Search results

The experience of working from home, which people had to deal with in the aftermath of the global pandemic crisis, was a test of resilience and does not necessarily have to be analysed in a negative light. In this sense, this study aims to analyse the impact of the perceived schedule flexibility, in the context of telework, on stress and satisfaction with family life among academic staff. To this end, a model was implemented to analyse the mediation role of family–work conflict.

Data was collected from 248 questionnaires presented to educators and office staff at universities when teleworking was initiated due to the pandemic confinement. Structural equation analysis was designed to test the study hypotheses.

By applying a model which uses the effect of mediation of the family–work conflict, the results revealed that the perception of flexibility resulting from telework influences stress at work, as well as satisfaction with family life among academic staff.

There is a need to study the conditions required in the implementation of telework. This study is specifically intended to deepen some of the findings of previous studies in this area and to provide a greater understanding of how perceived flexibility can contribute to a decrease in stress and higher levels of satisfaction by reducing family interference with work.

This study investigates the influence of work-to-family and family-to-work conflict on turnover intention (career break), mediated through job and life satisfaction among Indian women in the service sector, using role conflict theory as the base.

A total of 421 usable responses from women who had taken a career break were collected using a 36-item scale from six major metro cities in India through social and digital media platforms. A purposive-cum-snowballing sampling method was adopted. The hypotheses were tested using structural equation modeling (SEM) through AMOS.

Findings suggest that job satisfaction (JS) is a significant predictor of turnover intention, both when work spills into the family domain, and family responsibilities spill into the work domain, thereby confirming the mediating influence of JS. Interestingly, life satisfaction (LS) only seems to mediate between inter-domain conflict and turnover intention partially.

This is a descriptive study, and is thereby limited in terms of its generalizability, specifically as it included respondents only from six major metro cities in India.

The extended work-family conflict model could help managers structure organizational interventions that support women to deal with the challenges of managing the demands of both work and family domains, thereby reducing the negative influence on JS. Such initiatives could help reduce career breaks among women.

We explored the cause of career breaks among Indian urban women employed in the service sector, using the extended model of inter-role conflict and their attitudes towards both life and job.

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.

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.

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.

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

The purpose of this study is to identify potential differences in experiences and their causes from a gender-based perspective.

We use secondary data, and we conduct a thematic analysis, to identify whether and how women and men negotiate differently.

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.

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.

This study aims to investigate the implementation of flexible working arrangements and satisfaction, family work conflicts and the performance of educators. The potential benefits of FWA implementation for life balance highlight the importance of this research. The study’s results can be used as study material to make policies on implementing FWA for educators.

The research uses the survey method and conducts interviews with educators who are selected and willing to be interviewed. The research sample was taken by the non-probability sampling method from 245 participants. The analysis used is PLS-SEM.

The findings indicated that flexible working arrangements had no impact on job satisfaction. The variable that has the greatest influence on determining the performance of educators is job satisfaction.

The study provides information about the application of flexible working arrangements, provides flexibility for educators to change work schedules, do work from anywhere, regulate work patterns and regulate work duration. This study is unique as it focuses more on flexible work arrangements related to remote work arrangements for educators, as the authors understand that no previous study was conducted.

Building from calls for greater interdisciplinary research in interpreting family business phenomena, we integrate research on work–family conflict, detachment and burnout from both organizational and family studies. Using the characteristic work–family integration of family business settings as a backdrop we develop theoretical arguments that emphasize the reconciliatory role of interdisciplinary perspectives to explain the ostensibly contradictory findings in extant research. The diminishing barriers separating work and life spheres occurring in most global industries illustrate the importance of conceiving the study of work–life phenomena through recursive, rather than linear, logics and emphasizing the relevance of family business research in providing a contextual foundation for interdisciplinary discussions.

This theoretical paper integrates perspectives from the literatures on organizational behavior and family systems theory to form six propositions on the relationship between work–life integration and the antecedents and consequences of burnout and psychological detachment.

This paper explores the nuances that overlapping work and family roles might be a source of both harmony and discord in family firms. In doing so, our research contributes to the growing relationship between family systems theory and family business research, and creates the foundation for future empirical studies on the psychological dynamics that underlie work–family integration.

This research advances a novel perspective on the interactions between work–family integration and burnout and detachment, and does so by noting that the way the family business literature treats work–family integration may apply to any employee that experiences tension between these different spheres of their identity.

