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1 – 10 of 10José Aurelio Medina-Garrido, José María Biedma-Ferrer and Antonio Rafael Ramos-Rodríguez
The purpose of this paper is to assess the impact of the existence of and access to different work-family policies on employee well-being (EWB) and job performance.
Abstract
Purpose
The purpose of this paper is to assess the impact of the existence of and access to different work-family policies on employee well-being (EWB) and job performance.
Design/methodology/approach
Hypothesis testing was performed using a structural equation model based on a PLS-SEM approach applied to a sample of 1,511 employees of the Spanish banking sector.
Findings
The results obtained demonstrate that the existence and true access to different types of work-family policies such as flexible working hours (flexi-time), long leaves, and flexible work location (flexi-place) are not directly related to job performance, but indirectly so, when mediated by the well-being of employees generated by work-family policies. In a similar vein, true access to employee and family support services also has an indirect positive impact on job performance mediated by the well-being produced. In contrast, the mere existence of employee and family support services does not have any direct or indirect effect on job performance.
Originality/value
This study makes a theoretical and empirical contribution to better understand the impact that of the existence of and access to work-family policies on job performance mediated by EWB. In this sense, the authors posited and tested an unpublished theoretical model where the concept of EWB gains special relevance at academic and organizational level due to its implications for human resource management.
Propósito
Este trabajo analiza los efectos de la existencia y accesibilidad de diferentes tipos de políticas trabajo-familia (WFP) sobre el bienestar y el desempeño laboral.
Diseño/Metodología/Enfoque
Para contrastar las hipótesis propuestas se aplicó un modelo de ecuaciones estructurales, utilizando el enfoque PLS-SEM, a una muestra de 1.511 trabajadores del sector financiero español.
Resultados
Los resultados del análisis muestran que la existencia y accesibilidad de las WFP relativas a flexibilidad temporal, permisos largos y el lugar de trabajo no producen directamente mejoras en el desempeño, pero sí indirectamente a través del bienestar laboral que dichas políticas generan. Del mismo modo, la accesibilidad de las WFP relativas a servicios de apoyo al empleado y a su familia tiene también un efecto positivo indirecto sobre el desempeño, mediado por el bienestar generado. Sin embargo, la mera existencia de servicios de apoyo no incide ni directa ni indirectamente sobre el desempeño.
Originalidad/Valor
Este trabajo constituye una novedosa aportación teórica y empírica sobre el impacto de la existencia y accesibilidad de las WFP en el desempeño, considerando el papel mediador del bienestar laboral en esta relación. En este sentido, se propone y comprueba empíricamente un modelo teórico inédito en la literatura, en el que el concepto de bienestar laboral cobra especial relevancia tanto a nivel académico como por sus implicaciones prácticas para la dirección.
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Emilia Araújo, Catarina Sales Oliveira, Liliana Castañeda-Rentería and Kadydja Chagas
Sandra Idrovo and María José Bosch
The purpose of this paper is to explore how family-supportive supervisor behaviour (FSSB) and organisational work–family policies (WFP) influence turnover intention (TI)…
Abstract
Purpose
The purpose of this paper is to explore how family-supportive supervisor behaviour (FSSB) and organisational work–family policies (WFP) influence turnover intention (TI), satisfaction with work–family balance (SWFB) and prosocial motivation (PSM) in employees in organisations in the private sector in Colombia and Chile. It also explores whether a family -friendly organisational culture (FFOC) moderates this relationship.
Design/methodology/approach
A questionnaire (the International Family-Responsible Employed Index) was used to survey 486 employees (Chile: 255, Colombia: 231). The questionnaire consisted of three main sections: independent variables (WFP, FSSB, (FFOC and individual characteristics); dependent variables (organisational outcomes of TI, loyalty and commitment, and individual outcomes of health, WFE, SWFB, PSM and intrinsic); and demographic indicators. Structural equation modelling was used to test the possibility of comparing both countries and the model proposed.
