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1 – 10 of 604Jurgita Lazauskaite-Zabielske, Arunas Ziedelis and Ieva Urbanaviciute
Drawing on boundary theory, this study aims to analyse whether the intensity of working from home will be related to higher exhaustion through family boundary permeability, with…
Abstract
Purpose
Drawing on boundary theory, this study aims to analyse whether the intensity of working from home will be related to higher exhaustion through family boundary permeability, with this relationship being more robust when overwork climate is high.
Design/methodology/approach
In this paper eight hundred eighty-three white-collar employees working from home during the COVID-19 pandemic in Lithuania were surveyed online.
Findings
The results confirmed the hypotheses, demonstrating that family boundary permeability may explain the relationship between telework intensity and exhaustion. Furthermore, the mediating relationship between the intensity of working from home, family boundary permeability and exhaustion were moderated by overwork climate. Employees who felt the pressure to overwork were more likely to have a more permeable family boundary when working from home and appeared to experience a much higher psychological cost in terms of emotional exhaustion.
Originality/value
The study provides an insight into the relationships between the intensity of working from home, boundary permeability and exhaustion and their boundary conditions when working from home during the COVID-19 pandemic.
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Rajesh Premchandran and Pushpendra Priyadarshi
The purpose of this paper is to explore the role of personality and individual differences as an antecedent to work-family enrichment (WFE) and consequently with job satisfaction…
Abstract
Purpose
The purpose of this paper is to explore the role of personality and individual differences as an antecedent to work-family enrichment (WFE) and consequently with job satisfaction. This study address gaps in WFE literature by looking at proactivity, work-family self-efficacy (WFSE) and family permeability as antecedent variables that have received scant attention from researchers. By addressing these gaps, the study seeks to advance theory on WFE and its relation to job satisfaction.
Design/methodology/approach
The authors do this through the exploration of pathways through WFE and studying 508 married individuals, with at least one child, working in the IT/ITES sector in India. The authors use structural equation modeling to analyze different pathways from personality based antecedents and WFE as mediator.
Findings
The results demonstrate the mediating role of WFE in the relationship between antecedents (WFSE, family permeability and proactive personality) and job satisfaction.
Research limitations/implications
This study contributes to existing research on WFE and personality by showing that WFE is a significant pathway toward job satisfaction and how personality variables influence satisfaction.
Originality/value
It is also the first study to use proactivity and WFSE as antecedents to test out the influence of WFE on job satisfaction. This is also the first study to look at only married individuals with children in a WFE study forced on the services sector. Consequently, these findings have significant implications in the way organizations deal with work-life situations, especially in the 30+ age bracket in India.
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Menghan Shen and Efpraxia D. Zamani
The purpose of this study is to identify potential differences in experiences and their causes from a gender-based perspective.
Abstract
Purpose
The purpose of this study is to identify potential differences in experiences and their causes from a gender-based perspective.
Design/methodology/approach
We use secondary data, and we conduct a thematic analysis, to identify whether and how women and men negotiate differently.
Findings
Despite remote work being considered as creating a level-playing field for both genders, women are still vulnerable to work and life demands, and pre-existing stereotypes become exacerbated. In addition, we show how technology might be used to manage physical and temporal boundaries, through integration or segmentation tactics.
Originality/value
There is a growing body of literature that focuses on work-life conflict among teleworkers. Yet, there is limited research that explores such conflicts from a gender perspective, specifically whether and how different genders manage boundaries between work and life differently.
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Women leaders operate within multiple roles, managing both work and nonwork obligations. Exploring work-life balance constructs, this study examined role integration, social…
Abstract
Women leaders operate within multiple roles, managing both work and nonwork obligations. Exploring work-life balance constructs, this study examined role integration, social support sources, and work-family conflict to determine their influence on women leaders. Findings suggested that women leaders felt the benefit of a variety of social support services, but especially from sources external to the organization. Women leaders were diverse in role integration strategies, with respondents largely divided between blurring and segregating their work and nonwork roles. Time-based work-family conflict was slightly more apparent than strain-based conflict. Women leaders also indicated that their work interfered with their family more than their family interfered with their work. Findings provide valuable insights as to how women view work-life balance within their roles as leaders.
Shuwen Li, Ruiqian Jia and Rui Sun
The purpose of this study is to examine the differential association of family supportive supervisor behavior on promotive voice under different gender. Further, while employees’…
Abstract
Purpose
The purpose of this study is to examine the differential association of family supportive supervisor behavior on promotive voice under different gender. Further, while employees’ self-concept factors have received considerable attention in the research on the triggering mechanism of employee voice, the authors’ knowledge about how and when family factors affect employee voice remains underdeveloped.
Design/methodology/approach
According to the resource conservation theory and gender role theory, the authors constructed a research model to investigate the influence and boundary of family supportive supervisor behavior on employee promotive voice and tested their research model using a paired data of 332 married employees and their direct supervisors of enterprises in China.
