Relationship between work-family balance, employee well-being and job performance

2017 ◽  
Vol 30 (1) ◽  
pp. 40-58 ◽  
Author(s):  
José Aurelio Medina-Garrido ◽  
José María Biedma-Ferrer ◽  
Antonio Rafael Ramos-Rodríguez
Keyword(s):  
Job Performance ◽  
Family Support ◽  
Support Services ◽  
Well Being ◽  
Organizational Level ◽  
Family Policies ◽  
Content Type ◽  
Work Family ◽  
The Impact ◽  
Family Support Services

Purpose The purpose of this paper is to assess the impact of the existence of and access to different work-family policies on employee well-being (EWB) and job performance. Design/methodology/approach Hypothesis testing was performed using a structural equation model based on a PLS-SEM approach applied to a sample of 1,511 employees of the Spanish banking sector. Findings The results obtained demonstrate that the existence and true access to different types of work-family policies such as flexible working hours (flexi-time), long leaves, and flexible work location (flexi-place) are not directly related to job performance, but indirectly so, when mediated by the well-being of employees generated by work-family policies. In a similar vein, true access to employee and family support services also has an indirect positive impact on job performance mediated by the well-being produced. In contrast, the mere existence of employee and family support services does not have any direct or indirect effect on job performance. Originality/value This study makes a theoretical and empirical contribution to better understand the impact that of the existence of and access to work-family policies on job performance mediated by EWB. In this sense, the authors posited and tested an unpublished theoretical model where the concept of EWB gains special relevance at academic and organizational level due to its implications for human resource management.

scholarly journals Work-Family Conflict in the European Union: The Impact of Organizational and Public Facilities

2019 ◽  
Vol 16 (22) ◽  
pp. 4419
Author(s):  
Chantal Remery ◽  
Joop Schippers
Keyword(s):  
European Union ◽  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Organizational Level ◽  
The European Union ◽  
Work Family Conflict ◽  
European Working ◽  
Work Family ◽  
The Impact

Today, as an increasing share of women and men is involved in both paid tasks at work and unpaid care tasks for children and other relatives, more people are at risk of work-family conflict, which can be a major threat to well-being and mental, but also physical health. Both organizations and governments invest in arrangements that are meant to support individuals in finding a balance between work and family life. The twofold goal of our article was to establish the level of work-family conflict in the member states of the European Union by gender and to analyze to what extent different arrangements at the organizational level as well the public level help to reduce this. Using the European Working Conditions Survey supplemented with macro-data on work-family facilities and the economic and emancipation climate in a country, we performed multilevel analyses. Our findings show that the intensity of work-family conflict does not vary widely in EU28. In most countries, men experience less work-family conflict than women, although the difference is small. Caring for children and providing informal care increases perceived work-life conflict. The relatively small country differences in work-family conflict show that different combinations of national facilities and organizational arrangements together can have the same impact on individuals; apparently, there are several ways to realize the same goal of work-family conflict reduction.

scholarly journals I Can’t Go to Work Tomorrow! Work-Family Policies, Well-Being and Absenteeism

2020 ◽  
Vol 12 (14) ◽  
pp. 5519
Author(s):  
José Aurelio Medina-Garrido ◽  
José María Biedma-Ferrer ◽  
Jaime Sánchez-Ortiz
Keyword(s):  
Direct Effect ◽  
Structural Equation ◽  
Service Sector ◽  
Well Being ◽  
Health Problems ◽  
Equation Model ◽  
Family Policies ◽  
Work Family ◽  
Positive Direct ◽  
The Impact

Among the main causes of absenteeism are health problems, emotional problems, and inadequate work-family policies (WFP). This paper analyses the impact of the existence and accessibility of WFP on work absenteeism, by considering the mediating role of the well-being, which includes emotional as well as physical or health problems, that is generated by these policies. We differentiate between the existence of the WFP and its accessibility, as the mere existence of the WFP in an organisation is not enough. Additionally, workers must be able to access these policies easily and without retaliation of any kind. The model includes the hierarchy and the gender as moderating variables. To test the proposed hypotheses, a structural equation model based on the partial least squares structural equation modelling (PLS-SEM) approach is applied to a sample of employees in the service sector in Spain. On the one hand, the findings show that the existence of WFP has no direct effect on absenteeism; however, accessibility to these policies does have a direct effect on absenteeism. On the other hand, both the existence and accessibility of WFP have positive direct effects on emotional well-being. In addition, emotional well-being is positively related to physical well-being which, in turn, promotes a reduction in absenteeism. Finally, significant differences in the relationship between the existence of WFP and emotional well-being confirm the special difficulty of female managers in reconciling family life and work life.

