Theoretical Framework:

Work family conflict is an inter role conflict arising from incompatible pressures from work and
family roles (Greenhaus & Beutell, 1985). When employees give more time to work then conflict
arise from family side and when individual gives more time to their families conflict will arise
from workplace. So, increase in Work-Family Conflict will increase workplace deviation. Workers
deviate themselves from organization when they perceive that their organization/supervisor
mistreated them in some manner.

Emotional Exhaustion act as a mediator between work-family conflict and Workplace Deviation.
Emotional Exhaustion, defined as feelings of being emotionally over-extended and exhausted, is
the core explanatory dimension of burnout (Maslach-Pines & Keinan, 2006; Michinov,
2005; Shirom, 1989; Wright & Bonett, 1997). Emotional exhaustion refers to feelings of being
emotionally overextended and depleted of one’s emotional resources (Shaufelli et al., 2009).
Increased level of work family conflict will result in higher level of emotional exhaustion and
workers ultimately deviate from workplace.

Perceived Supervisor Support act as a moderator. Perceived Supervisor Support refers to the
degree to which employees perceive that supervisors offer employees support, encouragement and
concern (Burke, Borucki and Hurley, 1992). The degree of supervisor support may affect
employees’ behavior.

Theoretical Model:
Perceived
Supervisor
Support

Work-Family Emotional Workplace

Conflict Exhaustion Deviation
Impact of Work-family Conflict on Workplace Deviance with mediating role of
Emotional Exhaustion and moderating role of Perceived Supervisor Support

References:
Wilk, Steffanie L. (2005), "Display Rule "Regulators": The Relationship between Supervisors and
Worker Emotional Exhaustion", Journal of Applied Psychology, 90, 917-927.

Sanqing Wu and Kai Cao, (2015) Abusive supervision and work family conflict; the mediating
role of emotional exhaustion journal of human resource and sustainable studies, 3,171-178.

Robinson, S., & Bennett, R. (1995). A typology of deviant workplace behaviors: A multi-
dimensional scaling study. Academy of Management Journal, 38, 555-572.

Parasuraman S and Simmers CA (2001) Type of employment, work–family conflict and well-
being: A comparative study. Journal of Organizational Behavior 22(5): 551–568.

Baron, R. A., & Neuman, J. H. (1996). Workplace violence and workplace aggression: Evidence
on their relative frequency and potential causes. Aggressive Behavior, 22, 161–173.