The impact of the nature of globally distributed work arrangement on work–life conflict and valence: the Indian GSD professionals’ perspective

2010 ◽  
Vol 19 (2) ◽  
pp. 209-222 ◽  
Author(s):  
Saonee Sarker ◽  
Suprateek Sarker ◽  
Debasish Jana
Keyword(s):  
Work Life ◽  
Distributed Work ◽  
The Impact ◽  
Globally Distributed ◽  
Globally Distributed Work ◽  
Work Arrangement ◽  
Work Life Conflict

scholarly journals Paradox and the negotiation of tensions in globally distributed work

2020 ◽  
Vol 35 (3) ◽  
pp. 232-250
Author(s):  
Jade Wendy Brooks ◽  
MN Ravishankar ◽  
Ilan Oshri
Keyword(s):  
Qualitative Data ◽  
Collaborative Work ◽  
Work Practice ◽  
Distributed Work ◽  
Extant Literature ◽  
Communication Problems ◽  
Paradox Theory ◽  
Globally Distributed ◽  
Globally Distributed Work ◽  
Practical Implications

Tensions are a major source of communication problems, coordination issues, and conflict in globally distributed work. In this article, we argue that extant literature falls short of addressing tensions in globally distributed work at two levels. First, it fails to fully account for the intrinsic and entrenched nature of tensions in globally distributed work, suggesting instead that they can be resolved or made to disappear. Second, it does not examine the key interactions among different kinds of tensions. Drawing on qualitative data from a distributed finance organization and applying concepts from paradox theory, we show how globally distributed units negotiate knowledge, power, and identity tensions in collaborative work. The findings illuminate how a sequential enactment of both formal and informal solutions can better address tensions and generate collaborative opportunities in globally distributed work. Building on the findings, we develop a phasal model of tension evolution and management in globally distributed work which explains how tensions evolve from a phase of suppression through to a phase of attenuation. We demonstrate the interactions of knowledge–power–identity tensions against a background of defensive, interactive, and collaborative behaviors, and suggest several practical implications for globally distributed work practice.

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

scholarly journals Work-Life Conflict and Organizational Commitment: A Study Of Female Faculty In Higher Education

2019 ◽  
Vol 19 (1) ◽  
pp. 197-216
Author(s):  
Sobia Shujaat ◽  
Iram Tahir ◽  
Akhtar Baloch
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Private Universities ◽  
Target Population ◽  
Work Life ◽  
Female Faculty ◽  
Chi Square ◽  
Chi Square Test ◽  
The Impact ◽  
Work Life Conflict

This study was conducted to discover the impact of work-life conflict on organizational commitment of female faculty at private universities in Karachi, Pakistan. To test association between the two variables, correlation was used. The results were further corroborated by the use of contingency table. The target population was permanently employed female faculty of private universities. The study was done through interviews and questionnaire survey. The method employed for this purpose wast-test of correlation and chi-square test of association. The study revealed that faculty members at private universities in Karachi had time-based conflict but they did not have strain-based and behaviour-based Conflict. The female faculty were committed to their organizations and the affective commitment showed higher result than continuance and normative commitment. The study reveals that there exists a weak association between two critical variables i.e. work-life conflicts and organizational commitment.

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