The study investigates the impact of work social support (WSS) and family social support (FSS) on organizational citizenship behaviour (OCB) through both forms of work–family conflict (WFC), namely, work interfering with family (WIF) and family interfering with work (FIW). Analysis has been performed based on 277 responses from employees working in different organizations in the Western region, Saudi Arabia. It uses the SmartPLS 3-based structural equation model. The investigation finds full mediation of both WIF and FIW for WSS–OCB and partial mediation for FSS–OCB relationships. The results demonstrate that support from both family and work domains have a reciprocal relationship, and they play important roles in reducing WFC with their ultimate desirable impact on OCB. The result implies that WSS focussing on WFC is crucial for motivating employees for OCB. Management should create a supportive environment for the employees within the workplace and ensure family-friendly policies, so that, the employees can minimize WFC. The study indicates that family members have a crucial role in reducing the stress associated with the work domain. The study is a pioneering attempt in the context of Saudi Arabia, where the family has a pivotal role in individual decision-making in both familial and professional domains.
AbalkhailJ. M. (2017). Women and leadership: Challenges and opportunities in Saudi higher education. Career Development International, 22(2), 165–183. https://doi.org/10.1108/CDI-03-2016-0029
2.
AboobakerN., & EdwardM. (2019). Collective influence of work-family conflict and work-family enrichment on turnover intention: Exploring the moderating effects of individual differences. Global Business Review, 21(5), 1218–1231. https://doi.org/10.1177/0972150919857015
3.
AboobakerN., EdwardM., & PramathaK. P. (2017). Work-family conflict, family–work conflict and intention to leave the organisation: Evidence across five industry sectors in India. Global Business Review, 18(2), 524–536. https://doi.org/10.1177/0972150916668696
4.
AdlerP. S., & KwonS.-W. (2002). Social capital: Prospects for a new concept. Academy of Management Review, 27(1), 17–40. https://doi.org/10.5465/amr.2002.5922314
5.
AhmadA. (2010). Work-family conflict among junior physicians: Its mediating role in the relationship between role overload and emotional exhaustion. Journal of Social Sciences, 6(2), 265–271.
6.
AllenT. D., FrenchK. A., DumaniS., & ShockleyK. M. (2015). Meta-analysis of work-family conflict mean differences: Does national context matter?Journal of Vocational Behaviour, 90, 90–100. https://doi.org/10.1016/j.jvb.2015.07.006
7.
AlturaT. G., RaoA. N., & VirickM. (2020). Proactive personality as a double-edged sword: The mediating role of work-family conflict on employee outcomes. Journal of Career Development. https://doi.org/10.1177/0894845319899984
8.
ArnoldK. A., & DupréK. E. (2012). Perceived organizational support, employee health, and emotions. International Journal of Workplace Health Management, 5(2), 139–152. https://doi.org/10.1108/17538351211239171
9.
BehamB. (2011). Work-family conflict and organizational citizenship behavior: Empirical evidence from Spanish employees. Community, Work & Family, 14(1), 63–80. https://doi.org/10.1080/13668803.2010.506034
10.
BlauP. M. (1964). Justice in social exchange. Sociological Inquiry, 34(2), 193–206. https://doi.org/10.1111/j.1475-682X.1964.tb00583.x
11.
BraggerJ. D., Rodriguez-SrednickiO., KutcherE. J., IndovinoL., & RosnerE. (2005). Work-family conflict, work-family culture, and organisational citizenship behaviour among teachers. Journal of Business and Psychology, 20(2), 303–324. https://doi.org/10.1007/s10869-005-8266-0
12.
BrislinR. W. (1970). Back-translation for cross-cultural research. Journal of Cross-Cultural Psychology, 1(3), 185–216. https://doi.org/10.1177/135910457000100301
13.
CampbellE. L., CampbellV. L., & WatkinsC. E. (2015). Construct validity of anticipated work-family conflict and barriers measures. Journal of Career Development, 42(5), 370–380. https://doi.org/10.1177/0894845315571413
14.
CaplanR. D., CobbS., FrenchJ. R. P., HarrisonR. V., & PinneauS. R. (1975). Job demands and worker health: Main effects and occupational differences. Institute of Social Research.
15.
CarlsonD. S., KacmarK. M., & WilliamsL. J. (2000). Construction and initial validation of a multidimensional measure of work-family conflict. Journal of Vocational Behaviour, 56(2), 249–276.
