scholarly journals Understanding stressor–strain relationships during the COVID-19 pandemic: the role of social support, adjustment to remote work, and work–life conflict

2021 ◽  
pp. 1-22
Author(s):  
Ward van Zoonen ◽  
Anu Sivunen ◽  
Kirsimarja Blomqvist ◽  
Thomas Olsson ◽  
Annina Ropponen ◽  
...  
Keyword(s):  
Social Support ◽  
Technology Use ◽  
Negative Impact ◽  
Work Life ◽  
Remote Work ◽  
Work Stressors ◽  
Psychological Strain ◽  
Theoretical Understanding ◽  
Organizational Policies ◽  
Work Life Conflict

Abstract This study investigates how the transition to remote work during the coronavirus disease 2019 pandemic is experienced by employees. We investigate to what extent perceived work stressors relate to psychological strain through perceptions of social support, work–life conflict, and adjustment to remote work. The findings expound the mechanisms underlying psychological strain in the context of sudden organizational change. Specifically, this study shows that both challenge stressors and hindrance stressors have negative impact on adjustment to remote work, whereas hindrance stressors are more strongly negatively related to social support. The study further demonstrates that there is hardly any buffering impact of job control, work structuring, and communication technology use on the implications of these work stressors. These findings contribute to our theoretical understanding and provide actionable implications for organizational policies in facilitating employees' adaptation to remote work.

scholarly journals Toward a Family-Friendly Academy: HRD’s Role in Creating Healthy Work–Life Cultural Change Interventions

2020 ◽  
Vol 22 (1) ◽  
pp. 11-22
Author(s):  
Barbara A. W. Eversole ◽  
Cindy L. Crowder
Keyword(s):  
Performance Management ◽  
Human Resource Development ◽  
Cultural Change ◽  
Well Being ◽  
Work Life ◽  
Organizational Policies ◽  
Professional Career ◽  
Promotion And Tenure ◽  
Family Friendly ◽  
Work Life Conflict

The Problem The ideal worker in the Academy devotes most of their lives to scholarly pursuits, which leaves little time for family. This problem leads to work–life conflict, which is particularly concerning for faculty members who are seeking promotion and tenure. Work–life conflict is most challenging in the case of academic mothers, who face professional career challenges in addition to work–life conflict. Rigid organizational policies and non-supportive cultures perpetuate the problem, particularly when the faculty member is an academic mother seeking promotion and tenure. The Solution Human resource development (HRD) interventions implemented at the individual, departmental, and institutional levels (e.g., training development, performance management, and career development initiatives) have been shown to reduce work–life conflict, improve overall well-being, and create a more family friendly environment. Organization development (OD) cultural change interventions aimed at changing the Academy to become more family focused and supportive of career flexibility are recommended. The Stakeholders Academic faculty, higher education administrators, HRD scholars, and practitioners.

Moderated mediation between work–life conflict and employee turnover intentions: the role of job dissatisfaction and workplace social support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Arsalan Shakoor ◽  
Sajid Haider ◽  
Muhammad Hanif Akhtar ◽  
Muhammad Ali Asadullah
Keyword(s):  
Social Support ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Work Life ◽  
Job Dissatisfaction ◽  
Cross Sectional ◽  
Content Type ◽  
Workplace Social Support ◽  
The Relationship ◽  
Work Life Conflict

Purpose The purpose of this study was to examine a moderated mediation model of job dissatisfaction and workplace social support in the relationship between work–life conflict and turnover intentions. Design/methodology/approach Data were collected in a cross-sectional survey of 220 police investigation officers. Partial least squares structural equation modeling was applied for data analysis. Findings Empirical findings of study indicate that work–life conflict enhances employee turnover intentions by creating job dissatisfaction. However, workplace social support buffers this effect and reduces turnover intentions by weakening the effect of work–life conflict on job dissatisfaction. Research limitations/implications This study contributes to personnel management and organizational psychology literature by explaining how workplace social support can affect the mediating process of job dissatisfaction through which the relationship between work–life conflict and turnover intentions is determined. The limitations are related to external validity, single source data and cross-sectional nature of data. Practical implications Organizational leaders and practitioners can take insights from the findings of this study that if workplace social support prevails at a level greater than work–life conflict, it will nullify or suppress the effect of work–life conflict on turnover intentions by reducing job dissatisfaction. Originality/value The originality value of this study is that it has addressed the scarcity of testing boundary conditions of the indirect effect of work–life conflict on turnover intentions through job dissatisfaction.

scholarly journals Keseimbangan Kehidupan Kerja Ditinjau dari Beban Kerja dan Dukungan Sosial Pada Polisi

2021 ◽  
Vol 9 (3) ◽  
pp. 594
Author(s):  
Siti Lucyana Nurhasanah
Keyword(s):  
Social Support ◽  
Police Officers ◽  
Negative Impact ◽  
Positive Impact ◽  
Work Life ◽  
Work Life Balance ◽  
P Value ◽  
Life Balance ◽  
Beta Coefficient ◽  
The Impact

