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Article
Publication date: 31 October 2022

Yangyang Fan, Erbolat Tulepbayev, Hyun Jung Lee and Xiaojun Lyu

Work from home has become as regular as the traditional commuting system after the outbreak of the COVID-19 pandemic. Previous studies have discussed the influence of working at…

Abstract

Purpose

Work from home has become as regular as the traditional commuting system after the outbreak of the COVID-19 pandemic. Previous studies have discussed the influence of working at home on the work–family interface. However, there is limited understanding of how diverse workforces manage their work–family issues with various family-friendly policies. This study aims to bridge this research gap by examining the collective influence of work conditions and family-friendly policies on work–family balance.

Design/methodology/approach

A survey experiment featuring two working conditions (work from home or commuting) × four family-friendly policies (household subsidy, family-friendly supervisor, financial profit, paid leave vs no policy) was approached based on 703 valid responses in China.

Findings

The results indicate that family-friendly policies are more effective under the work-from-home condition than the commuting condition, household subsidies and financial profits are considered more helpful for work–family balance under the work-from-home condition and employees’ policy preferences depend on personal identity and work conditions, which help them maintain work and family issues concurrently.

Originality/value

This study explores the joint impact of work conditions and family-friendly policies from a situational perspective. This study indicated that professional organizations need to perform delicacy management considering policy preferences. Moreover, changing working arrangements help employees facilitate their work–family balance.

Details

Chinese Management Studies, vol. 17 no. 6
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 30 May 2023

Jarrod Haar and Simon Wilkinson

Smart device use for work during family time is a growing issue of concern and is likely exacerbated by the COVID-19 pandemic. The authors test a broad range of well-being…

Abstract

Purpose

Smart device use for work during family time is a growing issue of concern and is likely exacerbated by the COVID-19 pandemic. The authors test a broad range of well-being outcomes (job anxiety, job depression and insomnia) to extend the literature. Work–family conflict was included as a mediator with age as a moderator.

Design/methodology/approach

The study uses representative data from 422 New Zealand employees across a wide range of occupations, sectors, and industries from late 2020. Confirmatory factor analysis (CFA) of the data was used and moderated mediation analysis was conducted.

Findings

Overall, hypotheses were supported, with mWork positively influencing work–family and family–work conflict, and all well-being outcomes. Work–family and family–work conflict acted as mediators and age interacted with mWork leading to more conflict for older workers. Finally, moderated mediation effects were supported with age acting as a boundary condition, whereby the indirect effect of mWork on well-being outcomes increases as age increases.

Research limitations/implications

The findings highlight the danger of using mobile devices to work in family time and highlight the additional risks for older workers.

Originality/value

The mWork literature has a limited focus on well-being outcomes, and the New Zealand data provides insights from a largely underrepresented population in the literature. Further, the use of age as a moderator of mWork towards well-being outcomes provides further originality.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 12 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 15 September 2023

Amee Kim and Poh Yen Ng

This paper explores how gender-related issues are communicated in Korean family-run conglomerates (chaebols) and the roles of women within these businesses. It also addresses to…

Abstract

Purpose

This paper explores how gender-related issues are communicated in Korean family-run conglomerates (chaebols) and the roles of women within these businesses. It also addresses to what extent the communication of chaebols about female employment and career development reflects the perception of gender representation in these organisations.

Design/methodology/approach

By paying attention to gendered discourse in Korean chaebols, this paper examines what is said and written about gender issues in glottographic statements (texts) and non-glottographic statements (charts and other visuals) of annual reports (ARs) published by five chaebols since 2010. The paper uses a Foucauldian framework to develop the archive of statements made within these ARs.

Findings

Although there is an increase in female-employee ratios, ARs show that number of women at the board or senior management level continue to be small. ARs tend to provide numbers related to female employment and retention in their non-glottographic statements, yet these numbers occasionally differ from and frequently are not explained by glottographic statements. The strategies used by chaebols to improve career prospects for their female staff are only vaguely described and rarely evaluated.

Originality/value

This paper looks beyond the existing discourse analysis on “talk and text” by also investigating claims made through graphic and linear/pictorial elements and their interplay with text. This approach opens new understandings of how gendered discourses are constructed and how they (unintentionally) fail to resolve issues and perceptions related to female employment and career development in Korea.