16.
CarpenterN. C., BerryC. M., & HoustonL. (2014). A meta-analytic comparison of self-reported and other-reported organizational citizenship behavior. Journal of Organisational Behavior, 35(4), 547–574. https://doi.org/10.1002/job.1909
17.
CarvalhoV. S., & ChambelM. J. (2015). Perceived high-performance work systems and subjective well-being: Work-to-family balance and well-being at work as mediators. Journal of Career Development, 43(2), 116–129. https://doi.org/10.1177/0894845315583113
18.
ChenS.-Y., WuW.-C., ChangC.-S., LinC.-T., KungJ.-Y., WengH.-C., LinY. T., & LeeS.-I. (2015). Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff. BMC Health Services Research, 15(1), 363. https://doi.org/10.1186/s12913-015-1016-8
19.
ChenY., GaoL., LippkeS., XiangZ., & GanY. (2021). Harmonious personality and work-family conflicts: The multiple mediating roles of social support and self-control. PsyCh Journal. https://doi.org/10.1002/pchj.476
20.
CheungM. F. Y. (2013). The mediating role of perceived organizational support in the effects of interpersonal and informational justice on organizational citizenship behaviors. Leadership & Organisation Development Journal, 34(6), 551–572. https://doi.org/10.1108/LODJ-11-2011-0114
21.
ChiangC.-F., & HsiehT.-S. (2012). The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior. International Journal of Hospitality Management, 31(1), 180–190. https://doi.org/10.1016/j.ijhm.2011.04.011
22.
ChuM. L., CreedP. A., & ConlonE. G. (2019). Work-study boundary congruence, contextual supports, and proactivity in university students who work: A moderated-mediation model. Journal of Career Development. https://doi.org/10.1177/0894845319830253
23.
CinamonR. G., WeiselA., & TzukK. (2007). Work-family conflict within the family: Crossover effects, perceived parent-child interaction quality, parental self-efficacy, and life role attributions. Journal of Career Development, 34(1), 79–100. https://doi.org/10.1177/0894845307304066
24.
ColemanV. I., & BormanW. C. (2000). Investigating the underlying structure of the citizenship performance domain. Human Resource Management Review, 10(1), 25–44. https://doi.org/10.1016/S1053-4822(99)00037-6
25.
DolsonJ. M., & DeemerE. D. (2020). The relationship between perceived discrimination and school/work-family conflict among graduate student-parents. Journal of Career Development. https://doi.org/10.1177/0894845320916245
FanL., MahmoodM., & UddinM. A. (2019). Supportive Chinese supervisor, innovative international students: A social exchange theory perspective. Asia Pacific Education Review, 20(1), 101–115. http://doi.org/10.1007/s12564-018-9572-3
28.
FroneM. R., RussellM., & CooperM. L. (1992). Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface. Journal of Applied Psychology, 77(1), 65–78. https://doi.org/10.1037/0021-9010.77.1.65
29.
FroneM. R., YardleyJ. K., & MarkelK. S. (1997). Developing and testing an integrative model of the work-family interface. Journal of Vocational Behaviour, 50(2), 145–167.
30.
GargN. (2018). Promoting organisational performance in Indian insurance industry: The roles of workplace spirituality and organisational citizenship behaviour. Global Business Review, 21(3), 834–849. https://doi.org/10.1177/0972150918778983
31.
GjesfjeldC. D., GreenoC. G., KimK. H., & AndersonC. M. (2010). Economic stress, social support, and maternal depression: Is social support deterioration occurring?Social Work Research, 34(3), 135–143.
32.
GoodeW. J. (1960). A theory of role strain. American Sociological Review, 25(4), 483–496.
33.
GrandeyA. A., & CropanzanoR. (1999). The conservation of resources model applied to work-family conflict and strain. Journal of Vocational Behaviour, 54(2), 350–370.
34.
Grant-ValloneE. J., & EnsherE. A. (2001). An examination of work and personal life conflict, organizational support, and employee health among international expatriates. International Journal of Intercultural Relations, 25(3), 261–278. https://doi.org/10.1016/S0147-1767(01)00003-7
35.
HairJ. F., HultG. T., RingleC. M., & SarstedtM. (2014). A primer on partial least squares structural equation modeling (PLS-SEM). SAGE Publications.
36.