Exploring the differential impact of work passion on life satisfaction and job performance via the work–family interface

2019 ◽  
Vol 48 (5) ◽  
pp. 1100-1119 ◽  
Author(s):  
Sheryl Chummar ◽  
Parbudyal Singh ◽  
Souha R. Ezzedeen
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Family Relationship ◽  
Work Life ◽  
Conservation Of Resources ◽  
Differential Impact ◽  
Content Type ◽  
Work Family ◽  
The Impact ◽  
Work Passion

Purpose The purpose of this paper is to examine the impact of work passion on life satisfaction and job performance through a work–life conflict path and a work–life enrichment path. The authors also consider individual and contextual factors under which these relationships are affected. Implications for researchers and HR practitioners are highlighted. Design/methodology/approach The conceptual paper draws mainly on conservation of resources theory to explore the differential impact of work passion on the work–life interface and, consequently, on life satisfaction and job performance. Findings The authors theorize how two types of passion – harmonious and obsessive – relate to both work–family conflict and work–family enrichment. Given the emphasis on resources in these relationships, the authors also consider the moderating effects of psychological detachment and a supportive work–family organizational culture. Finally, the authors demonstrate the significant impact of studying the passion/work–family relationship by illustrating its effects on two important outcomes for individuals and organizations, namely life satisfaction and job performance. Originality/value Although the study of work passion is gaining attention from management scholars, little research has examined its influence on job performance and the work–life interface. This paper advances the authors’ knowledge in these areas. Furthermore, the authors argue the importance of considering both the individual and organizational contexts wherein the experience of work passion plays out.

Perceived organizational support and employee well-being

2018 ◽  
Vol 12 (2) ◽  
pp. 469-484 ◽  
Author(s):  
Mashal Ahmed Wattoo ◽  
Shuming Zhao ◽  
Meng Xi
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Work And Family ◽  
Equation Modeling ◽  
Family Responsibilities ◽  
Content Type ◽  
Work Family ◽  
The Impact

Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit. Findings Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being. Originality/value Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

scholarly journals Work–family policies and the transformation triangle: women, organizational culture and managerial strategy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Salomé Goñi ◽  
Pilar Corredor ◽  
Consuelo León
Keyword(s):  
Organizational Culture ◽  
Labour Force ◽  
Mediation Effect ◽  
Family Policies ◽  
Cross Sectional ◽  
Content Type ◽  
Family Culture ◽  
Managerial Strategy ◽  
Work Family ◽  
The Impact

Purpose This research addresses how companies develop a process of transformation to a more family responsible behaviour and the role that women play in this process. This paper aims to propose a model in which a female workforce is seen as contributing to the development of the family responsible firm. The model includes two paths for transformation, the supportive work–family culture and the managerial strategy for work–family using a mediation model. The analysis was performed in a sample of 1,048 Spanish firms. Design/methodology/approach The hypotheses are tested using Baron and Kenny’s (1986) mediated regression technique, the Sobel’s test (1982) and a bootstrap re-sampling with 5,000 and 10,000 iterations to determine the significance of the mediation. Findings The results confirm the impact of the proportion of women in the workforce on organizational culture and managerial strategy, factors that lead to a real increase in the accessibility of work–family policies. The mediation effect is total. Research limitations/implications Limitations stemming from the survey used and from the cross-sectional data. Practical implications The role of women, the culture and managers in promoting work–family policies appears clear. The need for the active reinforcement of the supportive work–family culture in companies and managerial strategy, diffusion, planning and involvement are all key factors in the development of work–family policies. Social implications Governments and society as a whole should urge firms to use all means at their disposal to guarantee the formal adoption of work–family policies. Originality/value Research that analyses the way in which work–family culture and the managerial strategy for work–family generate change does not usually incorporate the female component of the labour force as an explanatory element.

The impact of different forms of organisational support and work–life balance in Chile and Colombia

2019 ◽  
Vol 32 (3) ◽  
pp. 326-344 ◽  
Author(s):  
Sandra Idrovo ◽  
María José Bosch
Keyword(s):  
Latin American ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Relationship ◽  
Individual Characteristics ◽  
Family Policies ◽  
Content Type ◽  
Prosocial Motivation ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to explore how family-supportive supervisor behaviour (FSSB) and organisational work–family policies (WFP) influence turnover intention (TI), satisfaction with work–family balance (SWFB) and prosocial motivation (PSM) in employees in organisations in the private sector in Colombia and Chile. It also explores whether a family -friendly organisational culture (FFOC) moderates this relationship. Design/methodology/approach A questionnaire (the International Family-Responsible Employed Index) was used to survey 486 employees (Chile: 255, Colombia: 231). The questionnaire consisted of three main sections: independent variables (WFP, FSSB, (FFOC and individual characteristics); dependent variables (organisational outcomes of TI, loyalty and commitment, and individual outcomes of health, WFE, SWFB, PSM and intrinsic); and demographic indicators. Structural equation modelling was used to test the possibility of comparing both countries and the model proposed. Findings Results show a negative relationship between FSSB and TI, and a positive relationship between FSSB and SWFB and PSM. There are no significant differences among countries, except when looking at PSM. FFOC moderates the relationships between FSSB and TI, between policies and FSSB and SWFB and between FSSB and PSM. It also has a direct effect on PSM. Originality/value This paper is one of the first to offer comparative data from organisations and managers in Latin American countries at the work–family interface. It also contributes to the literature, offering results partly consistent with studies in Anglo–Saxon countries.

