The moderating role of work values in the relationship between work-to-family conflict and organisational commitment

Abstract

This study examines the relationship between work-to-family conflict (WFC), affective commitment, normative commitment, and continuance commitment, with intrinsic and extrinsic work values as potential moderators. Data were collected from 272 employees across various industries in Singapore using an online survey. Participants completed three measures: (1) Work-to-Family Conflict Scale, (2) Revised Organisational Commitment Scale, and (3) Work Values Questionnaire. Hierarchical regression analyses were conducted using IBM SPSS Statistics 29.0.2.0, with moderation effects tested through Hayes’ Process macro 4.3. Results indicated a significant positive relationship between WFC and continuance commitment. Furthermore, extrinsic work values significantly moderated this relationship, such that employees with higher extrinsic work values experienced stronger positive effect of WFC on continuance commitment. However, WFC was not significantly related to affective or normative commitment, and no moderation effects were found for either relationship. Nonetheless, this study contributes to the literature by addressing key gaps and examining the moderating role of intrinsic and extrinsic work values in the WFC–organisational commitment relationship, an area with limited research. The findings provide practical strategies for organisations to enhance employee well-being and commitment while fostering a supportive work environment, and highlight the potential role of work values in selection strategies. This paper concludes with a discussion of limitations and directions for future research.