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Article
Publication date: 12 September 2023

Ana Lúcia Marôco, Sónia P. Gonçalves and Fernanda Nogueira

The purpose of this paper was to study the psychometric properties of the Portuguese version of the Work–family balance (WFB) scale, developed by Carlson et al. (2009), as well as…

Abstract

Purpose

The purpose of this paper was to study the psychometric properties of the Portuguese version of the Work–family balance (WFB) scale, developed by Carlson et al. (2009), as well as demonstrating that the WFB is a different construct from the work–family conflict (WFC) and the family–work conflict (FWC). Additionally, this study intended to verify if the work–family balance construct is invariant in the different work regimes (face-to-face work, hybrid work, teleworking), and between men and women.

Design/methodology/approach

Snow-ball convenience sample of 224 workers; psychometric analysis of the different scales/constructs analyzed by confirmatory analysis using R/Lavaan.

Findings

The results obtained show that the WFB scale presents factor and convergent validity, and high reliability. The WFB construct is negatively correlated with the WFC and FWC constructs. The WFB is a different construct from the WFC and FWC. The WFB is invariant both in workers subjected to different work regimes, and sexes.

Originality/value

The conceptualization and measurement of the work–family relationship has been the subject of several studies. Among the different conceptual approaches to this relationship, WFB has been the least studied and, in terms of human resource management, it is the one that has the best relationship with sustainability and organizational performance. Therefore, it is of utmost importance to obtain a valid and reliable WFB measures, to be used by both academics and human resources professionals.

Propósito

El propósito de este trabajo fue estudiar las propiedades psicométricas de la versión portuguesa de la escala de equilibrio trabajo-familia (WFB), desarrollada por Carlson et al. (2009), así como demostrar que el WFB es un constructo diferente del conflicto trabajo-familia (WFC) y del conflicto familia-trabajo (FWC). Además, pretendíamos verificar si el constructo equilibrio trabajo-familia es invariable en los diferentes regímenes de trabajo (trabajo presencial, trabajo híbrido, teletrabajo), y entre hombres y mujeres.

Diseño/metodología/enfoque

Muestra de conveniencia bola de nieve de 224 trabajadores; Análisis psicométrico de las diferentes escalas/constructos analizados mediante Análisis Confirmatorio utilizando R/Lavaan.

Conclusiones

Los resultados obtenidos muestran que la escala WFB presenta validez factorial y convergente, así como una alta fiabilidad. El constructo WFB correlaciona negativamente con los constructos WFC y FWC. El WFB es un constructo diferente del WFC y del FWC. El WFB es invariante tanto en trabajadores sometidos a diferentes regímenes de trabajo, como en sexos.

Originalidad

La conceptualización y medición de la relación trabajo-familia ha sido objeto de diversos estudios. Entre los diferentes enfoques conceptuales de esta relación, el WFB ha sido el menos estudiado y, en términos de gestión de recursos humanos, es el que mejor relación tiene con la sostenibilidad y el desempeño organizacional. Por lo tanto, es de suma importancia obtener una medida válida y fiable del equilibrio trabajo-familia, que pueda ser utilizada tanto por académicos como por profesionales de los recursos humanos.

Article
Publication date: 7 November 2016

Martín Salazar Solís

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…

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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.

Details

Academia Revista Latinoamericana de Administración, vol. 29 no. 4
Type: Research Article
ISSN: 1012-8255

Keywords

Article
Publication date: 6 March 2017

José 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.

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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.

Article
Publication date: 28 March 2023

Kaung-Hwa Chen and Ying Ye

This study motivated by humanistic care aims to identify hospitality frontline employees’ alienation in Taiwan during the COVID-19 pandemic, and based on the job demands-resources…

Abstract

Purpose

This study motivated by humanistic care aims to identify hospitality frontline employees’ alienation in Taiwan during the COVID-19 pandemic, and based on the job demands-resources (JD-R) model, the mediating role of alienation between job characteristics and organizational citizenship behavior (OCB) is discussed.

