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This study aimed to explore prevalent characteristics of organizational culture (OC) and common sources of work stress in a Taiwanese work context. The authors also aimed to analyze how characteristics of OC may be linked to stressors.

A qualitative methodology of focus group discussions was adopted.

Four characteristics of OC were identified, including: family‐kin, informal work obligations, organizational loyalty and subgroup involvement. Job characteristics, home‐work interface, interpersonal relationships and career development were identified as common sources of work stress. Content analysis revealed that characteristics of OC could either alleviate or aggravate stress, depending on employees' perception and attribution. Double‐coding analysis indicated that stressors related to job characteristics seem particularly linked to informal work obligation but not to organizational loyalty as characteristics of OC.

The exclusive reliance on qualitative methodology is a limitation of the present study. However, the results have both theoretical and practical implications. The authors note that Western findings regarding OC may not generalize completely to a different culture and the Taiwanese context supports distinctive features of OC and work stressors. Consequently, any effective corporate stress interventions should be formulated taking the core cultural values and practices into account.

The in‐depth and culture‐sensitive nature is a major thrust of the present study, and the focus on the link between OC and stress is a rare effort in the Pan‐Chinese cultural context.

The fear of the pandemic, confinement at home and the need to work created a unique situation. The pandemic catalyzed work-from-anywhere practice by adopting information and communication technologies (ICT) across all industries. While ICT saved organizations, it increased technostress among the workforce. A better understanding of the adverse effects of ICT usage might enable organizations to manage the mental well-being of the workforce. While technostress is gaining increasing interest, scholarly work investigating the dimensions of technostress and its impact on creating stress across various employee demographics and industry types is missing. Contrary to the prevalent assumptions, the authors theorized and tested the adverse moderation effect of the home-work interface on the linkage between technostress dimensions and stress. This paper aims to discuss the aforementioned objective.

The study captures dimensions of technostress and the resulting stress at work using a survey-based analysis of 881 working employees in India, representing multiple industries and functions.

The study indicates that techno-overload, techno-complexity and techno-invasion significantly impact employees during the pandemic. The authors further found that the home-work-interface is a powerful factor in understanding the complex linkage between dimensions of technostress and its outcomes.

Based on the Conservation of Resources Theory and the Job-Demand-Resources model, this study highlights the adverse impact of this trend on employee well-being. However, the study suffers from a cross-sectional research design. The technostress research has focused primarily on static, at-premise environments and mostly on high ICT usage industries. Due to the pandemic, it has neglected the impact of various technostress dimensions across employee cohorts subjected to rapid technology-enabled working. Further, most studies focus on the voluntary choice of remote work. Employees struggle with the unexpected and involuntary shift to technology-enabled remote work. This study contributes to the literature by examining the consequences of technostress in the context of non-voluntary remote work. Contrary to prevailing assumptions, this study highlights the adverse effect of organizational home-work interface in influencing ICT-created stress.

The increasing use of ICT enables telecommuting across the workforce while increasing organizational productivity. Due to the pandemic, these trends will likely change the future of work permanently. To minimize employee stress, practitioners need to reconsider the dimensions of technostress. Further, the study cautions against the prevalent interventions used by practitioners. While practitioners facilitate a home-work interface, it could have adverse consequences. Practitioners may consider the adverse consequences of home-work interface while designing organizational policies.

This study during the pandemic is crucial as research forecasts the likelihood of other cataclysmic events, such as future pandemics and political or climate change events, which may sustain technology-driven remote work practices and remain a feature of the future workplace. Hence understanding the implications of the dimensions of technostress would help organizations and policymakers to implement necessary interventions to minimize employee stress.

The present study examines the dimensions of technostress across multiple industries and job functions in an emerging market marked by a high economic growth rate and an Eastern cultural context. This study presents the dark side of excessive ICT adoption and indicates how organizations and HRM practices can help mitigate some of these effects.

This paper aims to examine the influence of the work–family interface on both work engagement and the psychological capital (PsyCap) of the liquid workforce. Also, drawing from the literature on consumer behaviour, the second objective of this paper is to investigate the impact of work engagement and PsyCap on customer advocacy.

