Self-Care Strategies and Job-Crafting Practices Among Behavior Analysts: Do They Predict Perceptions of Work–Life Balance, Work Engagement, and Burnout?

2021 ◽  
Author(s):  
Julie M. Slowiak ◽  
Amanda C. DeLongchamp
Keyword(s):  
Work Engagement ◽  
Self Care ◽  
Work Life ◽  
Job Crafting ◽  
Work Life Balance ◽  
Life Balance ◽  
Behavior Analysts

scholarly journals The Effectiveness of a Job Crafting, Strengths Use, and Deficit Correction Intervention on Employee Proactive Behaviors and Well-Being: A Randomized Controlled Trial

2021 ◽  
Vol 19 (2) ◽  
Author(s):  
Liubița Barzin ◽  
Delia M. Vîrgă ◽  
Andrei Rusu
Keyword(s):  
Work Engagement ◽  
Controlled Trial ◽  
Work Life ◽  
Job Crafting ◽  
Work Life Balance ◽  
Life Balance ◽  
Wait List Control ◽  
Randomized Controlled ◽  
Strengths Use ◽  
Proactive Behaviors

The present study evaluates the effectiveness of a mixed job crafting, strengths use, and deficit correction intervention on the proactive behaviors, work engagement, life satisfaction, and work-life balance of employees working in a home office setting. A two-armed (intervention vs. wait-list control group) randomized controlled trial with three measurement moments (pre-, post-intervention, and one-month follow-up) was designed to reach the study's goal. A sample of 80 participants part of a large multinational pharmaceutical company was randomly assigned to the intervention (n = 45) or wait-list control condition (n = 35). Mixed factorial analyses of variance showed that the combined job crafting, strengths use, and deficit correction intervention positively impacted life satisfaction (d = .47) and seeking challenging job demands (d = .44) in the short-term. There were no significant differences between the two groups regarding the other proactive behaviors, work engagement, or work-life balance. Moderator analyses revealed that autonomy and workload were moderators of the relationship between the intervention effectiveness and several outcomes (e.g., the intervention had a positive effect on the work-life balance of participants with low autonomy). Theoretical and practical implications are discussed.

scholarly journals A Life Satisfaction of A Dual Role Woman

2020 ◽  
Vol 9 (3) ◽  
pp. 318-326
Author(s):  
Yanah Ria ◽  
Palupiningdyah Palupiningdyah
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Work Family ◽  
Female Nurses ◽  
The Relationship

This study aims to Determine the effect of work family conflict and work engagement on life satisfaction through work life balance as a mediating variable of study in female nurses at RSI who are married. The type and design of research used in this study is quantitative research. Sampling in this study using proportional sampling sampling technique and Obtained sample size that must be used is 118 female nurses who are married, the analytical method used is the instrument test (validity and reliability), classic assumption test, and hypothesis testing with the application of SPSS 23. Data collection methods using interviews, questionnaires, and literature studies. The results of this study indicate that five hypotheses were accepted, and two hypotheses were rejected. So it can be seen that work family conflict has a negative and not significant effect on life satisfaction. Work engagement has a positive and significant effect on life satisfaction. Work family conflict has a negative and significant effect on work life balance. Work engagement has a positive and significant effect on work life balance. Whereas the work life balance is only Able to mediate the relationship between work engagement and life satisfaction.Suggestions for future research are to develop other variables that can mediate the relationship of work family conflict in the life satisfaction of female nurses, for example social support. While the advice for the hospital is to reduce the activities that make-female nurses so tired, and provide time off when it is Necessary to reduce conflicts that occur

scholarly journals THE WORK-LIFE BALANCE OF BLUE-COLLAR WORKERS: THE ROLE OF EMPLOYEE ENGAGEMENT AND BURNOUT

2019 ◽  
Author(s):  
Laila Meiliyandrie Indah Wardani ◽  
Rahmat Firmansyah
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Maslach Burnout Inventory ◽  
Work Life ◽  
Blue Collar ◽  
Work Life Balance ◽  
Life Balance ◽  
Blue Collar Workers ◽  
Utrecht Work Engagement Scale ◽  
Balance Scale