Findings
Results show a negative relationship between FSSB and TI, and a positive relationship between FSSB and SWFB and PSM. There are no significant differences among countries, except when looking at PSM. FFOC moderates the relationships between FSSB and TI, between policies and FSSB and SWFB and between FSSB and PSM. It also has a direct effect on PSM.
Originality/value
This paper is one of the first to offer comparative data from organisations and managers in Latin American countries at the work–family interface. It also contributes to the literature, offering results partly consistent with studies in Anglo–Saxon countries.
Propósito
Este estudio explora cómo los comportamientos solidarios de los supervisores y las políticas de apoyo para el balance entre trabajo-familia influyen en la intención de dejar la empresa, la satisfacción con el balance trabajo-familia y la motivación pro-social de los empleados en organizaciones en el sector privado en Colombia y Chile. Además, se centra en cómo una cultura amigable para las familias modera la relación.
Diseño/Metodología/aproximación
El cuestionario IFREI (International Family-Responsible Employed Index) fue utilizado para recabar información de 486 empleados (Chile: 255, Colombia: 231). El cuestionario consta de tres partes principales: variables independientes (Políticas Trabajo-Familia (WFP), Comportamientos solidarios de supervisores (FSSB), Cultura organizacional amigable para la familia (FFOC), y características individuales); variables dependientes (resultados organizacionales de intenciónde dejar la empresa, lealtad y compromiso; y resultados individuales de salud, enriquecimiento trabajo-familia, satisfacción con el balance trabajo-familia (SWFB) y motivación: pro-social (PSM) e intrínseca; e indicadores demográficos. Se usa ecuaciones estructuradas para probar la posibilidad de comparar ambos países y el modelo propuesto.
Resultados
Los resultados muestran una relación negativa entre comportamientos solidarios e intención de dejar la empresa y una relación positiva entre comportamientos solidarios de supervisores y satisfacción con el balance trabajo-familia y motivación pro-social. No hay diferencias significativas entre los países, excepto en lo que se refiere a motivación pro-social. La cultura organizacional amigable para la familia modera la relación entre comportamientos solidarios de los supervisores y la intención de dejar la empresa, entre políticas y FSSB y SWFB, y entre FSSB y PSM. La cultura organizacional amigable a la familia tiene un efecto directo en la motivación pro-social.
Originalidad/valor
Este trabajo es uno de los primeros en ofrecer información comparativa entre organizaciones y directivos de países Latinoamericanos alrededor de la esfera trabajo-familia. También contribuye a la literatura ofreciendo resultados parcialmente consistentes con estudios de países anglosajones.
Details
Keywords
- Colombia
- Chile
- Family-supportive supervisor behaviour
- Work–family policies
- Turnover intention
- Satisfaction with work–family balance
- Prosocial motivation
- Family-friendly organizational culture
- Colombia
- Chile
- Comportamientos Solidarios de los Supervisores
- Políticas trabajo-familia
- Intención de dejar la empresa
- Satisfacción con el balance trabajo-familia
- Motivación pro-social
- Cultura Organizacional amigable para la familia
Consolación Adame‐Sánchez and María‐José Miquel‐Romero
This paper aims to perform a descriptive analysis of the current degree of development and application of work‐life balance policies in Spanish SMEs, examining the differences…
Abstract
Purpose
This paper aims to perform a descriptive analysis of the current degree of development and application of work‐life balance policies in Spanish SMEs, examining the differences that arise due to ownership structure (family owned business versus non‐family owned business) and presenting an in‐depth analysis of the variables that influence managers' attitudes towards work‐life balance policies.
Design/methodology/approach
Structured interviews with SME managers were performed.
Findings
The presence of those polices is small, although the situation differs depending on the type of policy. Differences in ownership structure do not imply significantly different behavior with regard to the introduction and application of these human resource policies, nor do they affect the attitude of managers towards them, although the variables that influence managers' attitudes differ.
Research limitations/implications
Only Spanish SMEs are considered, so cultural context can condition results generalizations.