Findings
The findings suggest that family supportive supervisor behavior has a positive effect on employee promotive voice. Family supportive supervisor behavior can strengthen employee promotive voice by improving work-to-family enrichment and reducing work–family conflict, yet no significant mediation effect was found regarding family-to-work enrichment and conflict. Furthermore, family supportive supervisor behavior is more likely to improve female employee work–family enrichment and assuage male employee work–family conflict and thus enhance employee promotive voice.
Originality/value
This study sheds light on the different influential paths of family supportive supervisor behavior on promotive voice of employees of different genders and provides references for enterprises to motivate employees’ promotive voice.
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Éva Vajda, Attila Wieszt and Amitabh Anand
This study examines the intricate relationship between family influence and perceived justice in performance management systems within family firms. Recognizing the unique…
Abstract
Purpose
This study examines the intricate relationship between family influence and perceived justice in performance management systems within family firms. Recognizing the unique dynamics that family ownership brings to human resource practices, the research aims to delineate how family presence affects both the process and the perception of fairness in performance evaluations.
Design/methodology/approach
Using a conceptual framework, the research adopts a dual-method approach, combining a comprehensive literature review with theoretical modeling. The study synthesizes existing research and theoretical insights to explore the effects of family influence on the perceived fairness of performance management practices.
Findings
The findings reveal that family influence profoundly shapes fairness perceptions in performance management, impacting family and non-family employees. It affects systems' design, implementation and reception, with mechanisms including resource distribution and criteria alignment. Specifically, family influence molds fairness perceptions within the performance management process, enhancing organizational performance and fostering trust in family businesses, thus supporting sustainable growth.
Originality/value
This study contributes to the family business and human resource management literature by providing a nuanced understanding of how family dynamics influence perceptions of justice in performance management. It underscores the dual role of family influence in enhancing and complicating fairness perceptions, thus offering a balanced view that can inform academic research and practical HR management in family firms.
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Tingxi Wang, Qianyu Lin, Zhaobiao Zong and Yue Zhou
This study investigates why employees' cyber-loafing is affected by work-related computing at home. Based on the self-determination theory, the authors propose the mediating role…
Abstract
Purpose
This study investigates why employees' cyber-loafing is affected by work-related computing at home. Based on the self-determination theory, the authors propose the mediating role of sense of control and the moderating role of work/family segmentation preference.
Design/methodology/approach
To test the authors' hypotheses, the authors conducted a multi-wave, multi-source field study with 224 paired employee-leader dyads at three time points. The hypotheses were tested by the SPSS macro application in Hayes (2018) with a bootstrap approach to obtain confidence intervals.
Findings
The work-related computing at home promotes employee cyber-loafing as compensation for their impaired sense of control. Moreover, such a relationship is stronger for employees with a stronger desire for self-control (i.e. high work/family segmentation preference).
Originality/value
This study reveals the underlying mechanism linking the work-related computing at home and employee cyber-loafing, as well as the boundary condition of this relationship. Specifically, sense of control serves as a vital mechanism and work/family segmentation preference as a key boundary condition. In addition, the authors enrich the application of self-determination theory in management research.
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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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Johnna Capitano, Kristie L. McAlpine and Jeffrey H. Greenhaus
A core concept of work–home interface research is boundary permeability – the frequency with which elements from one domain cross, or permeate, the boundary of another domain…
Abstract
A core concept of work–home interface research is boundary permeability – the frequency with which elements from one domain cross, or permeate, the boundary of another domain. Yet, there remains ambiguity as to what these elements are and how these permeations impact important outcomes such as role satisfaction and role performance. The authors introduce a multidimensional perspective of work–home boundary permeability, identifying five forms of boundary permeation: task, psychological, role referencing, object, and people. Furthermore, based on the notion that employee control over boundary permeability behavior is the key to achieving role satisfaction and role performance, the authors examine how organizations’ HR practices, leadership, and norms impact employee control over boundary permeability in the work and home domains. The authors conclude with an agenda for future research.
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Yu-Shan Hsu, Yu-Ping Chen and Margaret A. Shaffer
We examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.
Abstract
Purpose
We examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.
Design/methodology/approach
We tested the model using survey data collected at two time points from 217 employees.
Findings
Proactive employees are more likely to use flextime to alleviate WFC (b = −0.03; 95% biased-corrected CI: [−0.12, −0.01]) and this mediation relationship is not moderated by their level of low work-to-nonwork boundary permeability. In addition, only when proactive employees have a low work-to-nonwork boundary permeability does their use of flexplace alleviate WFC (b = −0.07, 95% bias-corrected CI: [−0.1613, −0.0093]).
Originality/value
We expand our understanding of who is more likely to utilize FWAs by identifying that employees with proactive personality are more likely to use flextime and flexplace. We also advance our understanding regarding the conditions whereby FWA use helps employees reduce WFC by identifying the moderating role of work-to-nonwork boundary permeability on the relationships between both flextime and flexplace use on WFC.
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