Design/methodology/approach

The authors drew on the JD-R model to delineate the mechanisms by which job demands (including emotional dissonance and work–home conflict) and job resources (including job support, training and possibility for career development) affect OCB through employees’ alienation. This study adopted snowball sampling and purposive sampling to conduct a questionnaire survey aimed at Taiwanese hospitality frontline employees. A total of 373 valid questionnaires were retained, and structural equation model was used to test the research hypotheses.

Findings

The results revealed that job demands of emotional dissonance and work–family conflict positively affect alienation; job resources of job support, training and possibility for career development negatively affect alienation; alienation negatively affects OCB; and alienation mediates the relationship between job characteristics and OCB fully.

Research limitations/implications

Considering that alienation plays a full mediating role between job characteristics and organizational outcomes, this study put forward specific suggestions on how to increase job resources and reduce job demands to weaken alienation and further improve organizational performance in management practices. And practical implications were provided to help hospitality human resource management deal with the issue of talents retention. In addition, “work authenticity” should be introduced as a mediator in the future research. “Work authenticity” reflects employees’ positive working life state and is the opposite of “alienation.” The effectiveness of employees’ positive and negative working life state in communicating job characteristics and organizational outcomes can be compared.

Originality/value

The specific alienation experience of hospitality frontline employees is defined. Moreover, by introducing the alienation theory, this study demonstrates the health impairment path of JD-R model and suggests that job characteristics affect OCB through the full mediation of alienation.

研究目的

本研究以人文关怀为动机, 明确了COVID-19疫情期间台湾酒店一线员工的异化状态, 并基于工作需求-资源理论模型, 探讨了异化在工作特性与组织公民行为之间发挥的中介作用。

研究设计/研究方法/研究路径

笔者运用工作需求-资源模型以阐释工作需求(包括情绪失调和工作-家庭冲突)和工作资源(包括工作支持、培训和职业发展潜能)透过员工的异化影响组织公民行为的机制。本研究采用滚雪球抽样和目的性抽样的抽样方式, 对台湾酒店一线员工开展问卷调查; 留存有效问卷373份, 并采用结构方程模型对研究假设进行检验。

研究发现

本研究揭示了情绪失调和工作-家庭冲突的工作需求正向影响异化; 工作支持、培训和职业发展潜能的工作资源对异化产生负面影响; 异化对组织公民行为产生负面影响; 异化在工作特性与组织公民行为的关系中起完全中介作用。

研究限制∕意涵

综合异化在工作特性与组织成果之间起着完全的中介作用, 本研究就管理实践中如何增加工作资源和减少工作需求以减弱异化并进一步提高组织绩效提出了具体建议, 以此帮助酒店人力资源管理部门处理留住人才的问题。此外, 应引入反映员工积极工作状态的“工作真实性”(即“异化”的对立面)作为中介, 比较员工积极和消极工作状态在沟通工作特性和组织成果上的有效性。

原创性

本研究明确了酒店一线员工具体的异化体验。此外, 透过引入异化理论, 本研究实证了工作需求-资源模型的健康损害路径, 并揭示了工作特性通过异化的完全中介作用影响组织公民行为。

Objetivoo

Este estudio motivado por la atención humanística identificó la alienación de los empleados de primera línea de la hostelería en Taiwán durante la pandemia de COVID-19 y, basándose en el modelo de exigencias laborales-recursos (JD-R), se analizó el papel mediador de la alienación entre las características laborales y el comportamiento de ciudadanía organizacional fue discutido.

Diseño/metodología/enfoque

Nos basamos en el modelo JD-R para delinear los mecanismos por los que las exigencias del puesto de trabajo (incluida la disonancia emocional y el conflicto entre el trabajo y el hogar) y los recursos del puesto de trabajo (incluido el apoyo laboral, la formación y la posibilidad de desarrollo profesional) afectan a la organización. Del comportamiento ciudadano (OCB) a través de la alienación de los empleados. Este estudio adoptó el muestreo de bola de nieve y el muestreo intencional para realizar una encuesta por cuestionario dirigida a los empleados de primera línea de la hostelería taiwanesa. Se obtuvieron 373 cuestionarios válidos y se utilizó un modelo de ecuaciones estructurales para probar las hipótesis de la investigación.

