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Open Access
Article
Publication date: 17 April 2023

Martha Harunavamwe and Herbert Kanengoni

The study assessed the impact of technostress creators, workfamily conflict and perceived organisational support (POS) on work engagement for employees operating within the…

2023

Abstract

Purpose

The study assessed the impact of technostress creators, workfamily conflict and perceived organisational support (POS) on work engagement for employees operating within the virtual and hybrid work settings. The idea is to redefine the antecedents of work engagement in work settings that are characterised by excessive technology and workfamily conflict.

Design/methodology/approach

Data gathered from 302 academics and support staff employees at a selected university in South Africa were utilised to assess the abovementioned relationships via variance-based structural equation modelling.

Findings

The combined effect of technostress, workfamily conflict and POS on work engagement indicates that workfamily conflict is a critical component in the relationship between technostress and work engagement. Although POS is seen as a job resource that lessens stress, the study found that the influence of workfamily conflict is stronger than that of POS; hence, a negative influence is reported on work engagement. Despite the presence of support, overwhelming technostress creators and workfamily conflict issues increase demands and influence work engagement negatively.

Research limitations/implications

The results noted that, in hybrid and virtual work settings, managers can drive employee engagement by focussing on designing more favourable work–life balance (WLB) policies, providing adequate information communication technology (ICT) support, fostering aspects of positive technology and defining the boundaries between work life and family time.

Practical implications

The managers need to realise the detrimental effects of both technostress and workfamily conflict on work engagement in virtual and hybrid work settings. Expanding the personal and job resources of individuals in hybrid and virtual settings is critical to enable them to meet the additional work demands and to manage the strain imposed by technostress. Instituting relevant organisation support has proved to be inadequate to address the challenges relating to technostress and workfamily conflict. Therefore, introducing WLB policies that assist employees to set clear boundaries between work and family time to avoid burn out and spillover is critical. This is especially important when dealing with technostress creators in the remote work setting. Additionally, providing adequate ICT support as well as training related to use of different devices and software should be part of the organisational culture.

Social implications

A manageable and reasonable workload should be maintained bearing in mind the complexity and ambiguity associated with the hybrid work setting. Managers should make allowances for employees to adjust managers' schedules to accommodate personal obligations, as well as adjust employees' workloads to accommodate family responsibilities. As for the coping strategy of technostress and workfamily conflict, considering the positive effects of the supportive work environment is important.

Originality/value

This study provides a model on the interaction of the redefined antecedents (technostress and workfamily conflict) of work engagement in high-tech environments such as virtual and hybrid work settings.

Details

African Journal of Economic and Management Studies, vol. 14 no. 2
Type: Research Article
ISSN: 2040-0705

Keywords

Open Access
Article
Publication date: 13 August 2021

Varsha Yadav and Himani Sharma

The purpose of this paper is to investigate the effect of perceived support from family-friendly policies and supervisors on job satisfaction of employees by incorporating work

4945

Abstract

Purpose

The purpose of this paper is to investigate the effect of perceived support from family-friendly policies and supervisors on job satisfaction of employees by incorporating work-family conflict as a mediator.

Design/methodology/approach

Primary data were collected from 369 employees working in different organizations from the service sector in India. Smart PLS software was used to perform partial least square structural equational modeling.

Findings

The result confirms that both family-friendly policies and supervisor support negatively influences the work-family conflict. Also, work-family conflict partially mediates between family-friendly policies and job satisfaction as well as between supervisor support and job satisfaction. Also, supervisor support directly influences the job satisfaction of the employees.

Research limitations/implications

Management needs to know the relevance of work-life policies and supervisor support to increase job satisfaction and reduce employees’ work-family conflict. Results will be useful for implementing family-friendly policies and designing training courses for the supervisors. This will make the workplace more family-friendly.

Originality/value

This study creates value for the employees in meeting their family obligations by reducing their work-family conflict. Organizations are benefited by attracting positive outcomes like satisfied employees, which will, in turn, lead to a more productive and happier workforce. Studies examining the influence of these policies and supervisory support on job satisfaction with work-family conflict as the mediating variable are difficult to find in the Indian context.

