This study investigates how employees’ experience of family-to-work conflict might turn them away from change-oriented citizenship behaviors, as well as how this negative link might be buffered by two relational resources (social interaction and goodwill trust) and two organizational resources (distributive and procedural justice). Data collected among employees in the Canadian banking and financial services sector reveal that negative interferences of family with work reduce the likelihood that employees undertake voluntary behaviors that alter and improve the organizational status quo; this effect is weaker though when employees maintain informal relationships with their peers, believe that peers do not take advantage of them, and regard organizational decision-making procedures as fair. The results do not support a buffering effect of distributive justice. This study thus pinpoints different ways organizational change professionals can reduce the risk of diminished change-oriented voluntarism, as might arise due to the spillover of family-related strain into the workplace.

中文翻译：

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“我不能在工作中帮忙！我的家人快把我逼疯了！” 家庭与工作之间的冲突如何削弱以变革为导向的公民行为以及关键资源如何破坏这种联系

本研究调查了员工的家庭与工作冲突的经历如何使他们远离以变革为导向的公民行为，以及这种负面联系如何被两种关系资源（社会互动和善意信任）和两种组织资源缓冲（分配和程序正义）。在加拿大银行和金融服务部门的员工中收集的数据表明，家庭对工作的负面干扰降低了员工采取改变和改善组织现状的自愿行为的可能性；但是，当员工与同事保持非正式关系，相信同事不会利用他们，并认为组织决策程序是公平的时，这种效果会减弱。结果不支持分配正义的缓冲作用。因此，这项研究指出了组织变革专业人员可以通过不同的方式降低变革导向的自愿主义减弱的风险，这可能是由于与家庭相关的压力溢出到工作场所而引起的。