LAUSR

Drawing from the work-home resources model and the social support literature, the present study investigated how organizational engagement climate influences employees’ work-to-family conflict by examining resource generation and resource depletion mechanisms. Using a sample comprised of 2415 employees from 280 Chinese organizations, we found that organizational engagement climate was negatively related to employees’ work-to-family conflict via work engagement, and simultaneously, positively related to employees’ work-to-family conflict via work time. Additionally, our findings suggested that high level of supervisory support strengthened the organizational engagement climate-work engagement relationship. We discussed the theoretical and practical implications, as well as the limitations and suggestions for future research.