This study investigates the association between work-family conflict and organizational citizenship behavior and examines the mediated role of subjective happiness between and the moderated part of family support. A moderated mediation model is established based on the Conservation of Resources theory. We collected data from 386 employees of nine companies in China. This study shows that the work-family conflict of female professional employees is negatively correlated with organizational citizenship behavior, and that the relationship is mediated by subjective well-being. Furthermore, female (...) professional employees’ family support moderates the effects of work-family conflict on subjective happiness and organizational citizenship behavior, with the relationship weaker when family support is higher. This study enriches the literature on work-family conflict by using family support as a mediating mechanism for work-family conflict. It enhanced our understanding of the influencing mechanisms of organizational citizenship behavior by constructing a more detailed model. (shrink)

To remain competitive, organizations need an engaged workforce. Although ample research has been carried out on the antecedents of employee work engagement, a comprehensive understanding of how and when voice climate is associated with employee work engagement is currently lacking. Drawing on the theory of planned behavior (TPB), this study examines the pathway by which voice climate affects employee work engagement. Two studies were conducted to test the proposed linkages. More specifically, in field and experimental studies, we find evidence that (...) voice climate reduces employees’ intention to engage in counterproductive work behavior (CWB), which, in turn, fosters their engagement in their work. In addition, ethical leadership and religiosity were found to act as boundary conditions in the relationship between voice climate and intention to CWB and work engagement. (shrink)