scholarly journals Promoting effectiveness of “working from home”: findings from Hong Kong working population under COVID-19

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ada Hiu Kan Wong ◽  
Joyce Oiwun Cheung ◽  
Ziguang Chen
Keyword(s):  
Hong Kong ◽  
Online Survey ◽  
Resource Constraints ◽  
Well Being ◽  
Full Time ◽  
Content Type ◽  
Factors Affecting ◽  
Working From Home ◽  
Work Family ◽  
Media Channels

PurposeWorking-from-home (WFH) practice has been adopted by many companies of a variety of industries in a diverse manner; however, it is not until the recent outbreak of the coronavirus disease 2019 (COVID-19) pandemic WFH gains worldwide popularity. With so many different views out there and based on work–family balance theory, this study aims to find out the factors which affect peoples' WFH effectiveness and whether they want the extended WFH practice when the pandemic crisis is over.Design/methodology/approachThis paper adopted an online survey approach by posting questionnaires on the university website and different social media channels to collect views from full-time Hong Kong workers who have had WFH experience during the coronavirus outbreak. A total of 1,976 effective responses were collected for the data analysis.FindingsThe findings of this study indicate that WFH effectiveness is improved by personal and family well-being but reduced by environmental and resource constraints. When workers are experiencing higher WFH effectiveness, they have a higher preference for WFH even after the pandemic; the female workers preferred WFH twice per week, while the male workers more often preferred WFH once per week. Finally, workers from the management and the self-employed levels demonstrated a lower preference for WFH, compared to the front-line and middle-grade workers.Originality/valueThis paper fulfils to provide a timely reflection on workers' post-pandemic WFH preference, the factors affecting their WFH effectiveness and the demographic differences inducing to the differentiated preferences.

Burnout and the work-family interface

2016 ◽  
Vol 21 (1) ◽  
pp. 31-44 ◽  
Author(s):  
Laura D. Robinson ◽  
Christopher Magee ◽  
Peter Caputi
Keyword(s):  
Working Mothers ◽  
Online Survey ◽  
Well Being ◽  
Self Report ◽  
Conservation Of Resources ◽  
Content Type ◽  
Highly Educated ◽  
Self Report Data ◽  
Work Family ◽  
Future Work

Purpose – The purpose of this paper is to examine whether work-to-family conflict (WFC) and work-to-family enrichment (WFE) predicted burnout in working mothers using conservation of resources theory. The authors also examined whether these relationships varied between sole and partnered working mothers. Design/methodology/approach – In total, 516 partnered and 107 sole mothers in paid employment completed an online survey twice, six months apart. Findings – WFC was significantly positively related to burnout, and WFE significantly negatively related to burnout. Marital status moderated the inverse relationship between WFE and personal burnout, and this relationship was significant for partnered mothers only. Research limitations/implications – Limitations include self-report data, and the sample being highly educated thereby limiting generalizability. Practical implications – Providing an enriching and supportive work environment may be an important strategy for minimizing burnout in mothers, particularly for sole mothers. Social implications – Employed sole mother’s risks of burnout may be higher than for other mothers even when experiencing WFE, which can have implications for their functioning and for family well-being. Originality/value – This two-wave study is the first to highlight that sole mothers, who are at risk of greater socio-economic disadvantages, do not benefit from WFE to the same degree as partnered mothers. Future work-family and burnout research should further examine differences based family structure.

scholarly journals Materialist values, financial and pro-environmental behaviors, and well-being

2019 ◽  
Vol 20 (4) ◽  
pp. 264-284 ◽  
Author(s):  
Sabrina Helm ◽  
Joyce Serido ◽  
Sun Young Ahn ◽  
Victoria Ligon ◽  
Soyeon Shim
Keyword(s):  
Online Survey ◽  
Resource Constraints ◽  
Financial Education ◽  
Well Being ◽  
Financial Behavior ◽  
Future Research ◽  
Subjective Well Being ◽  
Social Phenomena ◽  
Content Type ◽  
Alternative Pathways

