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1 – 10 of 22Niannian Dong, Mian Zhang and Beth A. Livingston
This study aims to investigate the indirect impact of work-to-family conflict (WFC) on job satisfaction and reparative behaviors toward family members through work-to-family guilt…
Abstract
Purpose
This study aims to investigate the indirect impact of work-to-family conflict (WFC) on job satisfaction and reparative behaviors toward family members through work-to-family guilt (WFG). In addition, it seeks to explore the moderating effect of intrinsic motivation on the relationship between WFC and WFG.
Design/methodology/approach
The authors conducted two studies. Study 1 used a scenario-based experiment to investigate the mediating effect of WFG. Study 2 examined all the proposed hypotheses via survey data.
Findings
Study 1 revealed that WFC had a negative effect on job satisfaction. Concurrently, it exerted a positive impact on reparative behavioral intentions toward family members through WFG. Subsequently, Study 2 demonstrated that intrinsic motivation moderated the relationship between WFC and guilt. Furthermore, it also moderated the indirect effect of WFC on job satisfaction through WFG. Moreover, a positive relationship between WFG and reparative behaviors existed only among nontraditional men.
Originality/value
This study enriches existing literature on WFG by clarifying its impact on reparative behaviors toward family members. Moreover, it contributes to the contingent view of the source attribution perspective by highlighting intrinsic motivation as a significant boundary condition in the source attribution process.
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Liliana María Gutiérrez Vargas, Joaquin Alegre and Susana Pasamar
This study analyses the relationship between the use of work–family benefits and job satisfaction (JS). Furthermore, it proposes that work-to-family conflict (WFC) and…
Abstract
Purpose
This study analyses the relationship between the use of work–family benefits and job satisfaction (JS). Furthermore, it proposes that work-to-family conflict (WFC) and work-to-family enrichment (WFE) play a mediating role in this relationship. The purpose of this paper is to address these issues.
Design/methodology/approach
Data are gathered from 1,051 employees of Colombian organisations. Partial least squares path modelling is used.
Findings
The results show that the perception of WFE to a greater extent and the WFC perception, to a lesser extent, are significant mediators in the relationship between the use of benefits and JS.
Practical implications
This study justifies investments and initiatives on the adoption and promotion of work–family benefits. Moreover, it provides practical clues on how to boost JS: WFC and WFE are variables to be considered.
Originality/value
This study proposes a multiple mediation model to analyse the relationship between the actual use of work–family benefits and JS from a family perspective. It contributes to the literature in examining antecedents of JS, highlighting the role of WFE.
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The purpose of this study is to review the literature on work–life interface (WLI) studies conducted in India, including how cultural and institutional factors affect the…
Abstract
Purpose
The purpose of this study is to review the literature on work–life interface (WLI) studies conducted in India, including how cultural and institutional factors affect the work–life balance perception of Indian employees and how they differ from the west.
Design/methodology/approach
The preferred reporting items for systematic reviews and meta analyses (PRISMA) framework was used to select studies included in this systematic review.
Findings
Employees in India prioritize their family first because of the collectivist culture as opposed to the west, where work forms the role of root identity. Further, it was found that institutional support in India is lower than in developed western countries, resulting in difficulty for Indian employees to balance their work and life domains. Additionally, methodological advancement and large-scale multilevel research are much needed in India, as research on work–life studies is still in its infancy.
Research limitations/implications
This study is limited to qualitative synthesis of PRISMA framework. Adopting more advanced “meta-analysis” techniques to review quantitative studies could result in more comprehensive and informative results.
Originality/value
Since 2009, there has been an increase in empirical studies conducted on work–life studies in India, but no systematic review has been conducted to understand the various theories and variables used by researchers. In this study, we developed a conceptual model to increase the theoretical knowledge of WLI constructs.
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Mina Westman, Shoshi Chen and Dov Eden
The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings…
Abstract
Purpose
The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings, theories and constructs drawn from adjacent research literature.
Design/methodology/approach
The authors reviewed the business travel (BT) literature to identify conceptual and empirical articles on IBT published from 1990 to 2022. Only 53 publications were suitable for review. The authors reviewed them using an open coding system.
Findings
The IBT literature is dispersed across several disciplines that use different methods, focus on different aspects of travel and emphasize different positive and negative outcomes that IBT engenders. The publications employed a diverse range of methods, including review and conceptual (11), quantitative (28) and qualitative methods (14). The samples were diverse in country, age, marital status and tenure. Many publications were descriptive and exploratory. The few that based their research on theory focused on two stress theories: Job Demands-Resources (JD-R) theory and conservation of resources (COR) theory.
Research limitations/implications
Experimental and longitudinal designs are needed to reduce the causal ambiguity of this body of mostly correlational and cross-sectional research. The authors discuss the impact of emerging advances in virtual global communication technology on the future of IBT.