Abstract — The purpose of this study was to determine the effect of employee engagement and burnout on the perception of work-life balance, particularly on blue-collar workers.  The study sample comprised of 91 employees of the production section (blue-collar workers) in a multinational company in Jababeka-Cikarang. Sampling was carried out using a stratified technique of proportional approach.  The instruments used in this study are The Utrecht Work Engagement Scale (UWES), Maslach Burnout Inventory (MBI-GS), and Work-Life Balance Scale. The study used primary data collection through survey method and secondary data from the company for analysis. Multiple regression analysis showed that employee engagement and burnout influence participants’ perceptions on work-life balance. The result indicates that employee engagement and burnout explained 17.6 percent on the variability of participants’ perceived work-life balance.Abstrak — Tujuan penelitian ini adalah mengetahui pengaruh employee engagement dan burnout terhadap work-life balance, terutama pada pekerja blue-collar. Sampel penelitian berjumlah 91 orang karyawan yang bekerja di bagian produksi (blue-collar workers) sebuah perusahaan multinasional di Jababeka-Cikarang. Pengambilan sampel dilakukan dengan menggunakan teknik stratified sampling dan pendekatan proposional. Instrumen yang digunakan untuk pengukuran employee engagement adalah Utrecht Work Engagement Scale (UWES), Maslach Burnout Inventory (MBI-GS), dan Work-Life Balance Scale. Data yang akan digunakan untuk analisis merupakan data primer yang diperoleh melalui metode survei dan data sekunder dari perusahaan. Hasil analisa regresi berganda menunjukkan adanya pengaruh yang positif antara employee engagement dan burnout terhadap work-life balance. Employee engagement dan burnout berkontribusi sebesar 17.6 persen terhadap varians skor persepsi work-life balance partisipan.

Assessing the Relationship Between Job Demands, Job Resources, Burnout, Work Engagement, and Work-Life Balance Among Teachers in a Secondary Public School

2020 ◽  
Vol 12 (4) ◽  
pp. 27-47
Keyword(s):  
Public School ◽  
Work Engagement ◽  
Job Demands ◽  
Positive Association ◽  
Work Life ◽  
Work Life Balance ◽  
Job Resources ◽  
Public School Teachers ◽  
School Teachers ◽  
Life Balance

Using the Job Demands–Resources (JD–R) Model as a framework, this study aimed to determine the association between job resources, job demands, burnout, work engagement, and work-life balance among teachers in a secondary public school. The researcher employed a quantitative research design through a self-administered survey among teachers in a secondary public school (School X) in Paranaque City, National Capital Region, Philippines using convenience sampling in selecting the participants from School X. Cronbach's Alpha tested the reliability of the data. Bivariate relationships were then explored using Pearson Correlation to determine how significant and to what degree are the relationships among the investigated variables. The results confirmed the following relationships based from the hypothesized JD–R Model: (1) there is a positive association between job demands and burnout; (2) there is a positive association between job resources and work engagement; and (3) there is a negative association between burnout and work-life balance. However, the data from this study revealed that there is no significant association between work engagement and work-life balance. Finally, in predicting work-life balance using burnout and work engagement, only burnout remains the significant regressor. This study contributed to the limited Philippine-based literature explaining how job demands and resources are associated with burnout and work engagement, respectively, and how these mechanisms are integral to the work-life balance of public-school teachers. The study found that work-life balance among public school teachers may improve by primarily managing and reducing the demands of their jobs.

scholarly journals Self-efficacy and work engagement: test of a chain model

2017 ◽  
Vol 38 (6) ◽  
pp. 819-834 ◽  
Author(s):  
Xi Wen Chan ◽  
Thomas Kalliath ◽  
Paula Brough ◽  
Michael O’Driscoll ◽  
Oi-Ling Siu ◽  
...  
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Family Demands

