The mediating role of work-family conflict in the effect of perceived organizational support and leader-membership exchange on life satisfaction

This study aims to examine how the life satisfaction levels of white-collar private sector employees are affected by perceived organizational support and leader-member interaction variables. In addition, since it will fill an important gap in the literature, the effect of work-family conflict variable on these relationships in terms of mediating effect was tested. Thus, the main purpose of the study was to examine the direct effects of leader-member interaction and perceived organizational support on life satisfaction and their indirect effects through work-family conflict. In line with this purpose, white-collar employees of organizations operating in different sectors in Istanbul province were selected by convenience sampling method and constituted the sample group of the research. The questionnaire prepared in line with the purpose of the study was distributed online to 506 participants and the answers were collected in full. Quantitative research methods were used to analyze the data. Descriptive statistics, reliability and validity analyses, correlation analysis and multiple regression analysis were performed on the data set collected from 506 participants in line with the research model created, and indirect effect analysis was performed using the bootstrapping method with the Process Macro plug-in developed by Hayes to examine direct and indirect effects between variables. The results of the study show that perceived organizational support has direct effects on life satisfaction and indirect effects through work-family conflict. On the other hand, leader-member exchange has direct effects on life satisfaction and indirect effects on work-family conflict, but these effects are not statistically significant. These findings confirm the research hypotheses that perceived organizational support has the power to affect employees' life satisfaction both directly and indirectly by reducing work-family conflict.