The present study explores the need to strengthen the organizational learning culture to aid constructive conflict management through high levels of employees’ emotional intelligence.

In the current study, with relevant support from the literature, the authors review the need to develop a high degree of emotional intelligence through knowledge acquisition, sharing and utilization for constructive conflict management in the workplace.

Emotional intelligence significantly aids employees in integrating newly obtained information with the organization’s established processes. Individuals with a high degree of emotional intelligence possess the aptitude to deal with dysfunctional task, process, and relationship conflicts with a centralized focus on organizational learning.

The authors have proposed a learning model which indicates that individuals with a high degree of emotional intelligence possess the aptitude to deal with dysfunctional task, process and relationship conflicts. With a focus on organizational learning, the model can aid managers in developing training initiatives for knowledge acquisition, knowledge sharing and knowledge utilization among employees.

This study aims to explore the mechanism of abusive supervision differentiation on employee work-family conflict, and examine the chain mediating role of work-related rumination and organizational citizenship behavior/deviant workplace behavior, as well as the moderating role of work-family boundary segmentation preference.

The authors designed two studies: Study 1 was a scenario experiment with 120 Master of Business Administration students. To further explore this finding, the authors conducted a multiwave survey in Study 2 with 345 employees from various organizations.

The results of Study 1 showed that abusive supervision differentiation had a positive effect on work-related rumination, and work-related rumination mediated the relationship between differentiated abusive supervision and organizational citizenship behavior/deviant workplace behavior. The results of Study 2 not only confirmed the conclusions of Study 1 but also revealed that organizational citizenship behavior/deviant workplace behavior significantly affected work-family conflict. Abusive supervision differentiation had a positive effect on work-family conflict through work-related rumination and organizational citizenship behavior/deviant workplace behavior. In addition, work-family boundary segmentation preference negatively moderated the relationship between organizational citizenship behavior and work-family conflict.

First, to the best of the authors’ knowledge, this study is the first paper to test the spillover effect of abusive supervision differentiation on the family domain through a chain mediation model. It extends the research on abusive supervision differentiation from the work domain to the family domain. Second, previous research has highlighted role conflict or role insufficiency as significant factors contributing to work-family conflict. However, this study suggests that abusive supervision differentiation from workplace managers can also trigger work-family conflict, providing a new perspective in the study of precursors to work-family conflict.

Most employees are forced to telework due to the COVID-19 pandemic, which brings novel, disruptive, and critical challenges both in work and life. Based on event system theory and equity theory, this research explores how and when forced teleworking event strength (i.e. novelty, disruption, and criticality) affects employees’ work and life-related outcomes.

We conducted two studies to test the hypothesized moderated mediation model (Study 1: an experiment survey, N = 141; Study 2: a time-lagged survey, N = 243) with employees forced to telework from China.

The results largely support our hypotheses. Study 1 indicates that the manipulation of forced teleworking event strength (high vs low) is effective, and the main effect of forced teleworking event strength on work-family conflict is significant. Moreover, Study 2 shows that work-family conflict mediates the relationship between forced teleworking event strength (i.e. novelty, disruption, and criticality) and counterproductive work behavior (CWB). Furthermore, perceived overqualification positively moderates the relationship between work-family conflict and CWB. In detail, the relationship between work-family conflict and CWB becomes stronger when perceived overqualification is higher.

This research provides a new perspective on how forced teleworking event strength impacts CWB and advances the literature on the relevant theories.

This study analyses the organizational consequences of work–family conflict (WFC) among female nurses in health care sector. Moreover, this study focuses on the moderating effect of intrinsic motivation on the association between WFC dimensions with different organizational outcomes.

Data are collected from 347 female nurses working in health care sector at Islamabad, Rawalpindi, Lahore, Multan and Bahawalpur regions of Pakistan, using random sampling technique. Regression analysis is used to test the hypotheses of this study.

The findings demonstrate that WFC conflict lowers job satisfaction, affective commitment and organizational citizenship behaviour. Contrary, WFC reduces job satisfaction, affective commitment and organizational citizenship behaviour and increases turnover intentions among female nurses. Moreover, intrinsic motivation moderates the association between WFC and certain organizational outcomes.

The study offers valuable insights for female nurses at health care sector about WFC and finally leads to theoretical contributions and practical implications for the healthcare sector of Pakistan.