The impact of work-family conflict on female employee performance in China: The mediating role of family-supportive supervisor behaviors

Abstract

In China, where traditional family responsibilities and increasing workplace demands frequently coexist, work-family conflict continues to be a significant challenge for female employees. This study investigates the correlations between employee performance, work-family conflict, and family-supportive supervisor behaviors among female employees, utilizing Conservation of Resources Theory and Social Exchange Theory. A quantitative cross-sectional survey was implemented, resulting in 529 valid responses from female employees employed in various organizational contexts in GuangdongProvince, China. To evaluate the postulated relationships, structural equation modeling was implemented. The results indicate a significant negative direct association between work-family conflict and employee performance. Time-based,strain-based, and behavior-based conflict are positively associated with overall work-family conflict, while WFC is positively associated with perceived FSSB, and FSSB is positively associated with employee performance. Work-family conflict is positively associated with perceived family-supportive supervisor behaviors, and employee performance is significantly and positively associated with family-supportive supervisor behaviors. Additionally, the direct association between work-family conflict and employee performance was negative, whereas family-supportive supervisor behaviors demonstrated a significant positive indirect association. This suggests a competitive mediation pattern. By emphasizing the coexistence of resource demands and supportive work placeresources, these findings expand the application of Conservation of Resources Theory. Additionally, Social Exchange Theory contributes to the explanation of the favorable employee responses that are linked to supportive supervisory relationships. The study also offers practical implications for organizations that are interested in promoting the well-being of female employees by implementing supervisory practices that prioritize family-supportive behavior and providing more structured work-family support.