Resultados

Los resultados revelaron que las demandas laborales de disonancia emocional y conflicto trabajo-familia afectan positivamente a la alienación; los recursos laborales de apoyo al trabajo, formación y posibilidad de desarrollo profesional afectan negativamente a la alienación; la alienación afecta negativamente al comportamiento de ciudadanía organizacional; la alienación media totalmente la relación entre las características laborales y el comportamiento de ciudadanía organizacional.

Limitaciones/implicaciones de la investigación

Teniendo en cuenta que la alienación desempeña un papel mediador total entre las características del puesto de trabajo y los resultados organizativos, este estudio presentó sugerencias específicas sobre cómo aumentar los recursos del puesto de trabajo y reducir las exigencias del mismo para debilitar la alienación y mejorar aún más el desempeño organizacional en las prácticas de gestión. Y se aportaron implicaciones prácticas para ayudar a abordar la cuestión de retención de talentos en la gestión de los recursos humanos en la hostelería. Además, la “autenticidad del trabajo” debería introducirse como mediador en la investigación futura. La “autenticidad laboral” refleja el estado de vida laboral positivo de los empleados y es lo contrario de la “alienación”. Se puede comparar la eficacia del estado de vida laboral positivo y negativo de los empleados en la comunicación de las características del trabajo y los resultados organizacionales.

Originalidad/valor

Se define la experiencia específica de alienación de los empleados de primera línea de la hostelería. Además, mediante la introducción de la teoría de la alienación, este estudio demuestra la trayectoria de deterioro de la salud del modelo JD-R, y sugiere que las características del puesto de trabajo afectan al comportamiento de ciudadanía organizacional a través de la mediación total de la alienación.

Content available
Article
Publication date: 7 November 2016

Enrique Ogliastri

This issue includes five of the best papers, from six different countries, presented in the Cladea Assembly of 2015. This introduction summarises the papers and presents an…

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Abstract

This issue includes five of the best papers, from six different countries, presented in the Cladea Assembly of 2015. This introduction summarises the papers and presents an analysis of Latin American publications on management, and of the advantages and conditions for international collaboration. The first article looks at the positive impact of the decentralization of decision-making processes and the formalisation of work in the innovation of small and medium enterprises. The second studies the fear of failure in work and its relationship to demographic variables. The third analyses the impact of the domestic violence suffered by workers on customer services in Puerto Rican companies. The fourth discusses the relationship between teleworking and the work-family conflict, and finally, the fifth is aimed at optimising the management of dependent demand inventory systems.

This issue includes five articles chosen among the best papers presented at the Cladea Assembly of 2015 organised by Universidad de Valparaíso (Chile). The articles were sent in from Brazil, Chile, Colombia, Costa Rica, Spain, and Puerto Rico, and were the best assessed in the fields of organisational behaviour, leadership and human capital management, entrepreneurships and SMEs, technology management and innovation, and operations management and value chains.

The selection process began with the evaluation of the works sent to the conference for each topic. The author wish to thank the organisers, those in charge of each topic, and all the evaluators that helped select the best works. In particular, we thank Sergio Olavarrieta, José Ernesto Amorós, Jorge Ayala, Silvio Borrero, Daniel Cabrera, Reinaldo Calvo, Consuelo García, Valeska Geldres, Jorge Gilbert, Olga Pizarro, José Antonio Robles, and Jorge Tarzijan. Authors interested in publishing their articles were asked to send in a revised version. These new versions were then subjected to a double blind evaluation, and subsequent revisions until reaching the current publication. This has been a collective process in which dozens of academics from all the Cladea schools and countries have taken part.

