Linking work–family conflict to job attitudes: the mediating role of social exchange relationships

Abstract

This study uses social exchange theory to develop a model of the processes linking work–family conflict to job attitudes. This model was tested on a sample of 236 employees in Taiwan's high-technology industry. The regression results revealed that perceived organizational support and leader–member exchange fully mediated the influence of work–family conflict on intentions to quit and affective organizational commitment, and partially mediated work–family conflict's influence on job satisfaction. The implications are discussed in this article.

Keywords:

• job attitudes
• leader–member exchange
• perceived organizational support
• work–family conflict