HairJ. F., HultG. T. M., RingleC. M., & SarstedtM. (2017). A primer on partial least squares structural equation modeling (PLS-SEM). SAGE Publications.
37.
HalbeslebenJ. R., & WheelerA. R. (2015). To invest or not? The role of coworker support and trust in daily reciprocal gain spirals of helping behavior. Journal of Management, 41(6), 1628–1650.
38.
HalidH., KeeD. M. H., & RahimN. F. A. (2020). Perceived human resource management practices and intention to stay in private higher education institutions in Malaysia: The role of organisational citizenship behaviour. Global Business Review. https://doi.org/10.1177/0972150920950906
39.
HobfollS. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524.
40.
JainN. R., & RizviI. A. (2018). Impact of corporate citizenship on organisational citizenship behaviour of managers: A study from selected Indian banks. Global Business Review, 21(1), 294–311. https://doi.org/10.1177/0972150917749289
41.
JenningsJ. E., & McDougaldM. S. (2007). Work-family interface experiences and coping strategies: Implications for entrepreneurship research and practice. Academy of Management Review, 32(3), 747–760. https://doi.org/10.5465/amr.2007.25275510
42.
JohnsonJ. V., & HallE. M. (1988). Job strain, workplace social support, and cardiovascular disease: A cross-sectional study of a random sample of the Swedish working population. American Journal of Public Health, 78(10), 1336–1342. https://doi.org/10.2105/ajph.78.10.1336
43.
JollyP. M., KongD. T., & KimK. Y. (2021). Social support at work: An integrative review. Journal of Organisational Behavior, 42(2), 229–251. https://doi.org/10.1002/job.2485
44.
KimJ., ParkJ., SohnY. W., & LimJ. I. (2019). Perceived overqualification, boredom, and extra-role behaviours: Testing a moderated mediation model. Journal of Career Development, 0894845319853879. https://doi.org/10.1177/0894845319853879
45.
KimN.-R., KimH. J., & LeeK.-H. (2016). Social support and occupational engagement among Korean undergraduates: The moderating and mediating effect of work volition. Journal of Career Development, 45(3), 285–298. https://doi.org/10.1177/0894845316682319
46.
KleinR. H. (2007). The ‘dark side’ of OCB: Examining the relationship between citizenship behavior and work-to-family conflict. Paper presented at the Annual Conference of the Society of Industrial and Organisational Psychology. Department of Psychology College of Arts and Sciences, University of South Florida.
47.
KoS.-H., ChoiY., RheeS.-Y., & MoonT. W. (2018). Social capital and organisational citizenship behaviour: Double-mediation of emotional regulation and job engagement. Sustainability, 10(10), 3600.
48.
KöseS., BaykalB., & Bayatİ. K. (2021). Mediator role of resilience in the relationship between social support and work-life balance. Australian Journal of Psychology, 73(3), 316–325. https://doi.org/10.1080/00049530.2021.1895678
49.
KumarA., MohapatraM., & DhirS. (2021). Linking personality with contextual performance through subjective well-being using PLS-SEM modelling. Global Business Review. https://doi.org/10.1177/09721509211030360
50.
LabragueL. J., BalladC. A., & FrondaD. C. (2021). Predictors and outcomes of work-family conflict among nurses. International Nursing Review, 68(3), 349–357. https://doi.org/10.1111/inr.12642
51.
LavyS. (2019). Daily dynamics of teachers’ organisational citizenship behaviour: Social and emotional antecedents and outcomes. Frontiers in Psychology, 10, 2863.
52.
LiA., ShafferJ. A., WangZ., & HuangJ. L. (2021). Work-family conflict, perceived control, and health, family, and wealth: A 20-year study. Journal of Vocational Behaviour, 127, 103562. https://doi.org/10.1016/j.jvb.2021.103562
53.
LingardH., & FrancisV. (2006). Does a supportive work environment moderate the relationship between work-family conflict and burnout among construction professionals?Construction Management and Economics, 24(2), 185–196. https://doi.org/10.1080/14697010500226913
54.
LópezM., & CooperL. (2017). Social support measures review. National Center for Latino Child & Family Research.
55.
NahapietJ., & GhoshalS. (1998). Social capital, intellectual capital, and the organisational advantage. Academy of Management Review, 23(2), 242–266. https://doi.org/10.5465/amr.1998.533225
56.
