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1 – 10 of over 2000The present study aimed to examining the association between work–family conflict and turnover intention by exploring the mediating effect of job satisfaction and the moderating…
Abstract
Purpose
The present study aimed to examining the association between work–family conflict and turnover intention by exploring the mediating effect of job satisfaction and the moderating effect of perceived organizational support on preschool teachers in China.
Design/methodology/approach
A survey of 827 preschool teachers was conducted, and the data were analyzed using correlation analysis, hierarchical linear regression and path analysis with a structural equation model.
Findings
The results revealed that work–family conflict was significantly and positively associated with preschool teachers' turnover intention. Job satisfaction partially mediated the relationship between work–family conflict and turnover intention, while perceived organizational support moderated the association between work–family conflict and job satisfaction, thus mitigating the negative impact of work–family conflict on job satisfaction.
Originality/value
These findings contribute to the understanding of turnover among preschool teachers and suggest the need to enhance perceived organizational support to promote job satisfaction and reduce turnover in this profession.
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Fuyun Zhu, Ying Gao and Xiaotun Chen
This study aims to explore the double-edged sword effect of work connectivity behavior after-hours (WCBA) on employees’ occupational mental health. Drawing on job demand-resource…
Abstract
Purpose
This study aims to explore the double-edged sword effect of work connectivity behavior after-hours (WCBA) on employees’ occupational mental health. Drawing on job demand-resource theory, the authors examined the double mediating mechanism of work autonomy and work-family conflict on the relationship of WCBA, work engagement and work burnout. At the same time, the authors examined the moderating role of responsiveness from superiors, hoping to clarify how WCBA brings employees positive experiences (engagement) or negative experiences (burnout).
Design/methodology/approach
Under the mediating mechanism of work autonomy and work-family conflict, the authors built a dual-path model and moderated mediation model to examine the effect of WCBA on work engagement and burnout. Two-stage paired data were collected from various industries in China by distributing questionnaires to employees. The hypotheses were tested using the structural equation model and the bootstrap test method.
Findings
The results showed that WCBA positively affects work engagement and burnout. Work autonomy plays a mediating role both in the relationship between WCBA and work engagement and in the relationship between WCBA and work burnout. In addition, work-family conflict plays a mediating role both in the relationship between WCBA and work burnout and in the relationship between WCBA and work engagement. Responsiveness from superiors not only moderated the relationship between WCBA and work autonomy and between WCBA and work-family conflict but also moderated the mediating effects of work autonomy and work-family conflict.
Originality/value
This study examined the double-edged sword effect of WCBA on employees’ occupational mental health, the dual mediation of work autonomy and work-family conflict and the moderating effect of responsiveness from superiors. This study can enrich the understanding of the effects of WCBA as well as the influential factors and boundary conditions related to employees’ occupational mental health. Organizations (represented by superiors) and individuals were integrated into one model, providing a new perspective for studying WCBA. The research will help managers and individuals gain a comprehensive understanding of WCBA, and how to enhance its positive effects and circumvent its negative effects.
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Katie M. Lawson, Soomi Lee, Claire Smith and Kelsey C. Thiem
The COVID-19 pandemic may negatively impact the careers of U.S. women faculty in computer science (CS) – a field with few women and high attrition rates among women – due to…
Abstract
Purpose
The COVID-19 pandemic may negatively impact the careers of U.S. women faculty in computer science (CS) – a field with few women and high attrition rates among women – due to difficulties balancing increased work and family demands (author citation). Thus, it is important to understand whether supervisors may help to decrease this work-to-life conflict and increase the odds of retaining women faculty. This study examined whether family-supportive supervisor behaviors (FSSB) were associated with better retention-related job outcomes (e.g., lower turnover intentions) among women faculty in CS, and whether this association was mediated by lower work-to-life conflict.
Design/methodology/approach
A total of 379 CS faculty across the U.S. (54% women, 52% with children at home) were surveyed during the COVID-19 pandemic (Fall 2020-Spring 2021).
Findings
Compared to men, women CS faculty reported significantly higher work-to-life conflict, and that higher work-to-life conflict predicted poorer retention-related work outcomes for all faculty. However, for women only, FSSB predicted lower levels of work-to-life conflict, and in turn, better retention-related work outcomes.
Practical implications
Results suggest that emotionally-supportive supervisor behaviors may lower work-to-life conflict during the pandemic, which has important implications for retention-related work outcomes among women faculty in CS.
Originality/value
Research has yet to disentangle how managers can help to retain women CS faculty in light of the increasing and changing work and home demands due to the pandemic. The present study focused on whether FSSB – particularly emotional support – may benefit women CS faculty.
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Pooja Purang, Archita Dutta and Sailee Biwalkar
This study aims to focus on understanding the work–family conflict of Indian women engineers through the lens of identity conflict.
