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1 – 10 of over 9000Josje Dikkers, Marloes van Engen and Claartje Vinkenburg
This study sets out to examine how gender and ambition are related to work hours and the utilization of other flexible work‐home arrangements, and how this use is – in turn …
Abstract
Purpose
This study sets out to examine how gender and ambition are related to work hours and the utilization of other flexible work‐home arrangements, and how this use is – in turn – associated with career‐related outcomes (i.e. job level, and career satisfaction).
Design/methodology/approach
In total, 212 Dutch working parents from different organizations participated in a questionnaire survey. Underpinned by an inter‐disciplinary theoretical framework, hypotheses were developed on the associations of gender, ambition, work‐home arrangements and career‐related outcomes.
Findings
It was found that ambitious parents made more use of flexible work‐home arrangements and worked more hours per week than less ambitious parents. This relationship was especially strong for mothers. Furthermore, parents' work hours and utilization of flexible arrangements were positively related to their job level and career satisfaction. Finally, the association of ambition with career‐related outcomes was mediated by work hours.
Practical implications
Employers should support their working parents in using flexible work‐home arrangements, thereby simultaneously assisting them in balancing work with care‐giving responsibilities, preventing them from losing their ambition, and promoting their career success.
Originality/value
The study made a pioneering effort to conceptualise and operationalise career‐related ambition. By showing that utilization of flexible work‐home arrangements is positively related to career success, the study also adds to the business case for these arrangements. Moreover, the study challenges the popular assumption that Dutch women's ambition vanishes into thin air once they become mothers.
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Angus J. Duff and Scott B. Rankin
The purpose of this study is to understand the lived experience of workers who live in vans to explore how work and non-work interact when one's living environment is mobile.
Abstract
Purpose
The purpose of this study is to understand the lived experience of workers who live in vans to explore how work and non-work interact when one's living environment is mobile.
Design/methodology/approach
In this qualitative study, semi-structured interviews were carried out with 18 participants. Thematic analysis of interview transcripts, coded while listening to each interview recording, provided a rich account of the interaction of work and non-work life domains.
Findings
Several themes were identified, including seeing the van as a home, hidden or disclosed identity stemming from living in a van, financial freedom, career freedom and work/non-work synchronization. Overall, findings suggest that flexible home arrangements, the relocation of one's home to adapt to work, aligned work and non-work domains to positively impact their overall work and non-work satisfaction, providing career freedom and expanded career opportunities.
Research limitations/implications
The understanding of workers who live in vans broadens one’s understanding of mobile work and the work/non-work interface, providing insight into the dual alignment of work and home to accommodate each other, which the authors term work/non-work synchronization.
Originality/value
This is one of the first studies to consider van living from a work and career perspective and for the first time conceptualizes the notion of flexible home arrangements.
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Debbie Marianne Tromp and Robert Jan Blomme
– The purpose of this paper is to discuss the impact of leadership styles on negative work-home interference among highly educated employees in the hospitality industry.
Abstract
Purpose
The purpose of this paper is to discuss the impact of leadership styles on negative work-home interference among highly educated employees in the hospitality industry.
Design/methodology/approach
A survey was conducted among a sample of 126 highly educated hospitality employees working in various different companies. Hierarchical regression analyses were carried out to examine the effects of leadership styles, work-home arrangements and overtime on perceived negative work-home interference.
Findings
Autocratic leadership style, working overtime and a lack of work-home arrangements contributed significantly to negative work-home interference.
Research limitations/implications
The study was conducted with a limited sample in a relatively limited part of the sector. Further research is needed in other layers of hospitality organisations.
Practical implications
The findings provide insight into the impact of leadership on negative work-home interference. A variety of studies have identified negative work-home interference as an important precursor for employee turnover, and this study helps managers in developing beneficial management styles as well as HR policies to address negative work-home interference and its subsequent organisational effects.
Originality/value
What is new in this paper is the measurement of leadership style in relation to negative work-home interference in the hospitality industry. In addition, next to charismatic and transactional leadership styles, autocratic leadership style is taken into account.
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Recruiting and retaining highly skilled staff is a challenge facing all types and sizes of organizations in the 21st century. It requires taking a strategic approach to the…
Abstract
Recruiting and retaining highly skilled staff is a challenge facing all types and sizes of organizations in the 21st century. It requires taking a strategic approach to the attraction, selection, development and retention of employees, in order to meet staff, business and societal needs. Work/life balance consultant Hayley Dunne explains how introducing work/life balance initiatives can help organizations to achieve this.
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Almina Bešić, Christian Hirt and Zijada Rahimić
This study focuses on HR practices that foster employee engagement during Covid-19. Companies in transition economies are particularly vulnerable to crisis and downsizing and…
Abstract
Purpose
This study focuses on HR practices that foster employee engagement during Covid-19. Companies in transition economies are particularly vulnerable to crisis and downsizing and other recessionary practices are frequently used.