Details

International Journal of Gender and Entrepreneurship, vol. 15 no. 4
Type: Research Article
ISSN: 1756-6266

Keywords

Article
Publication date: 4 September 2023

Arooba Chaudhary, Amna Umer Cheema, Labiba Sheikh and Talat Islam

This study investigates how compulsory citizenship behavior (CCB) restricts police employees from fulfilling their family responsibilities [i.e. work–family conflict (WFC)] and…

Abstract

Purpose

This study investigates how compulsory citizenship behavior (CCB) restricts police employees from fulfilling their family responsibilities [i.e. work–family conflict (WFC)] and affects their psychological health. The authors also examined putting family first (PFF) as a conditional variable on the association between CCB and WFC.

Design/methodology/approach

This quantitative study collected data from 341 police employees on convenience basis. Further, the authors tackled the issue of common method bias (CMB) by collecting data in two waves.

Findings

The data were analyzed through structural equation modeling (SEM), and the result revealed that WFC mediates the association between CCB and police employees' psychological health. In addition, the authors noted that individuals high in PFF were less likely to experience WFC in the presence of CCB.

Originality/value

This study contributes to the scant literature on police employees' psychological health. Specifically, this study is the first to investigate the mediating role of WFC between CCB and psychological health with the boundary condition of PFF.

Details

International Journal of Public Sector Management, vol. 36 no. 4/5
Type: Research Article
ISSN: 0951-3558

Keywords

Article
Publication date: 14 July 2023

Chan Kyun Park, Sunyoung Park and Sung Jun Jo

This study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.

Abstract

Purpose

This study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.

Design/methodology/approach

Data were collected from female employees in South Korea. Structural equation modeling was employed to analyze 202 responses obtained through a self-report survey.

Findings

The findings indicate that (a) discriminatory culture against women and a hierarchical culture were positively related to sexual harassment, and (b) sexual harassment positively affected work–family conflict. Additionally, both a discriminatory culture against women and a hierarchical culture had indirect effects on work–family conflict, which were mediated by sexual harassment.

Originality/value

This study can help researchers better understand the relationship between organizational culture and the work experience of female employees by examining the mechanisms that influence their work–family conflict.

Details

Baltic Journal of Management, vol. 18 no. 5
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 11 March 2022

Thilakshi Kodagoda and Ramanie Samaratunge

This study examines women entrepreneurs' understanding of motherhood and entrepreneurial career and how they negotiate this combination with their gendered understandings and…

Abstract

Purpose

This study examines women entrepreneurs' understanding of motherhood and entrepreneurial career and how they negotiate this combination with their gendered understandings and social norms in Sri Lanka.

Design/methodology/approach

Data were collected using in-depth, semi-structured interviews from 20 entrepreneurial mothers in the Western Province of Sri Lanka. Sub-samples were taken to achieve demographic heterogeneity.

Findings

This study found that entrepreneurial mothers do not perceive their business as separate from their motherhood understanding. They believe that their profession is a part of motherhood responsibilities. This study also found that to negotiate a combination of roles, these mothers employed two coping strategies at different levels: family and business.

Research limitations/implications

As the sample size is small, an extended research strategy would be more effective. Future research could seek to identify strategies that women entrepreneurs use to balance their business–family life.

Practical implications

This research provides implications for balancing business and family life for women entrepreneurs.

Originality/value

The paper extends the cultural and geographical scope of the literature on women entrepreneurs' business–family life experiences.

Details

South Asian Journal of Business Studies, vol. 12 no. 4
Type: Research Article
ISSN: 2398-628X

Keywords

Abstract

Details

Work-Life Inclusion: Broadening Perspectives Across the Life-Course
Type: Book
ISBN: 978-1-80382-219-8

Article
Publication date: 27 October 2023

Filiz Gümüş Dönmez, Mert Gürlek and Osman M. Karatepe

This paper aims to explore work interfering with family (WIF) and family interfering with work (FIW) as the mediators linking psychological resilience to happiness.

Abstract

Purpose

This paper aims to explore work interfering with family (WIF) and family interfering with work (FIW) as the mediators linking psychological resilience to happiness.

Design/methodology/approach

Data gathered from tour guides in Türkiye were used to test the aforesaid associations. In this paper, partial least squares structural equation modeling was performed to gauge the direct links and mediating impacts of WIF and FIW simultaneously in the link between psychological resilience and happiness.