Purpose The purpose of this paper is to investigate the mediating roles of work and family demands and work-life balance on the relationship between self-efficacy (to regulate work and life) and work engagement. Specifically, it seeks to explain how self-efficacy influences employees’ thought patterns and emotional reactions, which in turn enable them to cope with work and family demands, and ultimately achieve work-life balance and work engagement. Design/methodology/approach Structural equation modelling (SEM) of survey data obtained from a heterogeneous sample of 1,010 Australian employees is used to test the hypothesised chain mediation model. Findings The SEM results support the hypothesised model. Self-efficacy was significantly and negatively related to work and family demands, which in turn were negatively associated with work-life balance. Work-life balance, in turn, enabled employees to be engaged in their work. Research limitations/implications The findings support the key tenets of social cognitive theory and conservation of resources (COR) theory and demonstrate how self-efficacy can lead to work-life balance and engagement despite the presence of role demands. Study limitations (e.g. cross-sectional research design) and future research directions are discussed. Originality/value This study incorporates COR theory with social cognitive theory to improve understanding of how self-efficacy enhances work-life balance and work engagement through a self-fulfilling cycle in which employees achieve what they believe they can accomplish, and in the process, build other skills and personal resources to manage work and family challenges.

scholarly journals Kontribusi Work Life Balance Terhadap Work Engagement Karyawan

2021 ◽  
Vol 10 (3) ◽  
pp. 266
Author(s):  
Prieska Wijaya ◽  
Triana Noor Edwina Dewayani Soeharto
Keyword(s):  
Work Engagement ◽  
Pearson Correlation ◽  
Work Life ◽  
Work Life Balance ◽  
Mental Condition ◽  
Analysis Method ◽  
Simple Linear Regression ◽  
Life Balance ◽  
Positive Effect ◽  
Effective Contribution

Penelitian ini bertujuan untuk mengetahui pengaruh work life balance terhadap work engagement karyawan. Work engagement sebagai kondisi mental yang positif, memuaskan dan berhubungan dengan pekerjaan yang memiliki karakteristik vigor, dedication dan absorption. Penelitian ini menggunakan metode penelitian kuantitatif. Subjek dalam penelitian ini sebanyak 103 yang berasal dari karyawan Politeknik X Yogyakarta. Pengumpulan data menggunakan skala work life balance dan work engagement. Analisis data penelitian menggunakan regresi linear sederhana. Hasil penelitian ini menunjukkan bahwa ada pengaruh positif work life balance terhadap work engagement dengan nilai korelasi Pearson 0,646 (p < 0,01). Sumbangan efektif dari work life balance untuk memprediksi work engagement sebesar 41,2 % dan sisanya 58,2 % dipengaruhi oleh faktor lain yang tidak diteliti dalam penelitian ini. Dengan demikian dapat disimpulkan bahwa hipotesis dalam penelitian ini diterima. This study aimed to find out the effect of work life balance on work engagement. Work engagement as a mental condition that is positive, satisfying and associated with a job that has characteristics of vigor, dedication and absorption. This research method is quantitative. The subjects in this study were 103 Polytechnic X Yogyakarta employees. The data were obtained using the scales of work life balance and work engagement. The data analysis method in this study used simple linear regression. The results of this study there is a positive effect of work life balance on work engagement with a Pearson correlation value of 0.646 (p <0.01). The effective contribution of work life balance to predict work engagement is 41,2 % and the remaining 58,2 % is influenced by other factors not examined in this study. Thus it can be concluded that the hypotheses in this study are accepted.

scholarly journals The Effect of Nurses’ Work–Life Balance on Work Engagement: The Adjustment Effect of Affective Commitment

2021 ◽  
Author(s):  
Toshiki Fukuzaki ◽  
Noboru Iwata ◽  
Sawako Ooba ◽  
Shinya Takeda ◽  
Masahiko Inoue
Keyword(s):  
Work Engagement ◽  
Affective Commitment ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance

scholarly journals The effects of work-life balance and emotional intelligence on organizational commitment mediated by work engagement