Details

Vilakshan - XIMB Journal of Management, vol. 20 no. 1
Type: Research Article
ISSN: 0973-1954

Keywords

Open Access
Article
Publication date: 11 March 2021

Érica Custódia de Oliveira and Tania Casado

Going further on a broad understanding of nonwork besides family, this study aims to analyze differences between women and men considering work-nonwork conflict (WNWC) in the…

Abstract

Purpose

Going further on a broad understanding of nonwork besides family, this study aims to analyze differences between women and men considering work-nonwork conflict (WNWC) in the Brazilian context, investigating time spent in eight nonwork dimensions and the dimensions more affected.

Design/methodology/approach

The study was quantitative and descriptive. A survey was conducted, based on a validated WNWC scale. The sample consisted of 338 professionals working in Brazil. Data analysis was conducted through descriptive statistics and analysis of variance.

Findings

Compared to men, women declare higher levels of WNWC considering the eight nonwork dimensions, present greater differences in stress-based conflicts and in more collective dimensions and have marriage or no children associated with more WNWC.

Research limitations/implications

The study highlights the need to include more nonwork aspects into career and management studies to influence organizational practices and individual choices. The main limitation is the non-probabilistic sample (results not generalizable).

Practical implications

Know more about WNWC will help organizations to improve lives by creating practices and a cultural environment to preserve women’s and men’s nonwork times. It may also help people to choose places to work for, matching their nonwork needs.

Social implications

The study reinforces demands from new family arrangements, more couples in dual-career and an aging society: organizations must prepare to have workers that want or need to dedicate time to other interests besides family or children.

Originality/value

It goes further on a broad understanding of nonwork besides family to understand WNWC and how it may affect differently men and women.

Details

RAUSP Management Journal, vol. 56 no. 1
Type: Research Article
ISSN: 2531-0488

Keywords

Open Access
Article
Publication date: 7 April 2022

Valentina Sommovigo, Chiara Bernuzzi and Ilaria Setti

This study aims to analyse whether and when victim incivility may be related to work-to-family conflict and then burnout among emergency workers.

1349

Abstract

Purpose

This study aims to analyse whether and when victim incivility may be related to work-to-family conflict and then burnout among emergency workers.

Design/methodology/approach

A total of 304 Italian emergency workers from five firehouses and six emergency rooms completed questionnaires, examining: victim incivility, work-to-family conflict, social support seeking and burnout symptoms. Descriptive analyses, confirmatory factor analyses and structural equation models were conducted.

Findings

Victim incivility was positively associated with burnout symptoms, both directly and indirectly, as mediated by work-to-family conflict. Additionally, social support seeking exacerbated (rather than mitigated) the impact of work-to-family conflict on burnout symptoms.

Practical implications

Organisations can greatly benefit from implementing family-friendly practices and providing their workers with training programmes on how to deal with difficult victims.

Originality/value

This study contributes to the existing literature on workplace incivility and work–life interface by supporting for the first time the notion that victim incivility can spill over into emergency workers' family domain and by clarifying how and when victim incivility is related to burnout symptoms.

Details

International Journal of Workplace Health Management, vol. 15 no. 4
Type: Research Article
ISSN: 1753-8351

Keywords

Open Access
Article
Publication date: 15 October 2021

Tancredi Pascucci, Brizeida Hernández Sánchez and José Carlos Sánchez García

Work-family conflict is an important topic which had an evolution, starting from a static definition, where work and family domains were divided, to a more dynamic and complex…

3908

Abstract

Purpose

Work-family conflict is an important topic which had an evolution, starting from a static definition, where work and family domains were divided, to a more dynamic and complex balance. COVID-19 has influenced society and created a significant distress among families and working activity, and this topic has been characterised by a major interest, considering some old definitions where this balance was considered problematic but not as an enriching opportunity.

Design/methodology/approach

The authors used SCOPUS to find all records mentioning work-family conflict, by considering book, article and review, excluding conference paper and considering only records written in English language. After a duplicated and not pertinent record removal, the authors obtained a number of 675 records. The authors considered 437 records from SCOPUS to create a cluster map.

Findings

Using SCOPUS and VOSviewer the authors have clustered 5 different areas, which are regrouped in next clusters considering keywords with most co-occurrence and significancy: Work-life balance and burnout gender cluster job stress and performance social and family support job satisfaction.