Practical implications
More research is needed on positive aspects of IBT. Human resource (HR) people should be aware of these issues and are encouraged to decrease the deleterious aspects of the international trips and increase the positive ones.
Social implications
Increasing well-being of international business travelers is important for the travelers, their families and the organization.
Originality/value
This is the first IBT review focused on the theoretical underpinnings of research in the field. The authors offer a model for IBT and introduce adjustment and performance as important constructs in IBT research. The authors encompass crossover theory to add the reciprocal impact of travelers and spouses and label IBT a “double-edge sword” because it arouses both positive and negative outcomes.
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Ika Zenita Ratnaningsih, Mohd Awang Idris and Yulita Yulita
This study aims to investigate the spillover–crossover effects on the work–family interface, with an emphasis on work–family conflict (WFC) and family–work conflict (FWC) on…
Abstract
Purpose
This study aims to investigate the spillover–crossover effects on the work–family interface, with an emphasis on work–family conflict (WFC) and family–work conflict (FWC) on marital satisfaction and personal burnout.
Design/methodology/approach
Data were collected from matched dyads by 300 teachers and their spouses (N = 600) in Indonesia. Multiple regression analysis served to test the hypotheses.
Findings
The results showed significant spillover–crossover effects of WFC on personal burnout amongst working wives to their spouses, but not working husbands to their spouses. Moreover, there was a spillover effect of FWC on personal burnout amongst working wives, and a crossover effect of FWC on spouses' personal burnout amongst working husbands to their spouses. However, there was no spillover–crossover effect of WFC and FWC on marital satisfaction for both working wives and husbands.
Practical implications
The findings have implications for occupational stress management. Decision-makers have to create a positive atmosphere that reduces WFC in the workplace by providing support to the workers.
Originality/value
This study contributes to the literature by exploring the crossover effects of WFC and FWC amongst marital spouses in a country with inherent conservatism and traditional gender role perspectives.
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Jiayi Song, Hao Jiao and Canhao Wang
Innovative behavior is a microfoundation of an organization’s innovation. Knowledge workers are the main creators of innovations. With the boundaries between work and family…
Abstract
Purpose
Innovative behavior is a microfoundation of an organization’s innovation. Knowledge workers are the main creators of innovations. With the boundaries between work and family becoming increasingly ambiguous, the purpose of this study is to explore how the work–family conflict affects knowledge workers’ innovative behavior and when such a conflict arises.
Design/methodology/approach
To test the theoretical model, this study collected data from a time-lagged matched sample of 214 dual-career couples. The data were analyzed with the bias-corrected bootstrapping method.
Findings
The results of this study showed that work-to-family conflict had not only a direct negative effect on knowledge workers’ innovative behavior but also an indirect effect through spouses’ within-family emotional exhaustion and knowledge workers’ family-to-work conflict. If wives’ gender role perceptions are traditional, then the indirect serial mediating effect is weakened, but if such perceptions are egalitarian, then the mentioned effect is aggravated.
Practical implications
In terms of organizational implications, managers could alter their approach by reducing detrimental factors such as work–family conflict to improve knowledge workers’ innovative behavior. Emotional assistance programs for both knowledge workers and their spouses can be used to prevent the detrimental effect of work–family conflict on innovative behavior. As to social implications, placing dual-career couples into a community of likeminded individuals and promoting their agreement on gender role identity will greatly reduce the negative effects of work–family conflict.
Originality/value
Starting from the perspective of the behavior outcome of knowledge management, this study advances the existing knowledge management literature by enriching the antecedents of knowledge workers’ innovative behavior, illuminating a spillover–crossover–spillover effect of work–family conflict on knowledge workers’ innovative behavior and identifying the boundary condition of this transmission process.
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Shazia Nauman, Hassan Imam and Ameer A. Basit
This study examines how and under what conditions jobs involving surface acting as key employee performance requirements induce work–family conflict (WFC) and thus negatively…
Abstract
Purpose
This study examines how and under what conditions jobs involving surface acting as key employee performance requirements induce work–family conflict (WFC) and thus negatively impact employees' family lives. Drawing from stress theories, the authors modeled emotional exhaustion as a mediator and trait anxiety and education level as moderators in the surface acting–WFC relation.
Design/methodology/approach
Applying the time-lagged design, the authors collected data from 203 service sector employees whose jobs involved frequent interactions with customers. The authors assessed surface acting, trait anxiety and level of education at time 1, emotional exhaustion at time 2 and WFC at time 3 with a three-week time lag between each wave.
Findings
The study results confirmed that surface acting drained the emotional energies of the employees who on reaching homes were not able to attend to their family needs, thus experiencing WFC. The authors also found that employees who were high in trait anxiety and education level suffered most from emotional exhaustion and WFC.
