Search results
1 – 10 of over 2000Subhash C. Kundu, Prerna Tuteja and Purnima Chahar
The paper focuses on examining the relationship between challenges caused by COVID-19 pandemic and employees' stress through the mediating role of family-life disturbance and…
Abstract
Purpose
The paper focuses on examining the relationship between challenges caused by COVID-19 pandemic and employees' stress through the mediating role of family-life disturbance and work-life imbalance.
Design/methodology/approach
A total of 1,556 respondents from 45 countries across all continents were included in this survey. Statistical techniques such as exploratory factor analysis (EFA), confirmatory factor analysis (CFA), correlations, multiple regression and bootstrapping were used to analyse the data.
Findings
The results depicted that COVID-19 challenges induced stress among employees. In combination with this, family-life disturbance and work-life imbalance mediated the relationship between COVID-19 challenges and employees' stress individually as well as serially. The paper further suggests some recommendations to mitigate the impact of COVID-19 challenges on employees' stress.
Research limitations/implications
The major limitation of the study was in the data collection process. As the data were collected during the time period of pandemic, so, limited respondents were approached. Also, the international and cross-sectional design of the study can limit the applicability of the results.
Practical implications
The study suggests organizations and HR managers to help in balancing family and work-life of employees, so that their mind can be kept stress free.
Originality/value
The study has added knowledge to the existing literature of stress created due to the COVID-19 pandemic by explaining the serial mediation of family-life disturbance and work-life imbalance between the relationship of COVID-19 challenges and employees' stress.
Details
Keywords
Helene Mayerhofer, Angelika Schmidt, Linley Hartmann and Regine Bendl
The aim of this paper is to explore flexpatriates' perceptions of work life balance (WLB) issues and identify possible adjustments of WLB programs to better meet the needs of…
Abstract
Purpose
The aim of this paper is to explore flexpatriates' perceptions of work life balance (WLB) issues and identify possible adjustments of WLB programs to better meet the needs of flexpatriates. This paper investigates flexpatriates' challenges at the interface of personal and work lives and their perception of standard WLB programs and then proposes organizational adjustments to better meet the needs of flexpatriates.
Design/methodology/approach
This study employed a qualitative research approach and two kinds of empirical data were collected: first, through in‐depth semi‐structured interviews with 40 employees involved in flexpatriate assignments in multinational companies operating in Austria and, second, through a document analysis of the homepages of their employing organizations to gain information about WLB practices.
Findings
Drawing upon the study findings, the authors present a typology of flexpatriates and propose a model that considers both WLB and work life imbalance as a desirable or acceptable option and offers a new theoretical perspective for examining organization and individual dimensions in WLB.
Originality/value
The authors' contribution is a new contextualization of WLB initiatives that incorporates both WLB and work life imbalance as valid perspectives of employees.
Details
Keywords
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.
Details
Keywords
It is analyzed whether working from home improves or impairs the job satisfaction and the work–life balance and under which conditions.
Abstract
Purpose
It is analyzed whether working from home improves or impairs the job satisfaction and the work–life balance and under which conditions.
Design/methodology/approach
Blocks of influences on job satisfaction and work–life balance – personal traits, job characteristics, skills and employment properties – are estimated separately and in combination. To select the variables, the least angle regression is applied. The entropy balancing approach is used to determine causal effects. The study investigates whether imbalances are determined by private or job influences, whether firm-specific regulations and the selected control group affect the results and whether it only takes place during leisure time.
Findings
No clear effects of remote work on job satisfaction are revealed, but the impact on work–life balance is generally negative. If the imbalance is conditioned by private interests, this is not corroborated in contrast to job conditioned features. Employees working from home are happier than those who want to work at home, job satisfaction is higher and work–life balance is not worse under a strict contractual agreement than under a nonbinding commitment.
