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1 – 10 of over 23000Barbara Beham and Sonja Drobnič
The paper seeks to examine the relationships between various work demands and resources and satisfaction with work‐family balance in a sample of German office workers. Work‐to…
Abstract
Purpose
The paper seeks to examine the relationships between various work demands and resources and satisfaction with work‐family balance in a sample of German office workers. Work‐to‐family conflict is expected to mediate several relationships between dependent and independent variables.
Design/methodology/approach
A sample of 716 office workers from two service sector organizations in Germany participated in a comprehensive online survey. Hierarchical multivariate regressions were used to test the predicted relationships.
Findings
Perceived high organizational time expectations, psychological job demands and job insecurity were found to be negatively related to employees' satisfaction with work‐family balance. Work‐to‐family conflict partially mediated those relationships. Social support at work and job control revealed positive relationships with satisfaction with work‐family balance, but contrary to predictions this association persisted after controlling for work‐to‐family conflict.
Research limitations/implications
The study used a cross‐sectional design and employees' self reports which may be problematic in drawing causal conclusions.
Originality/value
The majority of studies in work‐family research look at either work‐family conflict, or more recently, at work‐family facilitation/enrichment, but little research has been conducted on employees' overall assessment of satisfaction with work‐family balance. By investigating relationships between various work demands and resources and the mediating role of work‐to‐family conflict in a sample of German office workers, the study extends previous research and contributes to the work‐family literature by clarifying the relationship between work‐to‐family conflict and satisfaction with work‐family balance.
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Guodong Ni, Yaqi Fang, Xinyue Miao, Yaning Qiao, Wenshun Wang and Jian Xuan
This study aims to provide a new perspective and path to reduce the unsafe behavior of new generation of construction workers (NGCWs) in China. The purpose of this study is to…
Abstract
Purpose
This study aims to provide a new perspective and path to reduce the unsafe behavior of new generation of construction workers (NGCWs) in China. The purpose of this study is to explore the influencing mechanism of work-family balance on the unsafe behavior of NGCWs and test the mediating effect of job satisfaction and the moderating effect of group safety climate.
Design/methodology/approach
A theoretical model on the influencing mechanism of work-family balance on unsafe behavior of NGCWs was constructed through theoretical analysis. Research data were collected from 502 NGCWs via a questionnaire survey, and research hypotheses were testified with regression analysis.
Findings
The results show that work-family balance not only directly reduces NGCWs’ unsafe behavior but also indirectly reduces it through job satisfaction, which plays a partial mediating role. In addition to positively moderating the relationship between work-family balance and NGCWs’ unsafe behavior, group safety climate can also moderate the relationship between work-family balance and job satisfaction in a positive way.
Practical implications
This study provides practical implications for construction companies to reduce the unsafe behaviors of NGCWs from the perspective of work-family balance. Specifically, construction companies should adopt more flexible work rules, such as flexible organization and rotation systems, to increase their work autonomy. Meanwhile, construction companies need to improve the work environment and basic conditions for NGCWs, establish a reasonable salary system and provide attractive promotion opportunities to increase their job satisfaction. In addition, construction companies should provide active safety lectures and training, and supervisors should improve safety communication and interaction levels. Co-workers should remind workers about their safety attitudes and behaviors promptly. A good group safety climate will be created through the efforts of construction companies, supervisors and co-workers.
Originality/value
This study clarifies the influencing mechanism of work-family balance on the NGCWs’ unsafe behavior and further tests the partial mediating role of job satisfaction and the positively moderating effect of group safety climate on the influence relationship of work-family balance on job satisfaction and NGCWs’ unsafe behavior, which defines the boundary conditions of the relationship between work-family balance and NGCWs’ unsafe behavior, and promotes the effective integration of social exchange theory and theoretical system of influencing mechanism of construction workers’ unsafe behavior.
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Aqeel Ahmed Soomro, Robert J. Breitenecker and Syed Afzal Moshadi Shah
People in both the developing and developed worlds now face issues like work-to-family and family-to-work conflicts. Accordingly, the purpose of this paper is to explore the…
Abstract
Purpose
People in both the developing and developed worlds now face issues like work-to-family and family-to-work conflicts. Accordingly, the purpose of this paper is to explore the relationships between work-life balance, work-family conflict, and family-work conflict and perceived employee performance with job satisfaction serving as a moderating variable.