2021 ◽  
Vol 3 (2) ◽  
pp. 01-15
Author(s):  
Muafi Muafi ◽  
Waly Andini Marseno
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Life Balance ◽  
Organizational Intelligence

This study aims to examine the effect of work-life balance and emotional intelligence on organizational intelligence through work engagement. This quantitative research was conducted by distributing questionnaires to 118 employees of Kebumen Branch and Unit of BRI Bank using a purposive sampling method. The data analysis used was Structural Equation Modeling (SEM) using second-order confirmatory with the help of SmartPLS 3.0 application. The results showed that; (1) work-life balance has a positive and significant effect on work engagement, (2) emotional intelligence has a positive and significant effect on work engagement, (3) work-life balance has a positive and significant effect on organizational commitment, (4) emotional intelligence has a positive and significant effect on organizational commitment, (5) work engagement has a positive and significant effect on organizational commitment, (6) work engagement plays a role in mediating the effect of work-life balance on organizational commitment (7) work engagement plays a role in mediating the effect of emotional intelligence on organizational commitment of employees of Kebumen Branch and Unit of PT Bank BRI.

scholarly journals PENGARUH WORK – LIFE BALANCE, KEPUASAN KERJA DAN WORK ENGAGEMENT TERHADAP TURNOVER INTENTIONS DENGAN MENTORING SEBAGAI VARIABEL MODERATING PADA KARYAWAN HOTEL DAFAM SEMARANG

2019 ◽  
Vol 12 (1) ◽  
pp. 17
Author(s):  
Bernardus Ferry Wahyu Laksono ◽  
Paulus Wardoyo
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Work Life ◽  
Work Life Balance ◽  
Negative Consequences ◽  
Font Size ◽  
High Turnover ◽  
Life Balance

<div>Turnover intentions merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh work – life balance, kepuasan kerja, work engagement terhadap turnover intentions, dan juga pengaruh work – life balance, kepuasan kerja, work engagement yang dimoderasi oleh mentoring terhadap turnover intentions.</div><div>Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala likert. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.</div><div>Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik Work – Life Balance, Kepuasan Kerja, Work Engagement, dan Mentoring telah berkontribusi menekan tingginya Turnover Intentions di Hotel Dafam Semarang. </div><div> </div><div> </div><div><div>Turnover intentions are avoided by an organization, because the turnover phenomenon has significant costs and other negative consequences for each organization. This study wanted to know the effect of work-life balance, job satisfaction, work engagement on turnover intentions, and also the effect of work-life balance, job satisfaction, work engagement which was moderated by mentoring towards turnover intentions.</div><div>The research method used is to use a quantitative approach. The method of data collection in this study is the questionnaire method, and the scale of data collection with the Likert scale. The data is then analyzed using the smart-PLS version 3.2.7 application.</div><div>There is a significant negative effect of each independent variable. This shows that each variable both Work - Life Balance, Job Satisfaction, Work Engagement, and Mentoring have contributed to suppressing the high turnover intensity at Dafam Hotel Semarang.</div></div><h1><em>Turnover intentions</em> merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh <em>work – life balance</em>, kepuasan kerja, <em>work engagement</em> terhadap <em>turnover intentions</em>, dan juga pengaruh <em>work – life balance</em>, kepuasan kerja, <em>work engagement</em> yang dimoderasi oleh <em>mentoring</em> terhadap <em>turnover intentions</em>.</h1><h1>Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala<em> likert</em>. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.</h1><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: 'Arno Pro','serif'; mso-fareast-font-family: Calibri; mso-bidi-font-family: 'Times New Roman'; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;" lang="EN-US">Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik <em>Work – Life Balance</em>, Kepuasan Kerja, <em>Work Engagement</em>, dan <em>Mentoring</em> telah berkontribusi menekan tingginya <em>Turnover Intentions</em> di Hotel Dafam Semarang. </span>

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