Research limitations/implications

Cluster map is origined only by SCOPUS database.

Originality/value

This work aims to find a state of art about this topic, creating hypothesis where this problem has been exacerbated by 2020 due to important society modifications created by COVID-19, where recent evolution of work-family balance has been complicated by papers which come back to consider this balance as problematic.

Details

European Journal of Management and Business Economics, vol. 31 no. 2
Type: Research Article
ISSN: 2444-8451

Keywords

Open Access
Article
Publication date: 27 August 2020

Arianna Costantini, Stephan Dickert, Riccardo Sartori and Andrea Ceschi

This study aims to expand our knowledge on the processes through which workfamily policies relate to workfamily conflict as well as work–related attitudes among women in…

5523

Abstract

Purpose

This study aims to expand our knowledge on the processes through which workfamily policies relate to workfamily conflict as well as work–related attitudes among women in management positions returning to work after maternity leave.

Design/methodology/approach

A total of 238 women in management positions who recently have returned to work after maternity leave completed a self-reported questionnaire.

Findings

Results show that the availability of policies was either directly or indirectly positively related to work attitudes among female managers. Also, findings show that workfamily conflict partially mediates the relationship between the availability of communication and psychological support and flexible time management policies with work engagement, and policy availability moderates the relationship between workfamily conflict and work engagement.

Originality/value

Managers have a crucial role in conveying the value of workfamily policies and in creating a culture supporting the management of work and family. By investigating the processes underlying the role of workfamily policies in influencing work attitudes of women in managerial positions, this study sheds light on how the awareness of the available policies might be an important determinant of work-related well-being and organizational commitment.

Details

Gender in Management: An International Journal , vol. 36 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

Open Access
Article
Publication date: 3 June 2021

Phuong Anh Tran, Sadia Mansoor and Muhammad Ali

Derived from leader–member exchange theory, this study hypothesises the relationships between workfamily related managerial support and affective commitment and job satisfaction…

4484

Abstract

Purpose

Derived from leader–member exchange theory, this study hypothesises the relationships between workfamily related managerial support and affective commitment and job satisfaction, and advocates that these relationships are mediated by workfamily conflict.

Design/methodology/approach

The model was tested in an Australian manufacturing organisation using survey data from employees, using structural equation modelling in Analysis of Moment Structures (AMOS).

Findings

The findings suggest that enhanced workfamily related managerial support will decrease workfamily conflict, eventually enhancing employees' affective commitment and job satisfaction.

Originality/value

This study provides important insights into the impact of managerial support on improvements in employees' workfamily conflict, and, in turn, its impact on affective commitment and job satisfaction, in the Australian context.

研究目的

源自領導者-成員交換理論,本研究就與工作、家庭有關的管理支援與情感承諾和工作滿足感之間的關係提出假設,並主張工作家庭衝突是引發這些關係的媒介。

研究設計/方法/理念

有關的模型使用來自員工的調查數據,並使用AMOS內的結構方程式模式,在澳洲一個製造業組織內被測試。

研究結果

研究結果暗示、若加強與工作家庭有關的管理支援,則工作家庭衝突便會減少,而這最後將會增加員工的情感承諾和工作滿足感。

研究的原創性/價值

本研究提出了重要的見解,使我們更了解在澳洲的背景下,管理支援對改善僱員工作家庭衝突之作用,進而更明白管理支援對情感承諾和工作滿足感的影響。

Details

European Journal of Management and Business Economics, vol. 32 no. 1
Type: Research Article
ISSN: 2444-8451

Keywords

Open Access
Article
Publication date: 27 January 2022

Tazrin Jahan Priyanka, Momotaj Akter Mily, Md. Asadujjaman, Mohammad Arani and Md. Mashum Billal

This study was designed to investigate the impacts of work-family role conflict on job and life satisfaction among three major professionals: doctors, engineers and university…

4932

Abstract

Purpose

This study was designed to investigate the impacts of work-family role conflict on job and life satisfaction among three major professionals: doctors, engineers and university teachers. Data were collected through a face to face survey on 60 doctors, 60 engineers and 60 university teachers of different public and private institutes of Bangladesh.