Design/methodology/approach
The object of this study is a full-time teaching faculty. Responses from 280 young university teaching faculty serving in public-sector universities in Islamabad, Pakistan, were investigated by applying linear regression analysis to test six hypotheses.
Findings
The results show that work-life balance and work-family conflict have a positive effect on employee performance. Job satisfaction has moderating effects on the relationships between work-life balance, work-family conflict, and family-work conflict with perceived employee performance.
Originality/value
The study presents some unique results, which are different from previous studies such as work-family conflict has a positive significant effect on employee performance, family-work conflict has no significant effect on employee performance, and job satisfaction can be a negative moderator between these relations.
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Meghna Virick, Juliana D. Lilly and Wendy J. Casper
The purpose of this research is to examine how increased work overload of layoff survivors relates to their work‐life balance and job and life satisfaction.
Abstract
Purpose
The purpose of this research is to examine how increased work overload of layoff survivors relates to their work‐life balance and job and life satisfaction.
Design/methodology/approach
Survey methodology was used to collect data from 510 layoff survivors in a high tech company. Regression analyses and structural equation modeling were used to test the hypotheses.
Findings
The study found that layoff survivors experience higher levels of workload which impact overall role overload that negatively affects work‐life balance. Findings suggest that high workloads experienced by layoff survivors contribute to reduced job and life satisfaction through reduced work‐life balance as a mediating mechanism.
Research limitations/implications
The data used in this paper is cross‐sectional and conducted within a single organization. Also, most of the data is obtained from self report survey data and subject to common method bias. As such, longitudinal studies are recommended for future research.
Originality/value
This study makes a contribution by joining two distinct research streams – the job loss literature with research on work‐family issues. Findings suggest that high workloads experienced by layoff survivors contribute to reduced job and life satisfaction with work‐life balance acting as a mediator. Future research should determine whether these findings generalize to diverse layoff survivors in distinct industries, and assess whether these phenomena change over time.
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Wendy C. Marcinkus, Karen S. Whelan‐Berry and Judith R. Gordon
This paper seeks to examine the relationship of a network of social support for midlife women with their attitudes toward work‐family balance and work outcomes, including job…
Abstract
Purpose
This paper seeks to examine the relationship of a network of social support for midlife women with their attitudes toward work‐family balance and work outcomes, including job satisfaction, organisational commitment, and career accomplishment.
Design/methodology/approach
A total of 1,089 women between the ages of 35 and 50 across three organizations were surveyed and then 72 of them interviewed.
Findings
Results indicate that the women generally received more personal social support than work‐based social support and more instrumental than expressive support from all sources. Work‐based social support was positively associated with job satisfaction, organisational commitment, and career accomplishment; personal social support was also associated with job satisfaction and organisational commitment. Work‐family balance may partially mediate the relationship between social support and work outcomes.
Originality/value
Much of what is known about work‐life issues centers on the work‐family conflicts of younger women with children. Perceptions are explored of work‐life balance among women at midlife, an understudied population with significant work and personal responsibilities. This study contributes to research by examining the relationships among the full network of social support, work‐family balance, and work‐related outcomes, as well as the nature of this support for working women. The combination of quantitative and qualitative methods provides substantive insights into the complexity of these relationships for women at midlife.
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Lorena Ronda, Andrea Ollo-López and Salomé Goñi-Legaz
This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role…
Abstract
Purpose
This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship
Design/methodology/approach
We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis.
Findings
The results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive.
Research limitations/implications
The use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction.
Practical implications
Managers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours.
Originality/value
The paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.
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Studies suggest that women in law appear dissatisfied with the practice of law due to the difficulties of balancing work and family. Little research has examined how the…
Abstract
Studies suggest that women in law appear dissatisfied with the practice of law due to the difficulties of balancing work and family. Little research has examined how the contextual characteristics of law firms affect women lawyers’ sense of life balance and career satisfaction, which is the focus of this study. I propose that if women in law firms can have children and be just as satisfied with their careers and have the same degree of life balance as women without children, then women practicing law can “have it all”. I show how contextual characteristics of law firms are important in understanding mothers’ and non-mothers’ work experiences.