Design/methodology/approach
Drawing on the model of caring human resource management, we utilise interviews with human resource representatives of 10 banks in the transition economy of Bosnia and Herzegovina. We analyse the banks at two different times to demonstrate how and why companies adapt their HR practices.
Findings
Our findings show a changing mindset in the deployment of highly context-specific HR practices. Strengthening company culture through a sense of community and communication ensure stability and continuity in work. Rather than layoffs, flexible work has become standard.
Practical implications
By highlighting the interplay between HR practices and employee engagement, we contribute to the discussion on engagement in exceptional circumstances and challenging settings and demonstrate how caring responsibilities “migrate” into HR practices in the professional context of a transition economy.
Originality/value
We propose a context-specific “protective caring approach” to foster employee engagement during crises.
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Reviews the latest management developments across the globe and pinpoints practical implications from cutting‐edge research and case studies.
Abstract
Purpose
Reviews the latest management developments across the globe and pinpoints practical implications from cutting‐edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
It is possible to challenge assumptions about work‐family separation and the value of non‐standard workers and to progress towards the valuing of pluralistic and equitably valued working arrangements. However, in addressing some issues, others may be generated and need resolving. The limitation of policies such as job sharing, once considered to be in the vanguard of family friendliness, will also have to be considered in so far as this perpetuates standard models of working time.
Practical implications
Provides strategic insights and practical thinking that have influenced some of the world's leading organizations.
Originality/value
The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to‐digest format.
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Drawing on conservation of resources theory, this study aims to develop and test a model of moderated mediation in the relationship between job autonomy and employee life…
Abstract
Purpose
Drawing on conservation of resources theory, this study aims to develop and test a model of moderated mediation in the relationship between job autonomy and employee life satisfaction, focusing on the mediating role of work–family enrichment (WFE) and the moderating role of segmentation preference.
Design/methodology/approach
Using a time-lagged research design, data were collected from 314 employees representing various organisations in Vietnam. The PROCESS macro in SPSS 20.0 was used to analyse the relationships.
Findings
The results indicate a positive relationship between job autonomy and employees’ life satisfaction, mediated by WFE. Additionally, the indirect effect of job autonomy on life satisfaction via WFE was weaker when employees preferred high work–family segmentation.
Practical implications
The study suggests that organisations can enhance employee life satisfaction by increasing job autonomy and promoting WFE. Organisations can establish a more supportive and engaging work environment that promotes well-being by tailoring these interventions to suit employees’ segmentation preferences.
Originality/value
This study contributes to the literature by shedding light on how organisational factors influence employee life satisfaction. It provides the first empirical evidence of a relationship between job autonomy and life satisfaction. It also explores the potential mediation effect of WFE and the moderating effect of segmentation preference.
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Zselyke Pap, Luca Tisu and Delia Vîrgă
Based on the Job Demands-Resources (JD-R) theory, this study aims to identify person-contingent antecedents and consequences of proactive strength-oriented behaviors at work…
Abstract
Purpose
Based on the Job Demands-Resources (JD-R) theory, this study aims to identify person-contingent antecedents and consequences of proactive strength-oriented behaviors at work. Thus, the authors propose and test a model in which psychological capital (PsyCap), as a personal resource, represents a precursor of strengths use, which in turn is a facilitator of employees' self-rated performance.
Design/methodology/approach
The authors tested the hypothesized mediation process through a cross-lagged study with three waves, using data collected from a sample of Romanian employees. The authors analyzed the data through structural equation modeling.
Findings
The results provided support for our model. The data showed significant, positive cross-lagged relationships between PsyCap, strengths use and performance across waves. Also, the authors identified a significant and positive indirect effect between PsyCap at T1 and performance at T3 through increased strengths use at T2.
Originality/value
This research brings new evidence for strengths use's placement as a proactive individual strategy within the JD-R theory. Practical implications are related to career self-management and work from home.
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Toyin Ajibade Adisa, Ellis L.C. Osabutey and Gbolahan Gbadamosi
An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of…
Abstract
Purpose
An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria).
Design/methodology/approach
The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria.
Findings
The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees.
Originality/value
This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.
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Carlijne Joosten, Jenny Sok and Robert J. Blomme
Literature and practice show that the integration of feminine characteristics into leadership in the management of hotel organizations is becoming increasingly important. Although…
Abstract
Literature and practice show that the integration of feminine characteristics into leadership in the management of hotel organizations is becoming increasingly important. Although some leading hotel chains claim to further this integration by encouraging women to develop their career paths upwards into the higher management ranks, little research has been conducted into this phenomenon. This is why this study seeks to assess and elaborate the current status of attempts to integrate feminine aspects into leadership within the hotel industry. The qualitative study held among hotel managers demonstrates that the terms ‘masculine’ and ‘feminine’ are confusing. Additionally, when feminine and masculine leadership are considered, these terms are not carefully implemented. Hence, there is a strong need for greater in-depth knowledge and effective training to enhance the successful implementation of feminine and masculine leadership in the hotel industry.
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