A dyadic study was conducted, comprising 200 nurses and 200 patients from different healthcare service providers of India. Structural equation modelling was used to analyse the responses collected from nurses and the patients whom they served.

The results confirm that the home–work interface has a positive impact on work engagement and PsyCap. The findings also confirm a positive impact of PsyCap on customer advocacy, but the effect of work engagement on customer advocacy was not significant.

This study confirms that to keep liquid workers engaged in their work and to enhance their personal PsyCap, an organisation should provide the opportunity to maintain a balance between work and home needs. The findings also confirm that personal psychological resources (PsyCap) facilitate prosocial helping behaviour, which keeps customers closer and maintains them as true representatives of the organisation.

The present study is one of only a few preliminary studies examining the predictors of work engagement of liquid workers. Also, an inter-disciplinary approach was taken to understand the link between employee-level variables (home–work interface, work engagement and PsyCap) and a customer-level variable (customer advocacy).

The relationship between diverse demographic variables and the occupational stress indicator subscales (Cooper et al., 1988) were examined among several hundred UK senior police officers. Officers who prior to their promotion to superintendent had spent most of their time within the criminal detective branch displayed the highest Type A behaviour (aggressive, dominant and assertive), and traffic officers the worst subjective reports of psychological and physical health. Superintendents whose present role is in the CID displayed the highest level of job satisfaction. There was some indication that women senior police officers used stress‐coping techniques ‐ particularly task strategies and home‐work ‐ more frequently than did men; otherwise no gender differences were found in terms of the other scales of job stress and satisfaction. Marital status was related to Type A behaviour and coping techniques, and parenthood with job‐related pressure and job satisfaction. More specifically, parents reported less stress in the home‐work interface than non‐parents, and were more likely to report more satisfaction in the organisational structure of the police service. The impact of tenure on “controllability” and Type A was moderated by police rank, that is, ambitiousness was significantly negatively correlated with tenure for superintendents but not so for chief‐superintendents. Finally, educational qualifications/ level was related to job satisfaction. Overall job satisfaction (especially satisfaction with personal relationships at work as well as satisfaction with the organisational structure) was lowest for the most highly educated personnel (recipients of a higher degree).

A large sample of German and British managers selected from the private and public sectors completed the pressure management indicator (PMI). The PMI is a 120‐item self‐report questionnaire developed from the occupational stress indicator (OSI). The PMI provides a global measure as well as differentiated profiles of occupational stress. Outcome measures include work satisfaction, organisational security, organisational satisfaction, and commitment, as well as physical wellbeing (physical symptoms and exhaustion) and psychological health (anxiety depression, worry and resilience). In addition moderator variables are assessed including type A behaviour, internal locus of control and coping strategies. The data from the PMI show that, when compared with British managers, the German managers reported greater job satisfaction and lower levels of resilience. The German managers displayed substantially higher pressure from the home‐work interface but less pressure from the need to have their achievements recognised. German managers reported higher levels of impatience (a sub‐scale of type A behaviour), coupled with high internal control (extent to which individual feels able to influence and control events) and made more use of coping strategies, especially problem focussed measures.

This study examines the role of Saudi women’s work motivational drivers on work–home conflict (WHC) and work–home enrichment (WHE). It considers the moderating role of psychological detachment from work during the evening between one workday and the next and how it impacts on the mediating role of WHC and WHE on work performance.

Drawing on self-determination theory and enrichment and depletion perspectives on the work–home interface, the study employs a quantitative lagged study over a period of three consecutive working days, with data collected from 358 Saudi women working in academia.

Moderated mediation structural equation modelling (MMSEM) analysis reveals that intrinsic motivation is significantly, positively related to WHE and home–work enrichment (HWE), whereas extrinsic motivation is only significantly and positively related to home–work conflict (HWC). Results show that detaching from work weakens the positive association between intrinsic motivation and HWE. In line with predictions, WHE is significantly, positively related to citizenship behaviour towards both individuals and organizations, whilst HWE is significantly related to citizenship behaviour towards individuals only. HWC is only significantly related to citizenship behaviour towards the organisation.