Practical implications
Results reveal the need for SMEs to engage in WLB policies, and the importance of improving their managers' attitudes towards those polices, taking into consideration ownership structure of that company.
Originality/value
Little information exists on the extent to which WLB policies are used, especially in family business versus non‐family business; moreover, the study reveals the relevance of understanding managers' attitudes towards those policies, as variables determining it differ when ownership structure of the firm is taken into consideration.
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Salomé Goñi, Pilar Corredor and Consuelo León
This research addresses how companies develop a process of transformation to a more family responsible behaviour and the role that women play in this process. This paper aims to…
Abstract
Purpose
This research addresses how companies develop a process of transformation to a more family responsible behaviour and the role that women play in this process. This paper aims to propose a model in which a female workforce is seen as contributing to the development of the family responsible firm. The model includes two paths for transformation, the supportive work–family culture and the managerial strategy for work–family using a mediation model. The analysis was performed in a sample of 1,048 Spanish firms.
Design/methodology/approach
The hypotheses are tested using Baron and Kenny’s (1986) mediated regression technique, the Sobel’s test (1982) and a bootstrap re-sampling with 5,000 and 10,000 iterations to determine the significance of the mediation.
Findings
The results confirm the impact of the proportion of women in the workforce on organizational culture and managerial strategy, factors that lead to a real increase in the accessibility of work–family policies. The mediation effect is total.
Research limitations/implications
Limitations stemming from the survey used and from the cross-sectional data.
Practical implications
The role of women, the culture and managers in promoting work–family policies appears clear. The need for the active reinforcement of the supportive work–family culture in companies and managerial strategy, diffusion, planning and involvement are all key factors in the development of work–family policies.
Social implications
Governments and society as a whole should urge firms to use all means at their disposal to guarantee the formal adoption of work–family policies.
Originality/value
Research that analyses the way in which work–family culture and the managerial strategy for work–family generate change does not usually incorporate the female component of the labour force as an explanatory element.
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María Pilar de Luis Carnicer, Angel Martínez Sánchez, Manuela Pérez Pérez and María José Vela Jiménez
Shows the results of a survey about the antecedents of work‐family conflict in a sample of Spanish employees. Analyses and discusses the influence of job‐related and non‐related…
Abstract
Shows the results of a survey about the antecedents of work‐family conflict in a sample of Spanish employees. Analyses and discusses the influence of job‐related and non‐related factors. The results indicate that both groups of factors are antecedents of work‐family conflict. Even though gender is not a significant variable to explain work‐family conflict, the empirical study found differences at the time to explain the antecedents of men and women's work‐family conflict. A few family‐domain and work‐domain perceptions had a strong influence on work‐family conflict such as the gender roles, importance of family, job flexibility and job mental and physical requirements. Some of these perceptions suggest the influence of a culture where traditional gender roles still prevail and family as an institution is very strong. Functional mobility and educational level are also antecedents of work‐family conflict. However, job category level, marital status, and social benefits do not have any influence on work‐family conflict in the multivariate analysis, but the bivariate analysis showed that they have indeed an influence on the work‐family conflict according to the hypotheses developed in the research framework.
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Various investigations have shed light on the positive and negative effects of telework on the work-family conflict. These effects might be related to the conditions under which…
Abstract
Purpose
Various investigations have shed light on the positive and negative effects of telework on the work-family conflict. These effects might be related to the conditions under which telework is carried out. The purpose of this paper is to analyze the influence of six variables related to telework conditions on the work-family conflict, and the number of additional hours worked beyond normal office hours.
Design/methodology/approach
Multiple linear regression models are calculated with data collected from a sample of 142 teleworkers in public institutions to evaluate the effect of the above variables.
Findings
Results reveal that factors which affect work-family conflict include the space used for working at home, the presence of persons at home while someone is teleworking, the number of days of telework, the time a person has been teleworking, and the extent of responsibility a worker has outside of the work environment.
