Ega Leovani, Mohamad Adam, Muhammad Ichsan Hadjri
Work-family conflict, glass ceiling barriers, and technostress were negatively associated with job satisfaction. Perceived supportive organizational culture significantly moderated all three relationships, such that the negative associations between these institutional demands and job satisfaction became weaker at higher levels of perceived organizational support.
INTRODUCTION: Female academics face multidimensional institutional demands arising from work-family conflict, glass ceiling barriers, and technostress, which may undermine job satisfaction. Although supportive organizational culture is frequently regarded as an important organizational resource, limited evidence is available regarding its capacity to buffer the adverse associations between these demands and job satisfaction. This study examines these relationships among female academics employed in Indonesian Catholic higher education institutions.
METHODS: A quantitative cross-sectional survey was conducted among 406 female academics from 22 Catholic higher education institutions in Indonesia. All constructs were measured at the individual level. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to examine the associations of work-family conflict, glass ceiling barriers, and technostress with job satisfaction and to test the moderating role of perceived supportive organizational culture.
RESULTS: Work-family conflict, glass ceiling barriers, and technostress were negatively associated with job satisfaction. Perceived supportive organizational culture significantly moderated all three relationships, such that the negative associations between these institutional demands and job satisfaction became weaker at higher levels of perceived organizational support.
DISCUSSION: The findings indicate that supportive organizational culture can function as a protective resource for female academics, although such support attenuates rather than eliminates the adverse associations of role, career, and technological demands with job satisfaction. The findings extend the Job Demands-Resources framework and Conservation of Resources theory by demonstrating the buffering role of perceived organizational support among female academics in faith-based higher education.