Abstract
Purpose
This study aims to focus on understanding the work–family conflict of Indian women engineers through the lens of identity conflict.
Design/methodology/approach
Semi-structured interviews conducted with 20 Indian women engineers working in India and abroad of varying ages and work experience helped in understanding the types, sources and coping decisions about work–family conflicts experienced by them. Thematic analysis was conducted to analyse the qualitative data.
Findings
The findings reveal that as women engineers negotiate their “engineering” and “woman” identities, work–family conflict manifests as a battle of time and responsibilities, psychological strain and behaviour-based conflict. Furthermore, self-expectations and negative social sanctions play an important role in augmenting the experiences of these conflicts. The results also reveal how women re-strategize their career decisions to conciliate their conflicting identities.
Originality/value
This study furthers the literature on resolving work–family conflict by taking an identity perspective. Recommendations in literature such as work flexibility and part-time work, place the onus on women to increase their capacities to perform different roles better. Examining work–family conflict from an identity perspective allows us to look at the psychological processes underlying the challenges women face in balancing work and home in a male-dominated profession. These give insights into the need to go beyond accommodations in the workplace to redefine gender roles and relations for equal participation of women in the modern workforce.
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Jarrod Haar and Simon Wilkinson
Smart device use for work during family time is a growing issue of concern and is likely exacerbated by the COVID-19 pandemic. The authors test a broad range of well-being…
Abstract
Purpose
Smart device use for work during family time is a growing issue of concern and is likely exacerbated by the COVID-19 pandemic. The authors test a broad range of well-being outcomes (job anxiety, job depression and insomnia) to extend the literature. Work–family conflict was included as a mediator with age as a moderator.
Design/methodology/approach
The study uses representative data from 422 New Zealand employees across a wide range of occupations, sectors, and industries from late 2020. Confirmatory factor analysis (CFA) of the data was used and moderated mediation analysis was conducted.
Findings
Overall, hypotheses were supported, with mWork positively influencing work–family and family–work conflict, and all well-being outcomes. Work–family and family–work conflict acted as mediators and age interacted with mWork leading to more conflict for older workers. Finally, moderated mediation effects were supported with age acting as a boundary condition, whereby the indirect effect of mWork on well-being outcomes increases as age increases.
Research limitations/implications
The findings highlight the danger of using mobile devices to work in family time and highlight the additional risks for older workers.
Originality/value
The mWork literature has a limited focus on well-being outcomes, and the New Zealand data provides insights from a largely underrepresented population in the literature. Further, the use of age as a moderator of mWork towards well-being outcomes provides further originality.
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Nicolas Gillet, Stéphanie Austin, Tiphaine Huyghebaert-Zouaghi, Claude Fernet and Alexandre J.S. Morin
Research has shown that colleagues' norms promoting the need to respond quickly to work-related messages (CN) have a negative effect on work recovery experiences. In the present…
Abstract
Purpose
Research has shown that colleagues' norms promoting the need to respond quickly to work-related messages (CN) have a negative effect on work recovery experiences. In the present study, the authors examine the direct and indirect – through affective rumination and problem-solving pondering – effects of these norms on work–family conflict, family–work conflict and job satisfaction, and verify whether and how these associations differ between employees working onsite (n = 158) or remotely (n = 284).
Design/methodology/approach
A total of 442 employees completed an online survey that covered measures on CN, affective rumination, problem-solving pondering, work–family conflict, family–work conflict and job satisfaction.
Findings
As hypothesized, the study results revealed that CN were positively related to work–family conflict and family–work conflict, but not to job satisfaction. Moreover, the indirect effects of CN on work–family conflict and job satisfaction were significantly mediated by affective rumination and problem-solving pondering, whereas the indirect effects of these norms on family–work conflict were significantly mediated by affective rumination. Finally, the relations between CN and the mediators (affective rumination and problem-solving pondering) were stronger among employees working onsite than among employees working remotely.
Originality/value
These results revealed that working remotely buffered the detrimental effects of CN on affective rumination and problem-solving pondering.
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Qasim Ali Nisar, Shahbaz Haider, Ali Waqas, Waris Ali Khan and Kareem M. Selem
Recently, a shift regarding the negative consequences of organizational citizenship behaviors (OCBs) has put them forward as employees’ negative aspects carrying dangerous…
Abstract
Purpose
Recently, a shift regarding the negative consequences of organizational citizenship behaviors (OCBs) has put them forward as employees’ negative aspects carrying dangerous consequences for organizations. Considering this issue’s seriousness, the purpose of this paper is to examine the process through which compulsory citizenship behavior fosters citizenship fatigue.
Design/methodology/approach
A total of 370 nurses working in Pakistani public-sector hospitals were this study’s final data set sample using SmartPLS4.