Originality/value
There is a need for research to determine the ideal conditions and situations for teleworking. This study is specifically intended to strengthen some previous findings in this area, and to provide new evidence.
Propósito
Las investigaciones han mostrado efectos positivos y negativos del teletrabajo sobre el conflicto trabajo-familia. Estos efectos podrían estar relacionados con las condiciones en las que lleva a cabo el teletrabajo. Por ello, el presente estudio analiza la influencia de seis variables relacionadas con las condiciones del teletrabajo, sobre el conflicto trabajo-familia y la cantidad de horas laboradas adicionales a la jornada.
Metodología
Para evaluar el efecto de esas variables se procesan modelos de regresión lineal múltiple con los datos obtenidos en una muestra de 142 teletrabajadores de instituciones públicas.
Hallazgos
Los resultados revelan que el espacio utilizado para trabajar en el hogar, la presencia de personas en el hogar mientras se teletrabaja, la cantidad de días de teletrabajo, el tiempo que lleva un sujeto teletrabajando y el grado de responsabilidad que tiene el trabajador fuera del ámbito laboral, influyen sobre el conflicto trabajo-familia.
Originalidad/valor
Hacen falta investigaciones que revelen las condiciones y situaciones idóneas para teletrabajar. Esta investigación precisamente refuerza algunos hallazgos encontrados en esa línea y brinda nuevas evidencias.
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Luis Eduardo Torres, Carlos Enrique Ruiz, Bob Hamlin and Andres Velez-Calle
– The purpose of this study was to identify what Colombians perceive as effective and least effective/ineffective managerial behavior.
Abstract
Purpose
The purpose of this study was to identify what Colombians perceive as effective and least effective/ineffective managerial behavior.
Design/methodology/approach
This study was conducted following a qualitative methodology based on the philosophical assumptions of pragmatism and the “pragmatic approach” (Morgan, 2007). The critical incident technique was used to generate data from a purposive sample of 27 managers and non-managerial employees located in Medellin and Bogota, Colombia.
Findings
The results of this study suggest that effective managers in Colombia are those who are supportive, caring, considerate, participative, understanding, communicative and flexible, and are also good problem solvers.
Research limitations/implications
This study focused on the perceptions of Colombian managers and non-managerial employees only. Therefore, the description of effective and least effective/ineffective managers in Colombia could be highly value-laden from the national cultural perspective. Hence, it is recommended that further research should be carried out to explore the perceptions of international managers who have frequently interacted or worked with Colombian managers.
Originality/value
The results of this study have practical implications for Colombian managers and international managers who manage the Colombian workforce. For Colombian managers, this study provides insight into what is considered effective or least effective/ineffective managerial and leadership behavior. The findings provide useful information on foreign multinational corporations (MNCs) that have operations in Colombia. MNCs can use the results of this study to create effective management development models for their expatriates in Colombia.
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Paulina Salinas and Gianni Romaní
Given Chile's high projected deficit of skilled labor in its mining industry, the purpose of this paper is to explore the gender barriers present that hinder women from entering…
Abstract
Purpose
Given Chile's high projected deficit of skilled labor in its mining industry, the purpose of this paper is to explore the gender barriers present that hinder women from entering the sector.
Design/methodology/approach
To do this, a descriptive and interpretative study was undertaken and in‐depth interviews were conducted with 70 male and female workers belonging to the operating areas in the mining companies located in northern Chile. The data were transcribed and analyzed through a qualitative approach using discourse analysis by thematic categories.
Findings
The results show that gender barriers are related to: self‐discrimination of workers themselves, family demands, and male dominance in the field.
Originality/value
These results are relevant for strategic planning in the mining industry. They allow us to redirect policies to incorporate women in the sector in order to counteract the aforementioned deficits. The practical implications of this study for the mining sector in general include the incorporation of, for male employees, awareness workshops focussing on the importance of the inclusion of women in mining and aspects that favor this process and, for female employees, leadership and empowerment workshops. These initiatives will help to generate a more satisfying work environment that promotes better human resource management and productivity of the sector.
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