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1 – 10 of 47Ángela Ximena Campos García, Victoria Eugenia Cabrera-García, María del Carmen Docal-Millán, Lina María Acuña Arango and Fernando Riveros Munevar
Remote work has been intensifying in organizations, and the recent pandemic forced an immediate increase in it, ignoring its effect on the family. The purpose of this study was to…
Abstract
Purpose
Remote work has been intensifying in organizations, and the recent pandemic forced an immediate increase in it, ignoring its effect on the family. The purpose of this study was to analyze the work and personal-family life balance of Colombian workers during the lockdown and the effects on post-pandemic times.
Design/methodology/approach
Quantitative correlational study with a non-probabilistic sample of 1,069 participants: 349 (32.64%) men and 720 (67.35%) women.
Findings
A total of 44.8% of the participants reported that their work interfered with their personal life; 61.6% reported that their work exceeded their habitual time; 72.2% felt comfortable with the remote work; and women perceived more affectation, as did participants with children. No interaction was present between these variables. There are more interruptions for workers with children younger than 12 years.
Practical implications
There is satisfaction with remote work. However, there are difficulties regarding work-personal life balance that must be addressed to improve quality of life, with an emphasis on women and workers with children, especially younger children.
Social implications
This study provides empirical evidence for the foundation of public and organizational policies aimed at managing remote work and the work-personal life balance to reduce the risk of loss of female labor force and effects on the quality of life of workers.
Originality/value
Studies on the work-personal life balance with Latin American samples are scarce. This research contributes to the literature about satisfaction with working from home modality and the work-personal life balance during COVID-19 confinement, with a look at the differences by gender and the evaluation of the family conditions of Colombian workers, contributing to a regional perspective.
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Prior research has extensively examined how bringing technology from work into the non-work life domain creates conflict, yet the reverse pathway has rarely been studied. The…
Abstract
Purpose
Prior research has extensively examined how bringing technology from work into the non-work life domain creates conflict, yet the reverse pathway has rarely been studied. The purpose of this study is to bridge this gap and examine how the non-work use of smartphones in the workplace affects work–life conflict.
Design/methodology/approach
Drawing from three literature streams: technostress, work–life conflict and role boundary theory, the authors theorise on how limiting employees' ability to integrate the personal life domain into work, by means of technology use policy, contributes to stress and work–life conflict. To test this model, the authors employ a natural experiment in a company that changed its policy from fully restricting to open smartphone access for non-work purposes in the workplace. The insights gained from the experiment were explored further through qualitative interviews.
Findings
Work–life conflict declines when a ban on using smartphones for non-work purposes in the workplace is revoked. This study's results show that the relationship between smartphone use in the workplace and work–life conflict is mediated by sensed stress. Additionally, a post-hoc analysis reveals that work performance was unchanged when the smartphone ban was revoked.
Originality/value
First, this study advances the authors' understanding of how smartphone use policies in the workplace spill over to affect non-work life. Second, this work contributes to the technostress literature by revealing how, in specific situations, engagement with ICT can reduce distress and strain.
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Chang Su, Mingjian Zhou and Yixin Yang
Drawing on social capital theory, this study investigated the effects of structural, cognitive and relational family social capital on employees' career advancement through the…
Abstract
Purpose
Drawing on social capital theory, this study investigated the effects of structural, cognitive and relational family social capital on employees' career advancement through the mechanism of family-to-work enrichment (FWE), taking perceived organizational politics (POP) as a moderator.
Design/methodology/approach
Survey data were collected from 252 full-time employees working in public institutions and government departments in China, a collectivist cultural context. Hierarchical regression and path analysis were conducted to test the hypotheses.
Findings
FWE significantly mediated the positive relationships between the three subtypes of family social capital and career advancement. The effects of structural and cognitive family social capital, but not relational family social capital (RFSC), on FWE were stronger when POP was low (vs high).
