Work-family effects of LMX: the moderating role of work-home segmentation preferences

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• 作者：Yi Liao^a ; ¹ ; ^{yiliao@swufe.edu.cn" class="auth_mail" title="E-mail the corresponding author} ; Ziwei Yang^b ; ² ; ^{yzwyangziwei@163.com" class="auth_mail" title="E-mail the corresponding author} ; Minmin Wang^c ; ³ ; ^{wangminmin123@outlook.com" class="auth_mail" title="E-mail the corresponding author} ; Ho Kwong Kwan^c ; ^{weicheong2317@hotmail.com" class="auth_mail" title="E-mail the corresponding author}
• 关键词：Leader&ndash ; member exchange (LMX) ; Work&ndash ; family enrichment ; Family performance ; Work&ndash ; home segmentation preference
• 刊名：The Leadership Quarterly
• 出版年：2016
• 出版时间：August 2016
• 年：2016
• 卷：27
• 期：4
• 页码：671-683
• 全文大小：404 K

文摘

As leaders differentiate between their subordinates at work, subordinates vary in how much they can acquire from their leaders. Subordinates who have a high-quality relationship with their leaders have access to a valued resource channel. This channel benefits not only their work, but also their family. We investigated how the quality of leader–member exchange (LMX) relationships influences subordinates' family performance by focusing on the mediating role of work-to-family enrichment (WFE) and the moderating role of work–home segmentation preferences. A three-wave, multi-source survey was conducted using a sample of 198 dyads of frontline employees and their spouses in southwest China. The results of hierarchical multiple regression and bootstrapping analyses indicated that WFE mediated the positive relationship between LMX and family performance. The work–home segmentation preference weakened the LMX–WFE relationship and strengthened the WFE–family performance relationship. The theoretical and managerial implications of these findings are discussed.