Purpose The purpose of this study is to examine young consumers’ financial behavior (e.g. saving) and pro-environmental behavior (i.e. reduced consumption and green buying) as effective proactive strategies undertaken in the present to satisfy materialistic values and maximize well-being. Design/methodology/approach The study is based on an online survey among a panel of young American adults (N = 968). Findings The study finds a positive effect of materialism on personal well-being and negative effects on financial satisfaction, proactive financial coping and reduced consumption, but no effect on green buying, a separate and distinct pro-environmental strategy. Both proactive financial coping and reduced consumption are positively associated with subjective well-being. Research limitations/implications Future research should re-examine conceptualizations of materialism in the context of climate change and the meaning of possessions in the global digital economy; studies could also focus on the specific well-being effects of reduced consumption and alternative pathways to align materialistic and environmental values. Practical implications Consumer education should look to models of financial education to demonstrate how limited natural resources can be managed at the micro level to enhance consumers’ subjective well-being, as well as reduce resource strain at the macro level. Originality/value Key contributions are the examination of materialism and consumption in the dual contexts of financial and environmental resource constraints and the effects of these key macro-social phenomena on consumers’ perceived well-being. Another study highlight is the differentiation of two strategies for proactive environmental coping, of which only one, reduced consumption, increased personal well-being and decreased psychological distress.

scholarly journals Relationships between Physical and Social Behavioural Changes and the Mental Status of Homebound Residents in Hong Kong during the COVID-19 Pandemic

2020 ◽  
Vol 17 (18) ◽  
pp. 6653
Author(s):  
Ben Y. F. Fong ◽  
Martin C. S. Wong ◽  
Vincent T. S. Law ◽  
Man Fung Lo ◽  
Tommy K. C. Ng ◽  
...  
Keyword(s):  
Mental Health ◽  
Hong Kong ◽  
Physical Health ◽  
Negative Impact ◽  
Severe Depression ◽  
Social Contact ◽  
Well Being ◽  
Full Time ◽  
Online Questionnaire ◽  
Physical Strain

In Hong Kong, social distancing has been adopted in order to minimise the spread of COVID-19. This study aims to examine the changes in physical health, mental health, and social well-being experienced by local residents who were homebound during the pandemic. An online questionnaire in both Chinese and English versions was completed by 590 eligible participants from 24 April to 13 May 2020. The questionnaire found that individuals aged 18 to 25 years spent more time resting and relaxing but experienced more physical strain. Working status was associated with social contact, with participants working full-time jobs scoring higher in “maintaining social communication via electronic means” and “avoiding social activities outside the home”. Additionally, approximately one third of the participants (29.7%) had moderate to severe depression, and participants aged 18 to 25 were found to have higher scores in PHQ-9. Changes in physical health and social contact were significantly associated with developing depressive symptoms. From the results, it is clear that the COVID-19 pandemic has the potential to exert a negative impact on the mental health status of individuals.

Engaging leadership in the job demands-resources model

2015 ◽  
Vol 20 (5) ◽  
pp. 446-463 ◽  
Author(s):  
Wilmar B. Schaufeli
Keyword(s):  
Structural Equation ◽  
Work Performance ◽  
Online Survey ◽  
Job Demands ◽  
Well Being ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

Validation of the Chinese Version of the Multidimensional Workaholism Scale

2021 ◽  
pp. 106907272199427
Author(s):  
Yan Xu ◽  
Chaoping Li
Keyword(s):  
Factor Analysis ◽  
Reliability And Validity ◽  
Well Being ◽  
Chinese Version ◽  
Full Time ◽  
Work Family Conflict ◽  
Working Adults ◽  
Work Family ◽  
The Individual ◽  
Two Stages

The aim of this study was to translate the Multidimensional Workaholism Scale (MWS) into Chinese and then test its reliability and validity among full-time Chinese employees in two stages. In Study 1 ( N = 220), the MWS was translated and exploratory factor analysis was conducted resulting in a four-factor solution consistent with the original MWS: motivational, cognitive, emotional, and behavioral. In Study 2 ( N = 425), confirmatory factor analysis showed that a four-factor, bifactor model was the best fit for the data. Configural, metric, and scalar invariance models were tested which demonstrated that the Chinese version of the MWS did not differ across gender, age, and job position groups. Finally, workaholism and engagement were related and distinct from one another, and they correlated with emotional exhaustion, work-family conflict and life well-being uniquely. This study indicated that the Chinese version of the MWS is a valid and reliable tool for Chinese employees, and this has important practical implications for the individual health and career development of Chinese working adults.