Purpose: Drawing upon the conservation of resources (COR) theory, the purpose of this chapter is to investigate the influence of supervisor family support (SFS) on job performance…
Abstract
Purpose: Drawing upon the conservation of resources (COR) theory, the purpose of this chapter is to investigate the influence of supervisor family support (SFS) on job performance of employees through work and family demand, work-family conflict (WFC), work-life balance (WLB), job satisfaction, life satisfaction, and organizational commitment. In doing so, this chapter aims to respond to the limited existing research on WLB in the Australian financial industry, despite its substantial contribution to the economy. Study Design/Methodology/Approach: The study uses an online panel which recruits participants at different levels of financial organizations in Australia. The data comprise 305 employees to test a model with structural equation modeling. Findings: Results demonstrate that SFS relates positively to WLB and inversely to perceived family demand, WFC, and family-work conflict, with no significant link to perceived work demand. Findings show further that WLB associates positively with employee attitudes (e.g., job satisfaction, life satisfaction, organizational commitment). Results also demonstrate positive relations between employee attitudes and job performance. Finally, results show a significant positive relationship between WLB and job performance. Research Limitations/Implications: The survey data were collected from a single source (the financial industry) and from Sydney; therefore, the conclusions may carry less weight than those triangulated from multiple sources and across Australia. The variables were self-reported, which may leave the data subject to some response biases. Consistent with the past research, steps were taken to reduce single-source bias. Practical Implications: The results demonstrate that SFS is important in determining employee job performance in financial industry. It also highlights the role of work and family demand, WFC, WLB, and job attitudes. Originality/Value: The study would guide employers, employees, and managers involved in the financial industry to implement policies which may aim to augment job performance and promote balance between work, home, and life.
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Samantha Metselaar, Laura den Dulk and Brenda Vermeeren
The COVID-19 pandemic has highlighted the relevance of the intersections between work and personal life. Measures introduced to slow the spread of COVID-19 have included an…
Abstract
The COVID-19 pandemic has highlighted the relevance of the intersections between work and personal life. Measures introduced to slow the spread of COVID-19 have included an increase of working from home and the temporary closure of schools and child-care facilities, leading to a lighter workload for some and a heavier workload for others. These consequences are likely to affect employees’ work–life balance (WLB), although the impact may differ across groups of employees depending on the nature of their work, family and personal demands and resources. This mixed-method study examined how Dutch government employees perceive their WLB during the pandemic and how differences in what employees are experiencing can be explained. In May/June 2020, an online survey (N = 827) and an interview study (N = 17) were conducted at a government organization whose employees were obliged to work from home partly or exclusively. Results indicate that demands changed when working entirely from home and resources became more important to maintain WLB satisfaction. Being able to manage boundaries across life domains and find a new routine also appeared to be crucial for WLB satisfaction.
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Miguel A. Baeza, Jorge A. Gonzalez and Yong Wang
The purpose of this paper is to study how job flexibility influences job satisfaction among Mexican professionals, and focus on the role of key socio-cultural moderators relevant…
Abstract
Purpose
The purpose of this paper is to study how job flexibility influences job satisfaction among Mexican professionals, and focus on the role of key socio-cultural moderators relevant to Mexican society.
Design/methodology/approach
The paper explore how this relationship may be more important for women, employees with dependents such as children and elder parents and younger generations of professionals (e.g. Millennials).
Findings
The authors find that job flexibility is positively related to job satisfaction. This relationship is stronger for employees without dependents, as well as for younger generations of professionals (e.g. Millennials). Surprisingly, the relationship between job flexibility and job satisfaction does not differ by gender. The findings explain why job flexibility is more conductive to job satisfaction for employees without dependents, who tend to belong to younger generations.
Originality/value
Overall, the findings present important implications for managing job flexibility in Mexico and other Latin American countries, particularly for younger professionals.
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