Resumen

Este número incluye cinco de los mejores trabajos presentados en la asamblea de Cladea 2015, provenientes de seis países. En la presente introducción se resumen y comentan los trabajos, se ofrece un análisis acerca de las publicaciones latinoamericanas sobre gerencia y de las ventajas y condiciones de la colaboración internacional. El primer artículo analiza el positivo impacto de la descentralización de las decisiones y la formalización del trabajo en la innovación de las PYMES. El segundo estudia el miedo al fracaso en el trabajo y su relación con variables demográficas. El tercero analiza el impacto en el servicio al cliente de la violencia doméstica experimentada por trabajadoras en empresas de Puerto Rico. El cuarto estudia la relación entre el trabajo a distancia en el hogar (teletrabajo) y el conflicto familia-empresa. El quinto se orienta a optimizar el manejo de inventarios en sistemas con demanda dependiente.

En este número publicamos cinco artículos escogidos entre las mejores ponencias presentados en la Asamblea de CLADEA 2015 organizada por la Universidad de Valparaíso (Chile). Los artículos provienen de Brasil, Chile, Colombia, Costa Rica, España y Puerto Rico, y fueron los mejor evaluados en los temas de comportamiento organizacional, liderazgo y gestión del capital humano, emprendimientos y PYMES (pequeña y mediana empresa), gestión tecnológica e innovación, y gestión de operaciones y cadena de valor.

El proceso de selección se inició por las evaluaciones que se hicieron en cada tema para aceptar los trabajos enviados a la asamblea. Debemos agradecer a los organizadores, a los encargados de cada tema y a todos los evaluadores que permitieron tener una selección de los mejores trabajos, en especial a Sergio Olavarrieta, José Ernesto Amorós, Jorge Ayala, Silvio Borrero, Daniel Cabrera, Reinaldo Calvo, Consuelo García, Valeska Geldres, Jorge Gilbert, Olga Pizarro, José Antonio Robles, y Jorge Tarzijan. Posteriormente desde esta revista procedimos a solicitar versiones revisadas a los autores que estuvieran interesados en publicarlos, versiones sometidas a evaluación doble ciego, que llevaron a posteriores revisiones hasta la publicación actual. Ha sido un proceso colectivo donde participaron docenas académicos de todas las escuelas y países de Cladea.

Details

Academia Revista Latinoamericana de Administración, vol. 29 no. 4
Type: Research Article
ISSN: 1012-8255

Article
Publication date: 21 July 2022

Sandra Castro-González, Belén Bande and Guadalupe Vila-Vázquez

The purpose of this study is understanding how companies can improve sales force performance is a key issue. Despite this, the study of the impact that corporate social…

Abstract

Purpose

The purpose of this study is understanding how companies can improve sales force performance is a key issue. Despite this, the study of the impact that corporate social responsibility (CSR) practices might have on salespeople’s performance has been neglected in the sales literature.

Design/methodology/approach

Using data provided by 176 salesperson–supervisor dyads and through structural equation modeling and conditional process analysis, empirical evidence confirms the hypotheses.

Findings

Certainly, the findings confirm that salespeople’s performance is influenced by their CSR perception, not directly but through their pride and organizational commitment. Furthermore, the results improve when considering the intervention of a responsible leader. The paper also identifies the management implications and makes some recommendations for upcoming studies.

Originality/value

This paper contributes to fill this gap by examining the effect of salespeople’s CSR perception on their job performance through organizational pride and organizational commitment. Additionally, it is suggested that the exercise of responsible leadership by the supervisor strengthens the previous indirect relationship, moderating the influence of salesperson’s organizational pride on their commitment.

Details

Social Responsibility Journal, vol. 19 no. 6
Type: Research Article
ISSN: 1747-1117

Keywords

Open Access
Article
Publication date: 7 March 2023

Erica Custodia de Oliveira

This study aims to analyze the relationship between telework and teleworkers’ characteristics and the work-nonwork conflict (WNWC) in the Brazilian context, investigating time…

Abstract

Purpose

This study aims to analyze the relationship between telework and teleworkers’ characteristics and the work-nonwork conflict (WNWC) in the Brazilian context, investigating time spent in eight nonwork dimensions and the more affected dimensions.