Coping strategies among medical professionals during COVID-19 outbreak

2021 ◽  
Vol 4 (01) ◽  
pp. 28-33
Author(s):  
Vaishali Shanmugam
Keyword(s):  
Coping Strategies ◽  
Online Survey ◽  
Coping Styles ◽  
Well Being ◽  
Sociodemographic Factors ◽  
Medical Professionals ◽  
Stressful Situation ◽  
Sociodemographic Variables ◽  
Factors Affecting ◽  
Brief Cope

BACKGROUND: COVID -19 pandemic is a very stressful situation for doctors, who face the risk of infection in daily life. Coping is the process by which a person deals with stressful situations or demands. Identifying the coping strategies of our medical professionals will help us to understand their coping styles and to deliver effective interventions to enhance their mental well-being. METHODS: An online survey form with socio-demographic profile and BRIEF COPE tool for assessing different coping strategies was sent to interns, residents, and teaching faculty. The coping strategies were divided into emotion-based, problem-based, and dysfunctional coping, and spearman's correlation was done to determine any correlation between sociodemographic variables and the coping strategies. RESULTS: A total of 84 valid and complete responses were included in the study. There is a variable distribution of mean scores for problem-focused, emotion-focused, and dysfunctional strategies. Age and marital status had a positive correlation with problem-focused and emotion-focused strategies meaning that older adults and married people used these strategies predominantly. Higher designation used problem-focused coping predominantly. Dysfunctional coping strategies had no correlation with any of the sociodemographic variables. CONCLUSION: Sociodemographic factors affecting the coping mechanisms in medical professionals differ from those of the general population seen in previous studies. Within the group of medical professionals, those with higher age, higher designation and married had predominantly adaptive strategies. Interventions targetting maladaptive components of emotion-focused strategies and dysfunctional strategies should be aimed at a younger age group, unmarried people, interns, and residents among the medical professionals to better cope with this COVID scenario.

scholarly journals Workplace exercise programmes – how organizational factors influence employee participation

2019 ◽  
Vol 34 (6) ◽  
pp. 37-39
Author(s):  
Anna Little ◽  
Russell Wordsworth ◽  
Sanna Malinen
Keyword(s):  
Online Survey ◽  
Organizational Factors ◽  
Employee Participation ◽  
Past Research ◽  
Well Being ◽  
Practical Significance ◽  
Structured Interviews ◽  
Content Type ◽  
Individual Level ◽  
Leadership Support

Purpose Past research identifies many positive outcomes associated with workplace exercise initiatives. Realizing these outcomes is, however, dependent on securing sustained employee participation in the initiative. This study examines how organizational factors influence employee participation in workplace exercise initiatives. Design/methodology/approach The study utilizes data from 98 employees who were provided with the opportunity to participate in a workplace exercise initiative. Data were collected via an online survey as well as semi-structured interviews. Findings The paper shows that organizational, rather than individual-level, factors had the greatest impact on employee participation in workplace exercise initiatives. Leadership support for well-being was particularly important and had a significant effect on participation frequency. This relationship was moderated by employee perceptions of employer intentions, such that the more genuine and caring an employer’s intentions were perceived to be, the more likely employees were to participate. Our findings also show that perceived employer intentions have a significant direct effect on employee participation. Research implications We extend research on employee participation in well-being initiatives by considering the influence of organizational, rather than individual-level, factors. Practical implications This research is of practical significance as it highlights the importance of positive leadership in fostering physical well-being in the workplace. It reinforces that sustained participation in workplace exercise initiatives requires deliberate planning, promotion and support from organizational leaders. Originality/value Most studies of workplace exercise and well-being initiatives focus on individual barriers to participation. Our study highlights the important role of leadership support and perceived intentions as organizational influences on employee participation.

Personal and organizational resources of family caregivers ' well-being

2014 ◽  
Vol 43 (3) ◽  
pp. 401-418 ◽  
Author(s):  
Susanna Maria Krisor ◽  
Jens Rowold
Keyword(s):  
Family Caregivers ◽  
Family Caregiving ◽  
Self Efficacy ◽  
Well Being ◽  
Work And Family ◽  
Organizational Resources ◽  
Content Type ◽  
Important Resource ◽  
Health Related ◽  
Work Family

Purpose – Previous research on the work-family nexus has tended to concentrate on childcare responsibilities. This neglects consideration of an increasing population of employees who care for dependents such as elders, impaired partners or disabled children. Therefore, the aim of this study is to investigate organizational and personal resources as antecedents of work-family conflict (WFC) and irritation in a sample of employed family caregivers. Design/methodology/approach – Data were collected from 508 employees within one organization who had informal family caregiving responsibilities. Findings – The results indicate that a supportive work-family culture was an important resource for reducing WFC and health-related self-efficacy reduced irritation. In sum, when a company fosters a family-friendly culture that includes working in a constructive and understanding manner with employees who have informal family caregiver responsibilities, it becomes easier for the employees to integrate the demands of work and family demands. Moreover, health-related self-efficacy is an important resource that can improve stress and future researchers should give it greater consideration. Originality/value – This study contributes to existing literature by the identification of personal and organizational resources of informal family caregivers with the aim to reduce their stress experiences.

