationships that are established between these constructs. The empirical study was developed in a public higher education institution with a sample of 233 employees, professors and staff. The proposed model was estimated using a structural equation model. It was possible to observe a relationship between interactional justice perceptions and social responsibility and there contribute to the explanation of organizational affective commitment. At the same time, it was possible to observe a relationship between distributive justice and social responsibility of employees.
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