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1 – 10 of over 2000
Article
Publication date: 25 January 2024

Lanxia Zhang, Jia-Min Li, Mengyu Mao and Lijie Na

This study aims to explore the mechanism of abusive supervision differentiation on employee work-family conflict, and examine the chain mediating role of work-related rumination…

Abstract

Purpose

This study aims to explore the mechanism of abusive supervision differentiation on employee work-family conflict, and examine the chain mediating role of work-related rumination and organizational citizenship behavior/deviant workplace behavior, as well as the moderating role of work-family boundary segmentation preference.

Design/methodology/approach

The authors designed two studies: Study 1 was a scenario experiment with 120 Master of Business Administration students. To further explore this finding, the authors conducted a multiwave survey in Study 2 with 345 employees from various organizations.

Findings

The results of Study 1 showed that abusive supervision differentiation had a positive effect on work-related rumination, and work-related rumination mediated the relationship between differentiated abusive supervision and organizational citizenship behavior/deviant workplace behavior. The results of Study 2 not only confirmed the conclusions of Study 1 but also revealed that organizational citizenship behavior/deviant workplace behavior significantly affected work-family conflict. Abusive supervision differentiation had a positive effect on work-family conflict through work-related rumination and organizational citizenship behavior/deviant workplace behavior. In addition, work-family boundary segmentation preference negatively moderated the relationship between organizational citizenship behavior and work-family conflict.

Originality/value

First, to the best of the authors’ knowledge, this study is the first paper to test the spillover effect of abusive supervision differentiation on the family domain through a chain mediation model. It extends the research on abusive supervision differentiation from the work domain to the family domain. Second, previous research has highlighted role conflict or role insufficiency as significant factors contributing to work-family conflict. However, this study suggests that abusive supervision differentiation from workplace managers can also trigger work-family conflict, providing a new perspective in the study of precursors to work-family conflict.

Details

International Journal of Conflict Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 17 November 2023

Fang Wang and Zhicheng Wang

The present study aimed to examining the association between work–family conflict and turnover intention by exploring the mediating effect of job satisfaction and the moderating…

Abstract

Purpose

The present study aimed to examining the association between work–family conflict and turnover intention by exploring the mediating effect of job satisfaction and the moderating effect of perceived organizational support on preschool teachers in China.

Design/methodology/approach

A survey of 827 preschool teachers was conducted, and the data were analyzed using correlation analysis, hierarchical linear regression and path analysis with a structural equation model.

Findings

The results revealed that work–family conflict was significantly and positively associated with preschool teachers' turnover intention. Job satisfaction partially mediated the relationship between work–family conflict and turnover intention, while perceived organizational support moderated the association between work–family conflict and job satisfaction, thus mitigating the negative impact of work–family conflict on job satisfaction.

Originality/value

These findings contribute to the understanding of turnover among preschool teachers and suggest the need to enhance perceived organizational support to promote job satisfaction and reduce turnover in this profession.

Details

Journal of Organizational Change Management, vol. 37 no. 1
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 9 February 2023

Fuyun Zhu, Ying Gao and Xiaotun Chen

This study aims to explore the double-edged sword effect of work connectivity behavior after-hours (WCBA) on employees’ occupational mental health. Drawing on job demand-resource…

Abstract

Purpose

This study aims to explore the double-edged sword effect of work connectivity behavior after-hours (WCBA) on employees’ occupational mental health. Drawing on job demand-resource theory, the authors examined the double mediating mechanism of work autonomy and work-family conflict on the relationship of WCBA, work engagement and work burnout. At the same time, the authors examined the moderating role of responsiveness from superiors, hoping to clarify how WCBA brings employees positive experiences (engagement) or negative experiences (burnout).

Design/methodology/approach

Under the mediating mechanism of work autonomy and work-family conflict, the authors built a dual-path model and moderated mediation model to examine the effect of WCBA on work engagement and burnout. Two-stage paired data were collected from various industries in China by distributing questionnaires to employees. The hypotheses were tested using the structural equation model and the bootstrap test method.

Findings

The results showed that WCBA positively affects work engagement and burnout. Work autonomy plays a mediating role both in the relationship between WCBA and work engagement and in the relationship between WCBA and work burnout. In addition, work-family conflict plays a mediating role both in the relationship between WCBA and work burnout and in the relationship between WCBA and work engagement. Responsiveness from superiors not only moderated the relationship between WCBA and work autonomy and between WCBA and work-family conflict but also moderated the mediating effects of work autonomy and work-family conflict.

Originality/value

This study examined the double-edged sword effect of WCBA on employees’ occupational mental health, the dual mediation of work autonomy and work-family conflict and the moderating effect of responsiveness from superiors. This study can enrich the understanding of the effects of WCBA as well as the influential factors and boundary conditions related to employees’ occupational mental health. Organizations (represented by superiors) and individuals were integrated into one model, providing a new perspective for studying WCBA. The research will help managers and individuals gain a comprehensive understanding of WCBA, and how to enhance its positive effects and circumvent its negative effects.

