Examining the Relationship Between Job-Family Interference and Job Satisfaction: The Role of Organizational, Task, and Personal Resources as Moderators

In today's day and age, it is difficult to avoid job-family interference. Therefore, the organizational resources that might reduce the negative outcomes of job-family interference have gained attention. Our study contributes to the literature by exploring the indirect (moderator) and direct roles of organizational resources in the relationship between job-family interference and job satisfaction. This study tested the conservation of resources theory, which posits that individuals with higher levels of organizational and personal resources may be able to offset the loss of resources due to job-family interference. This study utilized data from the 2014 General Social Survey (GSS) and the NIOSH Quality of Work Life (QWL) module. The target population for the GSS QWL is noninstitutionalized, English-speaking adults aged 18 years or over in the United States. In line with the conservation of resources theory, employees who experience job-family interference report a lower level of job satisfaction as key resources such as time and energy are lost due to juggling job and family roles. Consistent with our indirect or moderator effects, higher levels of organizational resources can help employees cope better with the negative effects of job-family interference, thereby increasing job satisfaction.