Description
The purpose of this study is to propose and test a model explicating the effect of work-home conflict on job satisfaction and professional self-efficacy of IT employees in Japan. Conscientiousness was included as a moderator of the relationships above. The model was subjected to structural equation modelling analysis by using the data collected from 312 Japanese IT employees. The results indicate that work-home conflict has a negative impact on both job satisfaction and professional self-efficacy. The negative effect of work-home conflict on job satisfaction is stronger for those who exhibit a higher degree of conscientiousness. In contrast to expectations, conscientiousness does not moderate the negative relationship between work-home conflict and professional self-efficacy of IT employees. Managers should be aware of the negative consequences of work-home conflict because it reduces their employees’ degree of job satisfaction and professional self-efficacy. They should also pay more attention to highly conscientious employees.
Recommended Citation
Serenko, Alexander; Sato, Osam; Palvia, Prashant C.; Turan, Aykut Hamit; and Sasaki, Hiroshi, "The Effect of Work-Home Conflict on IT Employees in Japan: The Moderating Role of Conscientiousness" (2017). AMCIS 2017 Proceedings. 6.
https://aisel.aisnet.org/amcis2017/Global/Presentations/6
The Effect of Work-Home Conflict on IT Employees in Japan: The Moderating Role of Conscientiousness
The purpose of this study is to propose and test a model explicating the effect of work-home conflict on job satisfaction and professional self-efficacy of IT employees in Japan. Conscientiousness was included as a moderator of the relationships above. The model was subjected to structural equation modelling analysis by using the data collected from 312 Japanese IT employees. The results indicate that work-home conflict has a negative impact on both job satisfaction and professional self-efficacy. The negative effect of work-home conflict on job satisfaction is stronger for those who exhibit a higher degree of conscientiousness. In contrast to expectations, conscientiousness does not moderate the negative relationship between work-home conflict and professional self-efficacy of IT employees. Managers should be aware of the negative consequences of work-home conflict because it reduces their employees’ degree of job satisfaction and professional self-efficacy. They should also pay more attention to highly conscientious employees.