Research limitations/implications
FWE is arguably a promising mechanism for explaining the links between family social capital and career outcomes. However, due to the cross-sectional nature of the data, conclusions regarding causality remain limited.
Practical implications
Family social capital may enrich the careers of employees in collectivist cultures. Managers should mitigate their organization's political climate to promote employees' career advancement.
Originality/value
This study contributes to career research by linking family social capital to career outcomes through the lens of FWE for the first time and by identifying organizational politics as an important moderator that can influence the dynamics of resource enrichment in a collectivist culture.
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Michael Kyei-Frimpong, Obi Berko Obeng Damoah and Majoreen Osafroadu Amankwah
This study aims to examine authentic leadership behavior (ALB) and empowering leadership behavior (ELB) as predictors of innovative work behavior (IWB) while assessing the…
Abstract
Purpose
This study aims to examine authentic leadership behavior (ALB) and empowering leadership behavior (ELB) as predictors of innovative work behavior (IWB) while assessing the mediating role of work-family enrichment (WFE).
Design/methodology/approach
Through the explanatory research design, data was retrieved from 303 respondents from 16 small-sized hotels in Ghana and analyzed quantitatively using descriptive and inferential statistics (hierarchical component analysis within PLS-SEM).
Findings
The study’s findings revealed that both ALB and ELB positively and significantly relate to IWB. Additionally, our study found that WFE partially mediated the nexus between ALB and IWB as well as ELB and IWB.
Practical implications
The findings of our study imply that in the pursuit of excellence, ALB and ELB in the hospitality industry are crucial, as they not only nurture employee potential but also help employees to thrive both at home and at the workplace.
Originality/value
The hospitality literature lacks a comprehensive understanding of the underlying mechanism by which ALB and ELB influence IWB. To the best of the authors' knowledge, our study is the first empirical study conducted on ALB, ELB, WFE, and IWB in the hospitality industry.
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Simona Andreea Apostu, Mirela Panait, Iza Gigauri and Patrick Blessinger
The article aims to identify the determinants of the urbanization process given the magnitude of this phenomenon and also its economic, social and environmental implications and…
Abstract
Purpose
The article aims to identify the determinants of the urbanization process given the magnitude of this phenomenon and also its economic, social and environmental implications and pressure on public authorities to find viable solutions in the context of sustainable development.
Design/methodology/approach
The research is based on regression analysis with urbanization growth being the dependent variable and enrollment in higher education, GDP, value added by industry and female labor force as independent variables.
Findings
The main factors that favor urbanization are the increase in population, industry value-added and the female labor force. Urbanization is an objective that must be pursued differently by public authorities in developed and developing countries, given the different realities they face-population growth in developing countries, and population aging and international migration in developed countries.
Research limitations/implications
The present research has limitations generated by the selection of independent variables, which is why in future directions, the research will consider the use of other indicators such as the number of graduates, exports as percent of GDP or migrations as a percentage of the total population. Given the complexity of the phenomenon of urbanization, future research will focus on groups of countries as they resulted from the clustering made by this article.
Practical implications
The impact of higher education on urbanization is low, which is why the intensification of partnerships between municipal authorities and universities could be a solution that ensures not only the transfer of knowledge from academia to the public sector but also from entrepreneurs increasingly aware of the importance of promoting SDGs for urban development in the context of the challenges posed by global warming. The involvement of women in the labor market is essential for the intensification of the urbanization process. The increasing presence of women in the labor market generates an increase in the income of families, an increase in the level of education and an intensification of national and international migration. The research findings can be used by policy and decision-makers to develop appropriate urbanization and education policies and strategies.
Originality/value
The existence of inhomogeneous clusters is noticeable, which demonstrates the complexity of the urbanization phenomenon that is present in all countries around the world, but under the influence of different factors such as the export of natural resources (mainly oil) or the intensification of industrial activity. Taking into account the variables used, this study stands out in the multitude of articles published in the international mainstream.
