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This study aims to investigate the relationship between person-role conflict, psychological capital and emotional exhaustion. Specifically, the research explores how person-role conflict magnified due to daily contact with COVID-19 carriers leads doctors and nurses to experience emotional exhaustion. Moreover, psychological capital function as an explanatory mechanism between stressor strain relationships has also been tested.

The study results are based on three months of lagged data conducted from the sample of 347 frontline physicians and nurses who provide treatment and care to infected people. To test direct, indirect and total effect, the author's used PROCESS Macro.

The results suggested that person-role conflict reduces state-like psychological capital and increases emotional exhaustion through reduced psychological capital. Results aligned with the model's expectations in that psychological capital mediated the relationship between person-role conflict and emotional exhaustion, and the mediation was partial.

This paper is the first one that tested the link between person-role conflict and emotional exhaustion. Moreover, up till now, no study has examined the mediating role of psychological capital in the relationship between person-role conflict and emotional exhaustion. Finally, in the context of the contagion outbreak, this is the preliminary effort that validated the resource loss cycle principle of conservation of resource theory.

Using WeChat moments as an example, this article explores the impact of user role conflict on privacy concerns, social media fatigue and the three dimensions of discontinuous usage intention: control activities, short breaks and suspend usage intentions. Moreover, the moderating function of self-esteem in this process is examined.

The conceptual model includes role conflict, privacy concerns, social media fatigue, discontinuous usage intention and self-esteem. Three hundred and thirty-one questionnaires were collected using an online survey, and the data were analyzed with structural equation and hierarchical regression modeling.

The results show that (1) role conflict positively affects privacy concerns and social media fatigue; (2) privacy concerns also positively affect social media fatigue; (3) privacy concerns positively affect control activities intentions, although their impact on short breaks and suspend usage intentions is not significant, whereas social media fatigue significantly influences control activities, short breaks and suspend usage intentions; and (4) self-esteem negatively moderates the influence of role conflict on privacy concerns.

A key limitation of this research is that it is designed for WeChat. Therefore, the question of whether other social media platforms face role conflict or discontinuous usage problems should be explored in the future.

The article is interesting in that it focuses on the discontinuous usage of social media and identifies factors that contribute to the discontinuous usage of social media. The findings make some theoretical contributions to, and have practical implications for, research into social media usage.

The purpose of this paper is to examine the effect of superior support, in the presence of a range of work role stressors, on both conflict and enrichment aspects of work-life interface simultaneously. The paper frames the research narrative of superior support by contextualizing it within superior’s dichotomous and opposing roles of organizational performance driver and support provider.

Survey data was collected from Malaysian work adults. Drawing on a sample of 1,051 cases, structural equation modeling technique is used to examine the effect of superior support, with the presence of work role stressors, on individuals’ work-life experience. Three alternate models are compared: superior support as moderator of stressors-strain relationship; both superior support and work stressors as direct antecedents of work-life experience; and superior support as indirect antecedent (mediated by work role stressors) of work-life experience.

Findings evidence the favorable model of superior support as indirect antecedent (mediated by work role stressors) of work-life experience. In addition, superior support has significant impact on work role ambiguity and work-life enrichment, however, its effect on work role conflict, work role overload and work-life conflict is not significant. Findings of the study also demonstrate the distinct effect of work role stressors on work-life experience in terms of direction and strength of impact.

While superior support promotes greater work-life enrichment, its effect on work-life conflict is limited. Therefore, instead of superior support, employers have to identify alternate resources to assist employees to deal with conflict and interference of work-life interface. Distinctiveness of various work role stressors and interaction between these work role stressors offer practical implications to employer that all stressors at workplace should not be treated as identical and common to each other. Distinct effort should be taken to address different forms of work role stressors so that work-life conflict (resource depletion) can be minimized while work-life enrichment (resource gaining) can be enhanced.

The research investigates superior support in relation to work stressor and work-life experience by scrutinizing the role of supervisors from the vantage point of supervisors as performance drivers as well as support providers. This provides a balanced narrative as compared to previous research focussing solely on either the support perspective or the employee effort extraction perspective. In its execution, the research incorporates enrichment aspect of work-life experience, in addition to the conflict and negative effect. Drawing on the Conservation of Resources Theory, the study teases out important implication for employers and researchers to show that superior support and work role stressors come together to shape individuals’ work-life experience by depleting resources (work-life conflict) and gaining resources (work-life enrichment) simultaneously, as well as drawing out the dilemma of supervisors as performance drivers and support providers at the same time.

Numerous studies have been conducted to test the causal relationship among role conflict, role satisfaction and stress. However, they are mostly done in the USA. Given that Chinese culture is different from American culture, models developed in the West may not apply to the Chinese population. This study, therefore, examined the causal relationship among work conflict, family conflict, job satisfaction, marital satisfaction, life satisfaction and stress. Subjects of this study included nurses, social workers, and managers in Hong Kong. Path analysis was conducted and its result showed a good fit of the model. The findings indicate that job satisfaction and marital satisfaction experienced by the subjects were affected by work conflict and family conflict as well as inter‐role conflict. Likewise, their stress level was also influenced by life satisfaction which in turn was affected by job satisfaction and marital satisfaction.

This study aims to determine the direct and mediating effects of time pressure, work–family conflict, role ambiguity, work stress and audit quality reduction behavior.

The sample selection in this research is done by purposive sampling method based on the criteria specified by the researcher. In addition, random sample selection does not necessarily produce a sample that can represent auditors at all levels and types of Kantor Akuntan Publik (KAP). This research uses quantitative analysis with approach of structural equation modeling (SEM) method to analyze direct and indirect effect. The main method for data analysis is SEM.