Findings
Partial least squares structural equation modeling (PLS-SEM) results revealed that when employees are compelled to engage in extra-role actions, they frequently experience work-life conflict, which results in citizenship fatigue. The higher the employee’s age and the lower the education level, the lower his/her citizenship fatigue. On the other hand, findings revealed that workaholic personality aspects tend to reduce the strength of the relationship between work-life conflict and citizenship fatigue.
Originality/value
To the best of the authors’ knowledge, this paper is the first attempt to examine the recently emerged concept of citizenship fatigue among health-care professionals through conservation of resources theory. Besides, this research will highlight how the demand for voluntary actions in routine or forced citizenship behavior can become the reason for work–family conflict and ultimately create citizenship fatigue. Additionally, this paper presents the novel concept of workaholic personality and how it can play a positive role in the linkage between work–family conflict and citizenship fatigue.
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Although the extant literature has already recognised the negative impact of homebound responsibilities on women's entrepreneurship during the COVID-19 pandemic, it is yet to know…
Abstract
Purpose
Although the extant literature has already recognised the negative impact of homebound responsibilities on women's entrepreneurship during the COVID-19 pandemic, it is yet to know whether and how the family has any other role in women's businesses during this critical period. This research aims to explore the patronising and patriarchal roles of the family regarding women's small businesses in a developing nation during the pandemic.
Design/methodology/approach
This feminist study is based on the interviews of women business-owners of a highly patriarchal developing nation, Bangladesh. During the period of the interview, Bangladesh was one of the top ten regions of the world in terms of the identified coronavirus cases.
Findings
The research unveils work-family enrichment by illustrating the help of family members in meeting the challenges of the pandemic period regarding women's certain business activities, such as the innovative production process. Besides, the study reveals the assisting and, in some cases, the non-cooperative approaches of family members concerning additional homebound responsibilities that affect work-family conflict during the COVID-19 pandemic.
Originality/value
Whereas the existing literature on women's entrepreneurship regarding the family revolves around work-family conflict due to maternal or caregiving responsibilities during the COVID-19 period, this feminist study substantially contributes to the understanding by revealing how family members help women by getting involved in business activities. It further enriches the prevailing knowledge regarding assisting or hindering activities of family members concerning domestic activities that affect women's businesses during the pandemic.
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Arooba Chaudhary, Amna Umer Cheema, Labiba Sheikh and Talat Islam
This study investigates how compulsory citizenship behavior (CCB) restricts police employees from fulfilling their family responsibilities [i.e. work–family conflict (WFC)] and…
Abstract
Purpose
This study investigates how compulsory citizenship behavior (CCB) restricts police employees from fulfilling their family responsibilities [i.e. work–family conflict (WFC)] and affects their psychological health. The authors also examined putting family first (PFF) as a conditional variable on the association between CCB and WFC.
Design/methodology/approach
This quantitative study collected data from 341 police employees on convenience basis. Further, the authors tackled the issue of common method bias (CMB) by collecting data in two waves.
Findings
The data were analyzed through structural equation modeling (SEM), and the result revealed that WFC mediates the association between CCB and police employees' psychological health. In addition, the authors noted that individuals high in PFF were less likely to experience WFC in the presence of CCB.
Originality/value
This study contributes to the scant literature on police employees' psychological health. Specifically, this study is the first to investigate the mediating role of WFC between CCB and psychological health with the boundary condition of PFF.
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Niannian Dong, Mian Zhang and Beth A. Livingston
This study aims to investigate the indirect impact of work-to-family conflict (WFC) on job satisfaction and reparative behaviors toward family members through work-to-family guilt…
Abstract
Purpose
This study aims to investigate the indirect impact of work-to-family conflict (WFC) on job satisfaction and reparative behaviors toward family members through work-to-family guilt (WFG). In addition, it seeks to explore the moderating effect of intrinsic motivation on the relationship between WFC and WFG.
Design/methodology/approach
The authors conducted two studies. Study 1 used a scenario-based experiment to investigate the mediating effect of WFG. Study 2 examined all the proposed hypotheses via survey data.
Findings
Study 1 revealed that WFC had a negative effect on job satisfaction. Concurrently, it exerted a positive impact on reparative behavioral intentions toward family members through WFG. Subsequently, Study 2 demonstrated that intrinsic motivation moderated the relationship between WFC and guilt. Furthermore, it also moderated the indirect effect of WFC on job satisfaction through WFG. Moreover, a positive relationship between WFG and reparative behaviors existed only among nontraditional men.
Originality/value
This study enriches existing literature on WFG by clarifying its impact on reparative behaviors toward family members. Moreover, it contributes to the contingent view of the source attribution perspective by highlighting intrinsic motivation as a significant boundary condition in the source attribution process.
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