Practical implications
To mitigate the harmful effects of surface acting, organizations should ensure that their employees who must perform surface acting have sufficient time off from their roles, such as regular breaks, free evenings and vacations to prevent emotional exhaustion. The authors further recommend hiring only those customer care candidates who have low tendencies to be anxious while interacting with customers.
Originality/value
This study integrates and extends both the emotional labor and WFC literature. This research answers the earlier calls for research on the effects of personality on WFC. Contrary to the expectation, the study reveals that a higher level of education does not buffer the impact of emotional exhaustion on WFC; it rather intensifies the harmful effect of emotional exhaustion on WFC.
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Nicolas Gillet, Stéphanie Austin, Tiphaine Huyghebaert-Zouaghi, Claude Fernet and Alexandre J.S. Morin
Research has shown that colleagues' norms promoting the need to respond quickly to work-related messages (CN) have a negative effect on work recovery experiences. In the present…
Abstract
Purpose
Research has shown that colleagues' norms promoting the need to respond quickly to work-related messages (CN) have a negative effect on work recovery experiences. In the present study, the authors examine the direct and indirect – through affective rumination and problem-solving pondering – effects of these norms on work–family conflict, family–work conflict and job satisfaction, and verify whether and how these associations differ between employees working onsite (n = 158) or remotely (n = 284).
Design/methodology/approach
A total of 442 employees completed an online survey that covered measures on CN, affective rumination, problem-solving pondering, work–family conflict, family–work conflict and job satisfaction.
Findings
As hypothesized, the study results revealed that CN were positively related to work–family conflict and family–work conflict, but not to job satisfaction. Moreover, the indirect effects of CN on work–family conflict and job satisfaction were significantly mediated by affective rumination and problem-solving pondering, whereas the indirect effects of these norms on family–work conflict were significantly mediated by affective rumination. Finally, the relations between CN and the mediators (affective rumination and problem-solving pondering) were stronger among employees working onsite than among employees working remotely.
Originality/value
These results revealed that working remotely buffered the detrimental effects of CN on affective rumination and problem-solving pondering.
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Maya Kroumova, Rakesh Mittal and Joshua Bienstock
This study aims to examine the complex relationship between the personality meta-traits of stability and plasticity and time-based work–family conflict (WFC). Stability and…
Abstract
Purpose
This study aims to examine the complex relationship between the personality meta-traits of stability and plasticity and time-based work–family conflict (WFC). Stability and plasticity are hypothesized to influence WFC directly and indirectly, via boundary strength at work (BSW) and boundary strength at home (BSH) domains. WFC has two dimensions – conflict due to family interfering in work (FIW) and conflict due to work interfering in family (WIF).
Design/methodology/approach
Data was collected from 419 full-time employees in multiple US companies. Hypotheses were tested using structural equation modeling.
Findings
Stability was associated with lower levels of WFC and stronger boundaries around the work and home domains. BSW mediated the relationship between stability and FIW; BSH mediated the relationship between stability and WIF. plasticity was associated with weaker boundaries around the work and home domains. BSW and BSH had a negative relationship with FIW and WIF, respectively.
Research limitations/implications
The study is cross-sectional and limited to time-based work–family conflict. The results support the adoption of a more agentic view of personality in the boundary setting and WFC literatures.
Practical implications
Employers need to design flexible work programs that offer employees control over work–home boundary strength.
Originality/value
The study links stability and plasticity to WFC. It expands the nomological network of work–home boundaries.
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Nazia Rafiq, Ambreen Sarwar and Maria Rasheed
The fear of COVID-19, being an emerging research variable and a parcel of the ongoing pandemic, has not yet been fully studied with respect to leadership and employee family life…
Abstract
Purpose
The fear of COVID-19, being an emerging research variable and a parcel of the ongoing pandemic, has not yet been fully studied with respect to leadership and employee family life. Based on the conservation of resources theory, the current study aims to investigate the relationship between despotic leadership and work-family conflict under the context of fear prevailing due to COVID-19. The paper also highlights the mediating role of emotional exhaustion between the two variables.
Design/methodology/approach
Data were collected in two waves by using a time-lagged design from 225 nurses from hospitals in the Central Punjab region in Pakistan. Analysis was done through process macro in SPSS.
Findings
Results showed that despotic leadership is positively related to work-family conflict directly and through emotional exhaustion indirectly. Furthermore, the moderation of fear of COVID-19 has also been noted such that its increase strengthened the direct as well as the indirect relationship between despotic leadership and work-family conflict.
Originality/value
During the days of COVID-19, the pandemic posed a strong threat to employees' family lives, especially in the presence of despotic leaders at the workplace. Amidst the widespread fear and harmful effects of COVID-19 on economies and organizations, this study provides novel implications for policymakers, researchers and practitioners for mitigating the impact of despotic leadership on employees' family lives.
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