Based on the results of the research note that time pressure, work–family conflict and role ambiguity each have a significant effect on work stress. In testing the direct effect on audit quality reduction behavior, only time pressure influential significant, while work–family conflict and role ambiguity not significant. However, in the test of indirect influence/influence of mediation, there is a significant influence on all tests that time pressure, work–family conflict and role ambiguity each have a significant effect on audit quality reduction behavior through work stress.

The originality of this paper is in SEM used by involving new variable which is work–family conflict. The research location is public accounting offices (KAP) in Indonesia.

The main purpose of this study is to link work‐family conflict, quality of work and non‐work lives, quality of life and social support (supervisor and spouse supports). Specifically, it seeks to address three different roles of social support that have theoretical and empirical support and the mediating roles of quality of work life and quality of non‐work life.

The SEM‐based approach has been used to study supervisor and spouse supports as moderators between work‐family conflict and quality of life; independent variables of work‐family conflict; independent variables of quality of life. The study has been carried out in Malaysia.

The main findings are: work‐family conflict has relationship with quality of life; quality of work life and non‐work life are “partial” mediators between work‐family conflict and quality of life; and, among the various roles of social support, its role as an independent variable of quality of life gives the best results.

The research is based on a cross‐sectional study conducted in Malaysia and addresses only the spouse and supervisor supports as components of social support.

The research has developed a comprehensive model linking work‐family conflict, quality of work and non‐work lives, and quality of life and has studied the role of social support.

School has been neglected as a source of stress and strain resulting from its inevitable conflict with work and family role demands among married, working students. The meager research available has examined only work-school (not school-work) conflict among adolescents and college students and only three studies (two unpublished) have developed measures of conflict involving work, family, and school without studying its antecedents and consequences. The purpose of this paper is to examine all six school-work-family interrole conflicts and their effects on subjective stress and burnout. It was hypothesized that the greater the conflict between family, work, and school roles, the greater the subjective stress and burnout and that women experience more work-family-school conflicts than do men.

In total, 100 working married adult students completed self-report demographic questionnaire, school-work-family conflict, subjective stress, and burnout scales.

Regression results revealed that school-work (but not work-school) conflict was the only one of the six interrole conflicts examined that contributed to subjective stress and burnout. Women reported greater work-family conflict and family-work conflict. There were no differences between men and women involving school; where gender plays no role, it causes no conflict.

Scholars interested in interrole conflict involving family and work should expand the scope of their theories and research to include the school role.

The present study was the first to examine all six school-work-family interrole conflicts and their effects on subjective stress and burnout.

This paper re‐examines an earlier research outcome which concluded that budgetary role ambiguity intervenes in the budgetary participation ‐ job satisfaction relationship. In this study, it is argued that this outcome will not occur in a high power distance cultural setting where managers have a high expectation of participation in decision making. Given the formality often associated with participation in such a setting, it was not expected that budgetary role ambiguity would intervene in the relationship. Path analysis was used to analyse the data which was gathered in Thailand. The results of the analysis support the theoretical expectations. The relationship of budgetary role conflict and job satisfaction is also explored in the paper. It is argued that, in a nation where a female is traditionally of a lower status than a male, the role conflict experienced by a female manager will be negatively and significantly related to job satisfaction. This outcome was not expected for male managers. Again, me results support the theoretical expectations. The paper concludes with a number of ideas for future research in this topic.

The dual‐career phenomenon has become increasingly prevalent worldwide. This lifestyle often generates stresses and strains, at home and at work, for couples juggling multiple demands, which can have negative consequences for organisations. While most empirical research into this lifestyle has been conducted in the United States and Britain, very little has been carried out in Australia. This particular study, based on data from an Australian sample of 121 lawyers and accountants, was therefore aimed at analysing the levels of stress, work‐family conflict and overload among dual‐career and single‐career couples. The results confirm that dual‐career couples experience higher levels of stress, work‐family conflict and overload than single‐career couples. To enhance labour productivity and organisational effectiveness, human resource managers therefore need to take account of the potential for dual‐career stress, overload and conflict, and respond flexibly to dual‐career employee status.

In view of the COVID-19 pandemic’s impact on organisations and employees, this study aims to investigate a reverse relationship between role conflict, burnout and job insecurity, and proposed emotional intelligence (EI) and organisational support as individual and organisational factors, respectively, that may moderate this chain relationship. Drawing on conservation of resources (COR) theory, this paper proposes that organisational support as an organisational factor and EI as an individual ability may aid in minimising the perception of the depletion of resources and play a moderating role in conflict–burnout–job insecurity relationships.

This study was undertaken in Australia with a focus on those who were employed and worked during the COVID-19 pandemic. The survey was conducted online using the Qualtrics platform as it offers user-friendly features for respondents. In total, 723 usable responses were generated for data analysis. Structural equation modelling was performed to test the hypotheses of this study.

The results show that role conflict was significantly related to burnout, which in turn led to job insecurity. EI and organisational support reduced the impact of burnout on job insecurity.

Theoretically, this research deepens an understanding of COR and role theory and contributes to mental health research and organisational studies. COR depicts individuals’ reservation of resources for desired or expected outcomes. This study approached from a depletion of resources perspective and revealed the consequences for both individuals and organisations. This study also expands role theory and includes job and family-derived roles to deepen the role conflict during the pandemic. Whilst most research taps into the job performance and behaviour domain to understand the impact of role conflict, this study proposed a novel concept of a mediation relationship between role conflict, burnout and job insecurity in line with the status quo of the pandemic. Consequently, this study contributes to job attitude research by approaching the antecedents from a combination of organisational, individual and situational factors because role conflict is reflected as a clash of job demands, family obligations and responsibilities, and the pandemic situation.