Article
Publication date: 27 June 2023

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.

Details

Gender in Management: An International Journal , vol. 39 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 20 February 2024

Pooja Purang, Archita Dutta and Sailee Biwalkar

This study aims to focus on understanding the work–family conflict of Indian women engineers through the lens of identity conflict.

Abstract

Purpose

This study aims to focus on understanding the work–family conflict of Indian women engineers through the lens of identity conflict.

Design/methodology/approach

Semi-structured interviews conducted with 20 Indian women engineers working in India and abroad of varying ages and work experience helped in understanding the types, sources and coping decisions about work–family conflicts experienced by them. Thematic analysis was conducted to analyse the qualitative data.

Findings

The findings reveal that as women engineers negotiate their “engineering” and “woman” identities, work–family conflict manifests as a battle of time and responsibilities, psychological strain and behaviour-based conflict. Furthermore, self-expectations and negative social sanctions play an important role in augmenting the experiences of these conflicts. The results also reveal how women re-strategize their career decisions to conciliate their conflicting identities.

Originality/value

This study furthers the literature on resolving work–family conflict by taking an identity perspective. Recommendations in literature such as work flexibility and part-time work, place the onus on women to increase their capacities to perform different roles better. Examining work–family conflict from an identity perspective allows us to look at the psychological processes underlying the challenges women face in balancing work and home in a male-dominated profession. These give insights into the need to go beyond accommodations in the workplace to redefine gender roles and relations for equal participation of women in the modern workforce.

Details

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

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: 23 November 2022

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.

Article
Publication date: 1 January 2024

Qasim Ali Nisar, Shahbaz Haider, Ali Waqas, Waris Ali Khan and Kareem M. Selem

Recently, a shift regarding the negative consequences of organizational citizenship behaviors (OCBs) has put them forward as employees’ negative aspects carrying dangerous…

Abstract

Purpose

Recently, a shift regarding the negative consequences of organizational citizenship behaviors (OCBs) has put them forward as employees’ negative aspects carrying dangerous consequences for organizations. Considering this issue’s seriousness, the purpose of this paper is to examine the process through which compulsory citizenship behavior fosters citizenship fatigue.

Design/methodology/approach

A total of 370 nurses working in Pakistani public-sector hospitals were this study’s final data set sample using SmartPLS4.

Findings

Partial least squares structural equation modeling (PLS-SEM) results revealed that when employees are compelled to engage in extra-role actions, they frequently experience work-life conflict, which results in citizenship fatigue. The higher the employee’s age and the lower the education level, the lower his/her citizenship fatigue. On the other hand, findings revealed that workaholic personality aspects tend to reduce the strength of the relationship between work-life conflict and citizenship fatigue.

Originality/value

To the best of the authors’ knowledge, this paper is the first attempt to examine the recently emerged concept of citizenship fatigue among health-care professionals through conservation of resources theory. Besides, this research will highlight how the demand for voluntary actions in routine or forced citizenship behavior can become the reason for work–family conflict and ultimately create citizenship fatigue. Additionally, this paper presents the novel concept of workaholic personality and how it can play a positive role in the linkage between work–family conflict and citizenship fatigue.

Details

Management Research Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 25 January 2024

Trishna G. Mistry, Jessica Wiitala and Brianna S. Clark

Although event industry employees are predominantly female, there is a critical scarcity of women in leadership roles. Like other industries worldwide, women in the events…

Abstract

Purpose

Although event industry employees are predominantly female, there is a critical scarcity of women in leadership roles. Like other industries worldwide, women in the events industry experience several barriers to leadership roles. The unique characteristics of the events industry exacerbate these barriers and have led to more women leaving the company or even the industry. This study aims to investigate the impact of leadership barriers, including the perception of a glass ceiling and the importance of leadership skills in promotion decisions on career satisfaction, work-family conflict and turnover intention of employees in the events industry.

Design/methodology/approach

Data was collected from members of an international event association, and 427 responses were analyzed using partial least squares structural equation modeling.

Findings

Findings suggested the perception of a glass ceiling and the importance of leadership skills in promotion can impact career satisfaction, work-family conflict and turnover intention of employees in the events industry.

Originality/value

This study extends the scope of research on leadership barriers beyond assessing their causes by analyzing their outcomes in the event industry. To the best of the authors’ knowledge, this study is one of the first in event research and the broader hospitality industry to consider the perceptions of male and female employees regarding leadership barriers by using a foundation of the social role theory.

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: 9 January 2024

Niannian 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.

Details

Chinese Management Studies, vol. 18 no. 2
Type: Research Article
ISSN: 1750-614X

Keywords

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