Job stress, affective commitment and life satisfaction among female managers: a moderated moderated mediation analysis of supervisor and CEO support

Purpose The purpose of this study is to identify the effect of job stress, affective commitment, supervisor support and CEO support on female managers’ life satisfaction. Design/methodology/approach Based on the job demands-resources and trickle-down effect theory, the authors conducted an investigation into the determinants of life satisfaction among 1,451 female managers in South Korea. Findings When experiencing job stress, affective commitment positively influences the life satisfaction of female managers. In addition, perceived supervisor support plays a crucial role in mitigating job stress and enhancing affective commitment. Finally, perceived CEO support reinforces the positive impact of affective commitment on life satisfaction. Thus, perceived supervisor and CEO support, along with strategies to reduce job stress, can enhance affective commitment and life satisfaction among female managers, thus improving organizational diversity, retention and performance. Originality/value This paper identified potential areas that could improve the life satisfaction and affective commitment of female managers within organizations and presented practical implications. The study highlights the importance of organizational support and the role of human resource development (HRD) in developing and retaining female leaders and offers practical implications for researchers, organizational leaders and HRD practitioners.