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Katie M. Lawson, Soomi Lee, Claire Smith and Kelsey C. Thiem
The COVID-19 pandemic may negatively impact the careers of U.S. women faculty in computer science (CS) – a field with few women and high attrition rates among women – due to…
Abstract
Purpose
The COVID-19 pandemic may negatively impact the careers of U.S. women faculty in computer science (CS) – a field with few women and high attrition rates among women – due to difficulties balancing increased work and family demands (author citation). Thus, it is important to understand whether supervisors may help to decrease this work-to-life conflict and increase the odds of retaining women faculty. This study examined whether family-supportive supervisor behaviors (FSSB) were associated with better retention-related job outcomes (e.g., lower turnover intentions) among women faculty in CS, and whether this association was mediated by lower work-to-life conflict.
Design/methodology/approach
A total of 379 CS faculty across the U.S. (54% women, 52% with children at home) were surveyed during the COVID-19 pandemic (Fall 2020-Spring 2021).
Findings
Compared to men, women CS faculty reported significantly higher work-to-life conflict, and that higher work-to-life conflict predicted poorer retention-related work outcomes for all faculty. However, for women only, FSSB predicted lower levels of work-to-life conflict, and in turn, better retention-related work outcomes.
Practical implications
Results suggest that emotionally-supportive supervisor behaviors may lower work-to-life conflict during the pandemic, which has important implications for retention-related work outcomes among women faculty in CS.
Originality/value
Research has yet to disentangle how managers can help to retain women CS faculty in light of the increasing and changing work and home demands due to the pandemic. The present study focused on whether FSSB – particularly emotional support – may benefit women CS faculty.
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Edicleia Oliveira, Serge Basini and Thomas M. Cooney
This article aims to explore the potential of feminist phenomenology as a conceptual framework for advancing women’s entrepreneurship research and the suitability of…
Abstract
Purpose
This article aims to explore the potential of feminist phenomenology as a conceptual framework for advancing women’s entrepreneurship research and the suitability of interpretative phenomenological analysis (IPA) to the proposed framework.
Design/methodology/approach
The article critically examines the current state of women’s entrepreneurship research regarding the institutional context and highlights the benefits of a shift towards feminist phenomenology.
Findings
The prevailing disembodied and gender-neutral portrayal of entrepreneurship has resulted in an equivocal understanding of women’s entrepreneurship and perpetuated a male-biased discourse within research and practice. By adopting a feminist phenomenological approach, this article argues for the importance of considering the ontological dimensions of lived experiences of situatedness, intersubjectivity, intentionality and temporality in analysing women entrepreneurs’ agency within gendered institutional contexts. It also demonstrates that feminist phenomenology could broaden the current scope of IPA regarding the embodied dimension of language.
Research limitations/implications
The adoption of feminist phenomenology and IPA presents new avenues for research that go beyond the traditional cognitive approach in entrepreneurship, contributing to theory and practice. The proposed conceptual framework also has some limitations that provide opportunities for future research, such as a phenomenological intersectional approach and arts-based methods.
Originality/value
The article contributes to a new research agenda in women’s entrepreneurship research by offering a feminist phenomenological framework that focuses on the embodied dimension of entrepreneurship through the integration of IPA and conceptual metaphor theory (CMT).
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Mohd Tariq Jamal, Imran Anwar, Nawab Ali Khan and Gayas Ahmad
Working remotely in a COVID-19-induced lockdown has been challenging for both organisations and their employees; studies report that job demands changed, and teleworkers…
Abstract
Purpose
Working remotely in a COVID-19-induced lockdown has been challenging for both organisations and their employees; studies report that job demands changed, and teleworkers experienced increased burnout. This paper explores the negative employee outcomes that this work arrangement brings along and offers possible solutions to counter such negative outcomes since they could be detrimental to the much-touted future of work.
Design/methodology/approach
The study adopted a time-lagged longitudinal design and collected two-waved data from 403 quaternary sector employees. The data were analysed using structural equation modelling and model-21 in PROCESS macro for SPSS.