Findings

Psychological resilience exerts a dual influence on WIF and FIW. Simply put, psychologically resilient tour guides balance their work demands with those of the family or vice versa and exhibit low levels of WIF and FIW. As hypothesized, WIF and FIW are the two mediating mechanisms relating psychological resilience to happiness.

Practical implications

It is important to create a family-supportive atmosphere where tour guides can avail themselves of family-friendly practices (i.e. family leave, flexible work schedules, breaks to be spent with family members after long tours and convenient working hours). Psychologically resilient tour guides, with the abovementioned practices, would experience alleviated conflicts between work and family roles and would therefore have heightened happiness.

Originality/value

Although the extant literature has presented plenty of empirical studies about the predictors and outcomes of WIF and FIW, evidence about the links of personal resources as third variables to WIF and FIW simultaneously is still scanty. In addition, there is no evidence linking personal resources such as psychological resilience to nonwork outcomes such as happiness through the mediating roles of WIF and FIW. This paper fills in these voids by gauging the links given above using data collected from tour guides, a population that has been subjected to limited inquiry in the WIF and FIW literature.

Details

International Journal of Contemporary Hospitality Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 15 August 2022

Xiaojun Zhan, Wei Yang, Yirong Guo and Wenhao Luo

Nurses' work engagement is critical for the service quality of the hospital. Thus, investigation on the influencing factors of nurses' work engagement has become an important…

Abstract

Purpose

Nurses' work engagement is critical for the service quality of the hospital. Thus, investigation on the influencing factors of nurses' work engagement has become an important issue. This study addresses this issue by exploring the effect of daily family-to-work conflict (FWC) on next-day work engagement among Chinese nurses.

Design/methodology/approach

The theoretical model was tested using 555 experience sampling data from 61 nurses collected for 10 workdays in China.

Findings

Nurses' daily FWC is associated with their next-day ego depletion. Moreover, increased ego depletion ultimately reduces their next-day work engagement. In addition, a between-individual factor of frequency of perceived patient gratitude mitigates the effect of FWC on ego depletion and the indirect effect on work engagement via ego depletion.

Originality/value

This study is important to the management of health-care organizations as it carries significant implications for theory and practice toward understanding the influence of FWC among nurses. On the one hand, the authors apply the job demands-resources (JD-R) model as the overarching theoretical framework, which contributes to the authors’ understanding of how FWC impairs work engagement. On the other hand, the authors extend extant theoretical models of FWC by identifying the frequency of perceived patient gratitude as an important contextual factor that counteracts the negative effects of FWC among nurses. Moreover, organizations could encourage patients to express their gratitude to nurses by providing more channels, such as thank-you notes, to offer nurses some support for overcoming the destructive effect of FWC.

Details

Personnel Review, vol. 52 no. 9
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 9 January 2024

Sweta Sinha and Koustab Ghosh

This paper aims to explore the evolving needs of Indian men and their aspirations regarding work–life balance practices. The ultimate aim is to assess whether the available…

Abstract

Purpose

This paper aims to explore the evolving needs of Indian men and their aspirations regarding work–life balance practices. The ultimate aim is to assess whether the available policies are helpful and to explore the various roadblocks in their implementation.

Design/methodology/approach

This study takes a qualitative approach and draws on the semi-structured interviews of Indian men (N = 19).

Findings

The analysis revealed an asymmetrical approach of organizations toward implementing employee benefit policies. The organizations remain plagued by the notion that “benefits policies” are needed only by women to carry out additional family responsibilities, whereas men remain aloof from such responsibilities, which takes its strength from the patriarchal roots of Indian society. This study reveals two major themes: lack of appreciation for gender egalitarianism arising among men at the work–family interface’ and the coping practices by men to address their ‘role strain arising due to work–family conflict. It is noted that there is a need to formulate policies and practices to cater to men’s evolving aspirations toward the family–work interface.

Originality/value

This study furthers the debate on inclusive policies for employees and examines the subsection of men for their evolving needs and aspirations. Although organizations live in the glory of having employee-friendly policies, they offer little help in advancing gender neutrality in the workplace. The inclusive policies shall also be helpful for females because it would increase the availability of their partners/spouses to share the family responsibilities.

Details

Gender in Management: An International Journal , vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1754-2413

Keywords

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