How different CSR dimensions impact organization-employee relationships

2019 ◽  
Vol 24 (1) ◽  
pp. 63-78 ◽  
Author(s):  
Zifei Fay Chen ◽  
Cheng Hong ◽  
Aurora Occa
Keyword(s):  
Online Survey ◽  
Relationship Management ◽  
The Body ◽  
Full Time ◽  
Corporate Communications ◽  
Organizational Setting ◽  
Theoretical Frameworks ◽  
Content Type ◽  
Qualitative Approaches ◽  
Employee Relationships

PurposeDrawing on interdisciplinary insights from stakeholder theory, relationship management and organizational justice, the purpose of this paper is to examine corporate social responsibility (CSR) from an internal and relational perspective. Specifically, it examines the effects of CSR in overall as well as the discretionary, ethical, legal and economic CSR dimensions on organization–employee relationships, respectively. The moderating role of employees’ perceived CSR-culture fit on these effects was also explored.Design/methodology/approachAn online survey was conducted with 303 participants from the USA who were full-time employees at for-profit organizations.FindingsResults indicate that CSR performance in overall positively influences organization–employee relationships, and such effect is amplified as employees’ perceived CSR-culture fit increases. Discretionary and ethical CSR positively influence organization–employee relationships, but perceived CSR-culture fit only amplifies the influence from ethical CSR. For legal and economic CSR, the effects on organization–employee relationships are only significant when perceived CSR-culture fit is high.Research limitations/implicationsThis study extends the body of knowledge of CSR and internal relationship management. However, the limitations regarding the factors from culture, business sectors and organizational setting should be addressed in future studies through both quantitative and qualitative approaches.Originality/valueThis study provides a comprehensive understanding of the effects from four different CSR dimensions on organization–employee relationships as well as how such effects were moderated by employees’ perceived CSR-culture fit. Integrating interdisciplinary theoretical frameworks, this study offers insights for corporate communications and public relations professionals on how to effectively build and cultivate relationships with employees through different dimensions of CSR.

Work-family enrichment and well-being: the role of occupational future time perspective

2018 ◽  
Vol 23 (6/7) ◽  
pp. 542-556 ◽  
Author(s):  
Hélène Henry ◽  
Donatienne Desmette
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Older Workers ◽  
Time Perspective ◽  
Well Being ◽  
Future Time Perspective ◽  
Content Type ◽  
Work Family ◽  
The Relationship

Purpose In the context of workforce aging, the purpose of this paper is to investigate the mediating role of occupational future time perspective (OFTP) in the relationship between work–family enrichment (WF-E) and two well-being outcomes (i.e. work engagement and emotional exhaustion). In addition, the moderating role of age on the relationship between WF-E and OFTP, and consequently, on the indirect effects of WF-E on work engagement and emotional exhaustion through OFTP, will be examined. Design/methodology/approach Cross-sectional survey research (n=263) was conducted in a public sector company in Belgium. Structural equation modeling and bootstrap analyses were performed to investigate the hypothesized relationships. Findings The dimension “remaining opportunities” of OFTP mediated the positive relationship between WFE and work engagement, and the negative relationship between WFE and emotional exhaustion. Chronological age moderated the positive relationship between WFE and the dimension “remaining time” of OFTP, with stronger effects among older workers. Research limitations/implications This research has confirmed that OFTP is influenced by WFE and that WFE matters, especially for older workers. Future research should continue to study the effects of the work–family interface on older workers. Practical implications Age management practices should take WFE into consideration when managing an aging workforce. In particular, older workers may benefit from WFE to increase their perception of remaining opportunities at work, which, in turn, increase well-being. Originality/value This study contributes evidence for the role of personal resources (i.e. remaining opportunities) in the relationship between WF-E and well-being at work.

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