Originality/value
A wide range of personality traits, skills, employment properties and job characteristics are incorporated as determinants. The problem of causality is investigated. It is analyzed whether the use of alternative control and treatment groups leads to different results. The empirical investigation is based on new German data with three waves.
Details
Keywords
Katarzyna Mikołajczyk, Dorota Molek-Winiarska and Emily Kleszewski
The main aims of the paper were to explore the role of information and communication technology (ICT) in shaping the work-life balance of managers working remotely and to identify…
Abstract
Purpose
The main aims of the paper were to explore the role of information and communication technology (ICT) in shaping the work-life balance of managers working remotely and to identify individual recovery strategies and organisational interventions to support digital managers. The theoretical background was based on the work-family border theory and the effort-recovery model.
Design/methodology/approach
A semi-structured individual in-depth interview (IDI) was used as the research method. The research group consisted of 13 managers from companies in Poland representing various industries. In all, 560 min of recordings and 201 pages of text were obtained and subsequently coded and categorised.
Findings
The results showed that remote managers struggle with the work-life imbalance and blurred boundaries between work and private roles, as well as difficulties in maintaining digital hygiene. The use of ICT enables high flexibility but contributes to work-life conflict. Managers who work from home experience a constant workload and suffer from impaired recovery. The use of ICT creates a need to recover and maintain digital hygiene. However, there are constraints that impede managers' recovery attempts. Many feel that their work does not allow to recover but requires to be “always on” to help their subordinates fulfil their responsibilities, even though they do not expect their subordinates to work after hours. Finally, managers perceive organisational support as insufficient or inappropriate for their needs. They admit that they do not participate in organisational interventions due to lack of time and do not believe that they help them to maintain or restore their well-being.
Originality/value
The role of ICT in blurring the boundaries between work and private roles was explored in depth, as was the “always on” phenomenon as a factor contributing to the tension between the need to recover and the inability to engage in recovery activities. The study has practical implications for integrating individual and organisational approaches to well-being and identifies solutions to encourage managers to maintain digital hygiene and mental health.
Details
Keywords
Samantha Evans and Madeleine Wyatt
This chapter challenges middle-class bias in work-life literature by examining work-life balance dynamics through a social class perspective. It reveals class-based disparities in…
Abstract
This chapter challenges middle-class bias in work-life literature by examining work-life balance dynamics through a social class perspective. It reveals class-based disparities in physical, temporal, and psychological outcomes, including the role of economic capital in work-life balance and the challenges encountered by the socially mobile in achieving psychological balance. It emphasizes the need to acknowledge social class implications for work-life balance and urges organizations to address class-based inconsistencies and inequalities in their practices.
Details
Keywords
Muhammad Irfan, Raja Abubakar Khalid, Syyed Sami Ul Haq Kaka Khel, Ahsen Maqsoom and Imran Khan Sherani
The purpose of this research is to examine the impact of work–life balance on project performance with mediating role of job burnout and moderating role of organizational support…
Abstract
Purpose
The purpose of this research is to examine the impact of work–life balance on project performance with mediating role of job burnout and moderating role of organizational support and what are the indirect effects of work–life balance on project performance via organizational support. For quantifying this effect, regression analysis has been used, and to calculate variable mediation, moderation and conditional process analysis, Model of Preacher and Hayes has been utilized.
Design/methodology/approach
Four variables and 23 measurement items have been extracted from published literature. Further, data collection for this research study has been conducted through the “Questionnaire” technique. The questionnaire has been developed based on previously established questions available in the literature. Finally, to obtain a more objective assessment, a statistical model is developed, and regression analysis is performed to highlight the most significant variables that impact the project performance.
Findings
The results of the study show that work–life balance harmed project performance, and organizational support was putting the main impact on project performance. Moreover, the findings of the study include the positive association of job burnout with project performance. And a total mediation effect was observed between work–life balance and project performance, through the bootstrapping results.