scholarly journals The impact of “capitalization” social support services on student-athlete well-being

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
David Fleischman ◽  
Popi Sotiriadou ◽  
Rory Mulcahy ◽  
Bridie Kean ◽  
Rubiana Lopes Cury
Keyword(s):  
Social Support ◽  
Support Services ◽  
Well Being ◽  
Equation Modeling ◽  
Service Research ◽  
Student Athlete ◽  
Sports Performance ◽  
Content Type ◽  
Self Development ◽  
The Impact

Purpose This paper aims to investigate capitalization support, an alternative perspective for theorizing social support in-service settings. In the service setting of the student-athlete experience, the relationships between capitalization support service dimensions (i.e. the academic, athletic, self-development and place dimensions), well-being and sports performance are examined through a transformative sport service research (TSSR) lens, a newly introduced form of transformative service research (TSR). Design/methodology/approach Data from an online survey of Australian student-athletes (n = 867) is examined using partial least squares structural equation modeling. Findings The results support the theorized service dimensions of capitalization support, indicating their validity and relevance to the student-athlete experience. Further, the results demonstrate that all capitalization support dimensions except athletic support (i.e. academic support, place support and self-development support), have a direct effect on well-being and an indirect effect on sports performance. Originality/value This research is unique for several reasons. First, it introduces a new perspective, capitalization support, to theorizing about social support in services. Second, it is one of the first studies in both TSR and TSSR to empirically test and demonstrate a relationship between support services, well-being and performance in a single study. Insight into how to design services to optimize well-being in relation to other service objectives like performance thus emerges.

scholarly journals I Quit! Effects of Work-Family Policies on the Turnover Intention

2021 ◽  
Vol 18 (4) ◽  
pp. 1893
Author(s):  
José Aurelio Medina-Garrido ◽  
José María Biedma-Ferrer ◽  
María Vanessa Rodríguez-Cornejo
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Service Sector ◽  
Intention To Leave ◽  
Well Being ◽  
Work And Family ◽  
Turnover Rates ◽  
Family Policies ◽  
Work Family ◽  
The Impact

The retention of key human resources is a challenge and a necessity for any organisation. This paper analyses the impact of the existence and accessibility of work-family policies on the well-being of workers and their intention to leave the organisation. To test the proposed hypotheses, we applied a structural equation model based on the partial least squares path modelling (PLS-SEM) approach to a sample of 558 service sector workers. The results show that the existence and accessibility of work-family policies directly reduce the intention to leave the organisation. Moreover, this relationship also occurs indirectly, by mediating the well-being that is generated by these work-family policies. We also analysed the moderating role that gender and hierarchy could have in the above relationships. In addition to the above theoretical implications, this study has practical implications. The findings show that employees with family and work balance problems experience lower emotional well-being, more health problems and eventually higher turnover rates. To avoid these problems, management must focus not only on the implementation of work-family policies but also on their accessibility, without subsequent retaliation or prejudice to employees. Additionally, management should pay special attention to female managers, given their greater difficulty in balancing work and family life.

How national context moderates the impact of family-supportive supervisory behavior on job performance and turnover intentions

2015 ◽  
Vol 13 (1) ◽  
pp. 55-82 ◽  
Author(s):  
Mireia Las Heras ◽  
Spela Trefalt ◽  
Pablo Ignacio Escribano
Keyword(s):  
Job Performance ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
National Context ◽  
Direct And Indirect Effects ◽  
Content Type ◽  
Positive Spillover ◽  
Work Family ◽  
Social Expenditures ◽  
The Impact

Purpose – The purpose of this study was to examine how national context moderates the impact of family supportive supervisory behavior (FSSB) on employee’s job performance and turnover intentions. The authors consider direct and indirect (through work–family positive spillover) effects of FSSB. Our model is based on conservation of resources (COR) theory and boundary theory. The authors conceptualize national context as contributing resources to or threatening with loss of resources for individuals. To test the model, the authors use data from three Latin American countries – Brazil, Chile and Ecuador. Design/methodology/approach – This is a cross-sectional study based on a survey of almost 988 individuals. The authors first test the direct and indirect effects (via bi-directional positive spillover) of FSBB on performance and turnover intentions without considering the moderating effects of national context (mediation analysis). Then, the authors test the effect of national context in our baseline model by conducting a moderation analysis of direct and indirect effects. The authors use seemingly unrelated regressions and account for control variables and country-level effects. Findings – The results confirm that national context affects the relationships between FSSB and outcomes. As unemployment rises, the effect of FSSB on turnover intentions is stronger and the effect of FSSB on performance, via bi-directional work–family positive spillover, is stronger. When social expenditures increase, the relationship between FSSB and performance via work–family positive spillover becomes weaker. In addition, the authors find some unexpected results. Originality/value – The authors advance the understanding of how national context affects the impact of FSSB on outcomes, specifically in Latin America. The authors conceptualize national context as providing or threatening individuals’ resources, using publicly available data on unemployment and social expenditures.

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