Design/methodology/approach

Conducted data analysis were statistical analysis of questionnaires (mean, SD, max, min), descriptive analysis (%), t-test, analysis of variance test, correlation analysis and regression analysis.

Findings

The results demonstrate that the university teachers had experienced more work-family conflict (WFC) on job satisfaction and family-work conflict (FWC) on job and life satisfaction than doctors and engineers; however, engineers experienced more WFC in the case of life satisfaction. The study also implied that control variables such as gender identification, reported number of children, marital status, education level and adhered religion had significant impact (p < 0.05) on WFC, FWC, job satisfaction and life satisfaction.

Originality/value

This study will provide insight into the effects of spouse, supervisor and number of children on both job and life satisfaction.

Details

PSU Research Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2399-1747

Keywords

Open Access
Article
Publication date: 28 February 2019

Luciana Padovez-Cualheta, Candido Borges, Altair Camargo and Lucas Tavares

This paper aims to identify if entrepreneurship as a career option is related to job satisfaction and family satisfaction by comparing entrepreneurs with non-entrepreneurs. To do…

3915

Abstract

Purpose

This paper aims to identify if entrepreneurship as a career option is related to job satisfaction and family satisfaction by comparing entrepreneurs with non-entrepreneurs. To do so, a tool was used to measure job satisfaction, family satisfaction and the existence of interrole conflicts.

Design/methodology/approach

Cluster analysis and linear regression models were used to test the hypotheses.

Findings

Results indicate that there is a positive relationship and that entrepreneurs have higher rates of job satisfaction than non-entrepreneurs. Contrary to what the literature suggests, this study found that entrepreneurs have a higher rate of family satisfaction than non-entrepreneurs, and that there is no difference between men’s and women’s levels of satisfaction.

Research limitations/implications

Among the limitations of the research, the authors cite the fact that there was no randomness in the designation of the respondents and the fact that the answers were obtained by self-report. Also, the research was cross-sectional, making it impossible to compare answers between the same individuals at different points of time.

Practical implications

Results can help individuals decide whether to start a business and to assist development agencies in the creation of incentive policies.

Originality/value

As an academic implication, results contribute to the literature on this topic by relating entrepreneurship with the quality of life and not only with financial variables. Yet, it is one of the first studies on this topic in Brazil.

Details

RAUSP Management Journal, vol. 54 no. 2
Type: Research Article
ISSN: 2531-0488

Keywords

Open Access
Article
Publication date: 5 February 2021

Toyin Ajibade Adisa, Opeoluwa Aiyenitaju and Olatunji David Adekoya

The COVID-19 pandemic has affected women in unique gender-specific ways, particularly their traditional status as home managers. This study aims to draw on the role theory to…

20465

Abstract

Purpose

The COVID-19 pandemic has affected women in unique gender-specific ways, particularly their traditional status as home managers. This study aims to draw on the role theory to examine the impact of the COVID-19 pandemic on women's workfamily balance during the lockdown.

Design/methodology/approach

The current COVID-19 pandemic, which has altered the ways in which we live and work, requires specific methodological tools to be understood. The authors, therefore, opted for an interpretive–constructivist and constructivist–phenomenologist approach. The dataset, thus, comprises of semi-structured interviews with 26 working women in the UK.

Findings

The findings illustrate how the COVID-19 lockdown has intensified British women's domestic workload and has, thus, caused unbridled role conflict, which has further been exacerbated by structural and interactional roles undertaken by women, especially during the lockdown. Remote working has contributed to women's role congestion and role conflict and poses severe challenges to role differentiation. Furthermore, we found that the lockdown has facilitated the rediscovery of family values and closeness, which is connected to the decline in juvenile delinquency and low crime rate that has resulted from the lockdown.

Originality/value

Through the lens of the role theory, this study concludes that the cohabitation of work and family duties within the domestic space undermines the ability to achieve workfamily balance and role differentiation due to the occurrence of inter-role conflicts. This study enriches our understanding of the effect of remote working on female employees' workfamily balance during the unprecedented COVID-19 pandemic lockdown.

Details

Journal of Work-Applied Management, vol. 13 no. 2
Type: Research Article
ISSN: 2205-2062

Keywords

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