The research highlights the enriching experiences for Saudi women, who have the opportunity to pursue a career and highlight benefits of their ongoing empowerment.

This research brings a unique motivational perspective to work–life research and addresses a shortcoming of work–life research in considering an understudied culturally distinct population. It emphasises on the enriching experiences of Saudi women who have the opportunity to pursue a career, highlighting the benefits of their ongoing empowerment.

Examines gender differences in occupational stress and coping strategies among information technology (IT) personnel in Singapore. Data were collected via a combination of mail surveys and semi‐structured interviews. Analyses results of the survey using analysis of covariance procedures. Female IT personnel reported significantly higher scores on sources of stress originating from “factors intrinsic to the job”, “managerial role”, “career and achievement”, “organizational structure and climate”, and “relationships with others”. Contrary to initial prediction, no significant gender difference was found for stress originating from “home‐work interface”. With respect to coping strategies, female IT personnel tend to seek social support and talk to others when they experience stress, while men tend to suppress their emotions and deal with problems in a logical and unemotional manner. Discusses implications of findings.

Employing a feminist relational lens, the purpose of this paper is to explore the work-life balance experiences of black migrant women entrepreneurs, examining the relationship between macro, meso and micro levels of business activity. The paper examines the obstacles raised and opportunities enabled by the confrontation and negotiation between the private and public space.

Qualitative methods are used and the paper draws on semi-structured in-depth interviews with 29 black women business owners in the legal and black hairdressing sectors in London. The analysis of the paper is informed by a relational approach that recognises the embedded nature of business activity in differing levels of social action.

The analysis reveals that ability of the women in the study to manage their work-life balance was shaped by power relations and social interactions between and within cultural, structural and agentic dimensions of small business ownership.

This paper contributes to the literature on business and entrepreneurial behaviour of women by embedding work-life balance experiences of black migrant women in context of relations between and within macro, meso and micro levels. It conceptualises the behaviour of the women in the study in terms of confrontations, negotiations and dialogue between notions of motherhood, femininity, family and entrepreneurship at the societal, institutional and individual levels. In so doing the paper expands the literature on minority entrepreneurship and underscores the interconnected nature of these three levels to produce unique experiences for individual migrant women.

The impact of a major organizational change on general practitioners in the UK was assessed using a postal questionnaire during July‐August 1990. The results were compared with those obtained in a previous survey in November 1987. A total of 917 (61 per cent response rate) general practitioners completed the questionnaire measuring aspects of the job causing stress, job satisfaction and mental wellbeing. Compared with 1987, doctors in 1990 experienced significantly decreased levels of job satisfaction and reported levels of somatic anxiety and depression were higher. The stress associated with the demands of the job and patients′ expectations, practice administration and routine medical work, role stress and the use of social support as a coping strategy were the strongest predictors of job dissatisfaction and poor psychological wellbeing.

This article explores the small unit of family business – being in business with one's spouse – in Scotland and New Zealand. With reference to social network theory, the research explores if the strong married relationship enhances business or inhibits it due to a hypothesised limiting effect on access to external networks. The paper thus measures the impact of networks on copreneurial business performance and explores perceptions of the copreneurial experience.

The research applies a mixed methodology. First, a quantitative sample of 301 small firms in Scotland and New Zealand is tested for variation in performance and social network reach between copreneurial, other types of family firms and firms with no family links. Thereafter, a qualitative study explores the experience of 101 copreneurs in the two countries, to which a thematic analysis is applied.

Networks are shown to be central influences on performance, but the paper finds no performance or network reach variation between copreneurial and other business. Nevertheless, copreneurship is perceived both positively and negatively by practitioners and testimonies include explicit reference to strategies to manage home/work tensions.

The paper contributes new data on performance in copreneurial firms in two international locations. Viewed through a social network theory lens, the research shows the utility of networks to business, family or otherwise. The paper also shows that the work/family interface in copreneurial firms is perceived both as an advantage and as a challenge and so requires careful management.