Design/methodology/approach

The study was quantitative and descriptive. A survey was conducted with 299 professionals’ teleworking in Brazil. Data analysis was conducted through descriptive statistics, Pearson’s correlation and analysis of variance.

Findings

Results show diversified interests other than work and family among teleworkers, variation within the affected nonwork dimensions in the WNWC, and that teleworkers’ WNWC is negatively associated with time flexibility and manager support and positively associated with individual preference for segmentation as a boundary management strategy.

Research limitations/implications

The study highlights the need to include more nonwork aspects in telework studies to influence organizational practices. The main limitation is the nonprobabilistic sample.

Practical implications

Knowing more about teleworkers’ WNWC will help organizations improve lives by implementing practices and building a cultural environment that preserves nonwork time.

Social implications

The study reinforces demands from new family arrangements and an aging society: organizations have to prepare to have teleworkers who want or need to dedicate time to interests besides family or children.

Originality/value

It progresses towards a broad understanding of nonwork besides family to understand teleworkers’ WNWC.

Details

Revista de Gestão, vol. 30 no. 3
Type: Research Article
ISSN: 1809-2276

Keywords

Article
Publication date: 12 March 2018

Priscila Gasperin Pellegrini, Júlia Gonçalves and Suzana da Rosa Tolfo

The purpose of this paper is to understand the impact of workplace bullying on the marital relationship of three Brazilian couples.

Abstract

Purpose

The purpose of this paper is to understand the impact of workplace bullying on the marital relationship of three Brazilian couples.

Design/methodology/approach

The paper uses a qualitative approach with multiple cases. Data were collected through individual semi-structured interviews with the victims, followed by interviews with each couple. Then, the information obtained was categorised and analysed according to the content analysis approach.

Findings

The findings indicate that the experience of workplace bullying by one of the spouses influenced their marital relationship, since there were periods of estrangement, conflicts, and changes in sexual behaviour, and subsequent reconciliation. At the same time, the marital relationship played a protective role against workplace bullying.

Research limitations/implications

This is an exploratory study which aims to understand the repercussions of workplace bullying on marital relationships, rather than draw conclusions about all bullied workers and their marital relationships. The identification and analysis of these repercussions may contribute to deepen the understanding of the importance of the victim’s significant other when facing bullying.

Practical implications

This research expands the perception of the consequences and influences of workplace bullying, which are not restricted to the victim. Furthermore, the detailed information demonstrates the importance of including multiple participants in the research, and additional tools to collect data.

Originality/value

By providing a deeper understanding of the impact of workplace bullying on the victims and their families, in particular on the marital relationship of these workers, the study shows that workplace bullying does not affect only those who are directly linked to the organisation.

Details

Qualitative Research in Organizations and Management: An International Journal, vol. 13 no. 1
Type: Research Article
ISSN: 1746-5648

Keywords

Book part
Publication date: 1 June 2018

Olga Lorena Rojas Martínez and Mario Martínez Salgado

Recent qualitative social research about Mexican families and gender relations underlines the fact that changes in male involvement in domestic life have occurred and that…

Abstract

Recent qualitative social research about Mexican families and gender relations underlines the fact that changes in male involvement in domestic life have occurred and that significant changes in paternal responsibilities have been reported, especially among younger fathers with high educational levels and living in urban settings. Significant lags have also been detected in rural and indigenous communities regarding women’s status and the reduction of gender gaps.

On the basis of this, we analysed data from the 2014 National Time Use Survey of Mexico in order to determine whether there are significant differences in the time spent on child raising between rural and urban fathers. We also used a regression model to measure the effect of the place of residence and other socio-demographic characteristics on Mexican fathers’ level of involvement in raising their children.

Our results updated the indicators on the generational change in fathers’ collaboration in childcare and show that fathers living in urban settings are more involved – measured in time effectively spent in child raising than their rural counterparts. Furthermore, the occupations of fathers and especially that of mothers are of particular interest as factors that encourage or discourage greater male involvement in child raising.

Details

Fathers, Childcare and Work: Cultures, Practices and Policies
Type: Book
ISBN: 978-1-78743-042-6

Keywords

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