Penelitian ini bertujuan untuk mengetahui pengaruh beban kerja dan dukungan sosial terhadap keseimbangan kehidupan kerja pada polisi di Samarinda. Penelitian ini menggunakan pendekatan kuantitatif. Subjek penelitian ini adalah 110 orang anggota polisi di Samarinda yang dipilih dengan menggunakan teknik accidental sampling. Metode pengumpulan data yang digunakan adalah skala keseimbangan kehidupan kerja, beban kerja dan dukungan sosial. Data yang terkumpul di analisis dengan uji analisis regresi linear berganda dengan bantuan program Statistical Package for Social Sciences (SPSS) 25.0 for windows. Hasil penelitian menunjukkan bahwa: (1) ada pengaruh beban kerja dan dukungan sosial terhadap keseimbangan kehidupan kerja yaitu dengan nilai F = 44.990, R2 = 0.457, p = 0.000; (2) ada pengaruh beban kerja terhadap keseimbangan kehidupan kerja dengan koefisien beta = -0.322, serta nilai t hitung > t tabel (-3.939 > 1.982) dan nilai p = 0.000 (p < 0.05); (3) ada pengaruh dukungan sosial terhadap keseimbangan kehidupan kerja dengan nilai koefisien beta = 0.457, nilai t hitung > t tabel (5.597 > 1.982) dan nilai p = 0.000 (p < 0.05). Kontribusi beban kerja dan dukungan sosial dengan keseimbangan kehidupan kerja pada polisi adalah sebesar 45.7 persen. This study aimed to determine the impact of workload and social support on work life balance of Police in Samarinda. This study used quantitative approach. Research subject consist of 110 police officers that chosen using accidental sampling method. Data collection method used in this study was work life balance, workload and social support scale. Research data analyzed with multiple linear regression by the program Statistical Package for Social Science (SPSS) 25.0 for Windows.The results showed that: (1) there was positive impact of workload and social support towards work life balance with F value = 44.990, R2 = 0.457 and P value = 0.000; (2) there was negative impact of workload on work life balance with beta coefficient = -0.322, and t count > t table (-3.939 > 1.982) and p value = 0.000 (p < 0.05); (3) there was positive impact of social support on work life balance with beta coefficient = 0.457, t count > t table (5.597 > 1.982) and P value = 0.000 (p < 0.05). Contribution of workload and social support on work life balance of Police in Samarinda amounted to 45.7 percent.

Work-Related Communication Technology Use Outside of Regular Work Hours and Work Life Conflict

2014 ◽  
Vol 28 (4) ◽  
pp. 507-530 ◽  
Author(s):  
Kevin B. Wright ◽  
Bryan Abendschein ◽  
Kevin Wombacher ◽  
Michaela O’Connor ◽  
Megan Hoffman ◽  
...  
Keyword(s):  
Communication Technology ◽  
Technology Use ◽  
Work Life ◽  
Work Hours ◽  
Work Related ◽  
Regular Work ◽  
Work Life Conflict

Managing job performance, social support and work-life conflict to reduce workplace stress

2019 ◽  
Vol 68 (6) ◽  
pp. 1018-1041 ◽  
Author(s):  
Tommy Foy ◽  
Rocky J. Dwyer ◽  
Roy Nafarrete ◽  
Mohamad Saleh Saleh Hammoud ◽  
Pat Rockett
Keyword(s):  
Social Support ◽  
Job Performance ◽  
Negative Correlation ◽  
Linear Regression Analysis ◽  
Work Life ◽  
Workplace Stress ◽  
Content Type ◽  
Direct Reports ◽  
Support Work ◽  
Work Life Conflict

PurposeWorkplace stress costs £3.7bn per annum in the UK and in excess of $300bn per annum in the USA. The purpose of this paper is to examine the existence, strength and direction of relationships between perceptions of social support, work–life conflict, job performance and workplace stress in an Irish higher education institution.Design/methodology/approachThe selected theoretical framework consisted of a combination of reward imbalance theory, expectancy theory and equity theory. An organizational stress screening survey instrument was used to survey the staff (n= 1,420) of an academic institution. Multiple linear regression analysis was used to evaluate the relationships between the independent variables (social support, work–life conflict, job performance), the covariates (staff category, direct reports, age, gender), and the dependent variable (workplace stress).FindingsThe results showed a negative correlation between social support and workplace stress, a positive correlation between work–life conflict and workplace stress, and a negative correlation between job performance and workplace stress (p< 0.05). The results also revealed significant relationships between the covariates direct reports and gender and the dependent variable workplace stress.Practical implicationsThe findings from this research can trigger an organizational approach where educational leaders can enable workplace change by developing and implementing social support and work–life strategies, and potential pathways to reduce levels of workplace stress and improve quality of life for employees and enhance performance.Originality/valueThe examination and establishment of particular relationships between social support, work–life conflict and job performance with workplace stress is significant for managers.

How work-life conflict impacts satisfaction for technology employees

2003 ◽  
Author(s):  
Alison S. O'Brien ◽  
Amy V. Beekman ◽  
Gunna Janet Yun
Keyword(s):  
Work Life ◽  
Work Life Conflict

Impact of Work and Family Role Demands on Work Life Conflict amongst Working Woman

2011 ◽  
Vol 3 (8) ◽  
pp. 11-13
Author(s):  
Kaur, Anmol Preet ◽  
◽  
De K. K De K. K ◽  
Tripathy Manas Ranjan
Keyword(s):  
Work And Family ◽  
Work Life ◽  
Family Role ◽  
Role Demands ◽  
Working Woman ◽  
Work Life Conflict
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