Investigating effort–reward imbalance and work–family conflict in relation to morningness–eveningness and shift work

Work & Stress ◽  
2008 ◽  
Vol 22 (2) ◽  
pp. 125-137 ◽  
Author(s):  
Thomas A. Willis ◽  
Daryl B. O'Connor ◽  
Lawrence Smith
Keyword(s):  
Shift Work ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Work Family

scholarly journals Illegitimate Tasks and Employees’ Turnover Intention: A Serial Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Xiaoye Zeng ◽  
Yafu Huang ◽  
Shouying Zhao ◽  
Lianping Zeng
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Cultural Context ◽  
Attrition Rate ◽  
Intention To Quit ◽  
Work Family Conflict ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Work Family

In the historical and cultural context of developing countries, such as China, illegitimate tasks have become an important source of workplace pressure for employees. Guided by the framework of the stress-as-offense-to-self theory, we explored how illegitimate tasks increase turnover intention. A total of 474 employees from China effectively completed the online survey. The results showed a positive correlation between illegitimate tasks, effort–reward imbalance, work–family conflict, and turnover intention. Illegitimate tasks can affect intention to quit directly and through two indirect paths: the separate intermediary effect of work–family conflict and the continuous mediating role of effort–reward imbalance and work–family conflict. The results indicate that illegitimate tasks increase employees’ intention to quit through the role of effort–reward imbalance and work–family conflict. This study contributes to our understanding of the mechanisms underlying the relationship between illegitimate tasks and workers’ turnover intention in the context of Chinese history and culture. Additionally, the findings have implications for reducing attrition rate.

scholarly journals The Factors Influencing Job Burnout Among Coal Miners in Xinjiang Uygur Autonomous Region,China: a Cross-Sectional Study

2021 ◽  
Author(s):  
Huijun Deng ◽  
Xinnan Li ◽  
Xieerwaniguli Abulimiti ◽  
Zulipinu Mutailifu ◽  
Shuaiyin Zheng ◽  
...  
Keyword(s):  
Family Conflict ◽  
Cross Sectional Study ◽  
Job Burnout ◽  
Work Family Conflict ◽  
Coal Miners ◽  
Cross Sectional ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Years Of Service ◽  
Work Family

Abstract Background: Coal miners are prone to burnout symptoms due to their special working environment. There are no studies on the correlation between job burnout and occupational stress, effort-reward imbalance, and work-family-conflict.Methods: In this cross-sectional study, 1,346 coal miners were selected from 5 coal mining companies using stratified cluster sampling method. The Chinese version of the Job Burnout Scale, Job Content Questionnaire (JCQ), Effort-Reward Inventory (ERI), and Working-Family-Conflict Scale were used to collect data from the coal miners. Correlation analysis and logistic regression methods were used to explore the factors affecting job burnout. Results: coal miners with different genders, ages, years of service, shift system, marital status, and type of work have different total scores and levels of job burnout (P<0.05). The effort-reward imbalance is associated with age, years of service, shift system and marital status (P<0.05). The occupational stress scores of coal miners of different genders, years of service, education, shift system and monthly income were different. Different shift systems, types of work, and work-family conflict scores were also different. The various dimensions of job burnout have varying degrees of correlation with the JCQ, ERI, and Working-Family-Conflict dimensions.Age, work demands, effort, work-family conflict and work-family conflict are risk factors for job burnout, and work autonomy is the protective factor. Conclusions:The detection rate of job burnout in coal miners in Xinjiang Uygur Autonomous Region is relatively high. Age, work demands, effort, and work-family conflict increase the incidence of job burnout, while work autonomy reduces job burnout.

Shift work interventions for reduced work‐family conflict

2007 ◽  
Vol 29 (2) ◽  
pp. 162-177 ◽  
Author(s):  
Marie Gee Wilson ◽  
Andrea Polzer‐Debruyne ◽  
Sophie Chen ◽  
Sonia Fernandes
Keyword(s):  
Shift Work ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family

Parents' Shift Work in Connection with Work–Family Conflict and Mental Health: Examining the Pathways for Mothers and Fathers

2020 ◽  
pp. 0192513X2092905
Author(s):  
Yixuan Zhao ◽  
Amanda R. Cooklin ◽  
Alice Richardson ◽  
Lyndall Strazdins ◽  
Peter Butterworth ◽  
...  
Keyword(s):  
Mental Health ◽  
Psychological Distress ◽  
Shift Work ◽  
Family Conflict ◽  
Work Schedules ◽  
Work Family Conflict ◽  
Mediation Analyses ◽  
Standard Work ◽  
Work Family ◽  
Employed Parents

Shift work might aggravate work–family conflict and mental health. The current study used moderated-mediation analyses to investigate the association between shift work and mental health, whether work–family conflict explained this association, and whether the pathways differed between genders. The sample included 756 mothers and 452 fathers participating in the “Families at Work” survey, an online nationwide community-based survey of employed parents. The findings highlight the complex interplay between parents' work schedules, work–family conflict and psychological distress. They show some evidence that working irregular shifts was associated with higher work–family conflict in connection with higher psychological distress, with fathers at greater risk. Working regular shifts was associated with poorer mental health, but this was not related to increased work–family conflict, and this association was stronger for mothers. As the labor force becomes increasingly fractured, it is critical that the impacts of non-standard work schedules continue to be considered.

Wives' Shift Work Schedules and Husbands' and Wives' Well-Being in Dual-Earner Couples With Children

2007 ◽  
Vol 29 (3) ◽  
pp. 396-422 ◽  
Author(s):  
Rosalind Chait Barnett ◽  
Karen C. Gareis ◽  
Robert T. Brennan
Keyword(s):  
Psychological Distress ◽  
Shift Work ◽  
Family Conflict ◽  
Well Being ◽  
Work Hours ◽  
Work Family Conflict ◽  
Work Shift ◽  
Dual Earner ◽  
Work Family ◽  
Families With Children

In a sample of 55 dual-earner families with children aged 8 to 14 in which the mothers are registered nurses regularly working either day shifts (typically 7:00 a.m. to 3:00 p.m.) or evening shifts (typically 3:00 p.m. to 11:00 p.m.), we estimated the within-couple relationship between the wife's work variables (i.e., work shift, work hours, and the interaction between work shift and work hours) and each spouse's work—family conflict, psychological distress, and marital-role quality. Wives' work variables predicted their own work—family conflict and psychological distress and showed a trend to predict their husbands' work—family conflict.

scholarly journals Shift Work and Work-Family Conflict: A Systematic Review

2020 ◽  
Vol 2020 (3) ◽  
Author(s):  
Anne Marit Wöhrmann ◽  
Grit Müller ◽  
Kathrin Ewert
Keyword(s):  
Shift Work ◽  
Family Conflict ◽  
Social Life ◽  
Night Shift ◽  
Inclusion Criteria ◽  
Work Family Conflict ◽  
Shift Workers ◽  
State Of Research ◽  
Work Family ◽  
The Impact

Shift work occupies precious time for family and social life. The aim of this review was to systematically assess the state of research on the impact of shift work on work-fam-ily conflict. A systematic literature search was conducted in PubMed and EBSCO to identify studies published between 1990 and 2017. In the end, 36 articles met the inclusion criteria and were considered in this review. Shift workers show higher levels of work-family conflict in comparison to workers in regular day schedules. Different shift types and a large variation of shift characteristics have been studied. Results point to a higher work-family conflict especially among night shift workers and those working in a shift schedule, including weekend work. Research testing for causality is missing.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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