Practical implications
The authors have found that the theoretical model got practical implications, both for the managers and the organization involved in the project. The first implication is that adopting suitable work–life balance practices will be beneficial and support professionals working on projects. Professionals engaged in projects, both at managerial and team levels, are exposed to work–life balance resulting from work performance and personal life responsibilities. The empirical results revealed conflicts came across due to poor time management, and these conflicts have adverse effects on personal and professional commitments. It should be one of the basic considerations for project-based organizations, to make available ample time for the professionals to be with their families.
Originality/value
This study has enabled the authors to understand the work–life balance, organizational support and job burnout and how these variables affect project performance via their relationship as described in a theoretical framework. Furthermore, this research contributes toward the field by considering different ways to balance the work–family conflicts by examining the effects of work–life balance on Job Burnout and Project Performance. This study brought some significant insights and one of its kind in the developing countries and adds to the existing body of knowledge by developing a regression model that will help decision makers and top management to further enhance their project performance.
Details
Keywords
This paper aims to examine the relationship between perceived organizational support (POS) and work-life balance (WLB) in the context of the Indian banking sector and their…
Abstract
Purpose
This paper aims to examine the relationship between perceived organizational support (POS) and work-life balance (WLB) in the context of the Indian banking sector and their subsequent impact on the commitment level of employees.
Design/methodology/approach
Data were collected from 617 banking employees holding different positions with a structured adapted questionnaire. The data analysis was done using structural equation modeling.
Findings
The results revealed a positive influence of POS on WLB. Moreover, this relationship has been found to be partially mediated by organizational commitment (OC).
Originality/value
This study augments the organizational behavior domain by identifying and empirically validating POS as an antecedent of WLB and OC as its consequence in the context of the Indian banking sector, where such studies are scant. The study also suggests the managerial and theoretical implications based on the findings.
Details
Keywords
Zahoor Ahmad Parray, Tanveer Ahmad Shah and Shahbaz Ul Islam
The major goal of this research is to examine the work-life balance as a mediating factor in the association between psychological capital and employee attitudes including job…
Abstract
Purpose
The major goal of this research is to examine the work-life balance as a mediating factor in the association between psychological capital and employee attitudes including job satisfaction, organizational commitment and turnover intentions.
Design/methodology/approach
The authors gathered data from prestigious healthcare institutes in North Indian states to test the suggested study model. Data were gathered from 613 personnel employed in public and private healthcare organizations via an online Google form. Structural Equation Modelling (SEM) was applied for analyzing the data.
Findings
The findings validated the expected relations, demonstrating that the association between psychological capital and employee job attitudes is completely mediated by work-life balance.
Research limitations/implications
This research study used cross-sectional data, which fall short of meeting the requirement for proving causation.
Practical implications
The findings of this study will help organizations and practitioners, particularly healthcare administrators and policymakers, better recognize the value of psychological capital and work-life balance, and how they impact job attitudes.
Originality/value
This research study added to the existing self-determination theory (SDT) model developed by Deci et al. (2017) by incorporating psychological capital and work-life balance as autonomous intrinsic and workplace context factors, respectively, into the SDT model to study work behaviors in terms of job outcomes. In addition, the study added to the existing body of knowledge in organizational behavior literature about the role of mediating variables in understanding the indirect effect of personal resources on job attitudes.
Details
Keywords
This study aims to explore sexist codes in the creative departments of Chilean advertising agencies, where women represent only 4.7% of all creatives.
Abstract
Purpose
This study aims to explore sexist codes in the creative departments of Chilean advertising agencies, where women represent only 4.7% of all creatives.
Design/methodology/approach
This study provides new insights into the experiences of women in advertising through 18 in-depth interviews with Chilean creative women.
Findings
The results show that gender discrimination begins in universities, where male professors are often the same people who hire creative talent into the advertising agencies and prefer men, which continues throughout women’s careers.
Originality/value
While there are numerous studies of advertising creative women in North American and European agencies, there are few on creative women in South American and virtually none on creative women in Chilean agencies.
Details