NarzaryG., & PaloS. (2020). Structural empowerment and organizational citizenship behavior: The mediating–moderating effect of job satisfaction. Personnel Review, 49(7), 1435–1449. https://doi.org/10.1108/PR-11-2019-0632
57.
NoheC., & SonntagK. (2014). Work-family conflict, social support, and turnover intentions: A longitudinal study. Journal of Vocational Behaviour, 85(1), 1–12. https://doi.org/10.1016/j.jvb.2014.03.007
58.
O’DriscollM. P., BroughP., & Kalliath ThomasJ. (2004). Work/family conflict, psychological well-being, satisfaction, and social support: A longitudinal study in New Zealand. Equal Opportunities International, 23(1/2), 36–56. https://doi.org/10.1108/02610150410787846
59.
OrganD. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington Books.
60.
ÖztemelK., & Yıldız-AkyolE. (2019). The predictive role of happiness, social support, and future time orientation in career adaptability. Journal of Career Development. https://doi.org/10.1177/0894845319840437
61.
PradhanR. K., JenaL. K., & KumariI. G. (2016). Effect of work-life balance on organisational citizenship behaviour: Role of organisational commitment. Global Business Review, 17(3_suppl), 15S–29S. https://doi.org/10.1177/0972150916631071
62.
RanjhanS., & MallickE. (2018). Organisational citizenship behaviour creating competitive advantage in indian health care industry: The moderating role of HR practices. Global Business Review, 19(5), 1275–1289. https://doi.org/10.1177/0972150918788629
63.
RhoadesL., & EisenbergerR. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.
64.
RostamabadiA., Kargar ShourokiF., JalilianH., ChoobinehA., AzmoonH., & ShakerianM. (2019). The relationship between work-related psychosocial factors and burnout among Iranian nurses: Job demand-control-support model. Medicina del Lavoro, 110(4), 312–320. https://doi.org/10.23749/mdl.v110i4.8025
65.
RubelM. R. B., KeeD. M. H., & RimiN. N. (2017). The mediating role of work-family conflict on role stressors and employee turnover intention relationship in labour-oriented organisations. Global Business Review, 18(6), 1384–1399. https://doi.org/10.1177/0972150917713061
66.
SaksA. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
67.
SeigerC. P., & WieseB. S. (2009). Social support from work and family domains as an antecedent or moderator of work-family conflicts?Journal of Vocational Behaviour, 75(1), 26–37. https://doi.org/10.1016/j.jvb.2009.03.001
68.
ShanockL. R., & EisenbergerR. (2006). When supervisors feel supported: Relationships with subordinates’ perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689–695.
69.
SinghS. K., & SinghA. P. (2019). Interplay of organizational justice, psychological empowerment, organizational citizenship behavior, and job satisfaction in the context of circular economy. Management Decision, 57(4), 937–952. https://doi.org/10.1108/MD-09-2018-0966
70.
TalebzadehN., & KaratepeO. M. (2019). Work social support, work engagement and their impacts on multiple performance outcomes. International Journal of Productivity and Performance Management, 69(6), 1227–1245. https://doi.org/10.1108/IJPPM-05-2018-0195
71.
TaylorB. L., DelCampoR. G., & BlanceroD. M. (2009). Work-family conflict/facilitation and the role of workplace supports for U.S. Hispanic professionals. Journal of Organisational Behavior, 30(5), 643–664. https://doi.org/10.1002/job.605
72.
WittL. A., & CarlsonD. S. (2006). The work-family interface and job performance: Moderating effects of conscientiousness and perceived organizational support. Journal of Occupational Health Psychology, 11(4), 343–357. https://doi.org/10.1037/1076-8998.11.4.343
73.
WulaniF., HandokoT. H., & PurwantoB. M. (2021). Supervisor-directed OCB and deviant behaviors: The role of LMX and impression management motives. Personnel Review. https://doi.org/10.1108/PR-06-2020-0406
74.
YousafS., Rasheed MuhammadI., HameedZ., & LuqmanA. (2019). Occupational stress and its outcomes: The role of work-social support in the hospitality industry. Personnel Review, 49(3), 755–773. https://doi.org/10.1108/PR-11-2018-0478
75.
ZhangY., RasheedM. I., & LuqmanA. (2019). Work-family conflict and turnover intentions among Chinese nurses: The combined role of job and life satisfaction and perceived supervisor support. Personnel Review, 49(5), 1140–1156. https://doi.org/10.1108/PR-01-2019-0017