Findings
Findings affirm that employees experienced increased job demands during this crisis. Employees reported an increase in turnover intention because of burnout caused by increased job demands. However, increased task interdependence alone did not have any effect on turnover intention. The perceived organisational task support (POTS) was found to forestall the negative effect of job demands on burnout, and employee resilience (ER) buffered the burnout and turnover intention relationship.
Practical implications
Providing remote work task support and boosting resilience among employees will help in doing away with the negative effects of teleworking. However, managers shall prioritise reducing job demands for teleworkers.
Originality/value
The linkage between work factors and turnover intention is well established. Drawing on the event system theory and using the COVID-19 context, the present study added to the existing knowledge by studying the role of job demands (workload pressure and task interdependence) on turnover intention through the mediation of burnout. The study goes beyond the existing literature by accounting for POTS as a first-level moderator between job demands and burnout relationship, and ER as a second-level moderator between burnout and turnover intention relationship.
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Erhan Atay, Serkan Bayraktaroglu and Yin Teng Elaine Chew
This qualitative study has two aims. The first is to explore the cognitive, affective, and behavioural dimensions of Eurasian self-initiated expatriates’ (SIEs) work and non-work…
Abstract
Purpose
This qualitative study has two aims. The first is to explore the cognitive, affective, and behavioural dimensions of Eurasian self-initiated expatriates’ (SIEs) work and non-work adjustments in Korea. The second is to understand how the Confucian-oriented Korean culture influences Eurasian SIEs' work and non-work domains, in particular their organisational practices and relations with locals.
Design/methodology/approach
This study was conducted through a qualitative analysis of interviews conducted with 27 Eurasian SIEs working in Korea. The interviews were conducted face-to-face with open-ended questions.
Findings
Eurasian SIEs in Korea express different cognitive, affective, and behavioural life and work adjustment processes that affect their future careers. A high level of language proficiency and knowledge of cultural and social expectations does not guarantee work and life adjustment success. Due to the heavy presence of Korean culture in work and living environments, SIEs face challenges in joining social and work networks and balancing work and life domains, which slows down adjustment. Results indicate that SIEs adjusted well regarding cognitive and behavioural dimensions in work and non-work domains. However, affective adjustment is difficult to achieve, even for SIEs who have lived in the country for many years, and many have the intention to leave if there were other options.
Originality/value
This study contributes to the literature by focussing on the multidimensionality of SIEs' work and life adjustments, with cognitive, affective, and behavioural components. SIEs have been in a complicated process of adaptation and integration for a long time. This study attempts to contribute to SIE literature by analysing the elements of Confucianism-oriented Korean culture and organisational practices prevalent in SIEs' multidimensional adjustment and career challenges.
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Madhukara Nayak, Pushparaj M. Nayak, Ramona Birau, Peter Wanke and Yong Aaron Tan
Research on women-owned businesses is more extensive in developed countries than in developing countries. This prompted the authors to investigate the factors that affect women…
Abstract
Purpose
Research on women-owned businesses is more extensive in developed countries than in developing countries. This prompted the authors to investigate the factors that affect women entrepreneurs' motives to start a business and the challenges they faced in running their businesses in India.
Design/methodology/approach
Data for the analysis were collected from 620 respondents using a structured questionnaire and in-depth interviews with 20 women entrepreneurs. The data were then analyzed using descriptive and factor analysis in the statistical software “SPSS” (Statistical Package for the Social Sciences).
Findings
The findings showed that the primary motivation for women to launch their own business was to achieve self-employment. Other motivations include increasing income and allowing women to follow their passion. Factor analysis indicates that women entrepreneurs are more motivated by push than pull factors. The research also shows that women encounter challenges in their entrepreneurial journey, such as access to financing, issues with gender equality and social and cultural obligations.
Originality/value
The study on women entrepreneurs in the Indian context is limited. This study responds to a need of better understanding of women motivations and challenges. By studying these constructs, the study shows that start-up motives and challenges faced by female entrepreneurs are unique to different contexts.
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