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.

Age-inclusive HR practices and the thriving of older workers: the mediating role of occupational future time perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eduardo Oliveira
Keyword(s):  
Surface Analysis ◽  
Older Workers ◽  
Time Perspective ◽  
Future Time Perspective ◽  
Future Time ◽  
Content Type ◽  
Hr Practices ◽  
The Relationship ◽  
Remaining Time

PurposeDrawing on social exchange theory and socio-emotional selectivity theory, this paper examines the role of occupational future time perspective (OFTP) in the relationship between age-inclusive HR practices (AIHRP) and the thriving of older workers.Design/methodology/approachA two-wave cross-sectional design was adopted with bootstrapped parallel multiple mediation analyses. In addition, polynomial regression with response surface analysis was used to examine the extent to which combinations of focus on opportunities and remaining time relate to thriving at work. Data were collected from 310 older workers working in 13 companies located in Portugal.FindingsAIHRP have direct effects on OFTP dimensions (i.e. focus on opportunities and remaining time), and indirect effects on the two thriving dimensions (i.e. learning and vitality) via focus on opportunities. The positive relationship between AIHRP and learning was mediated by remaining time, while no significant mediating effect on vitality through remaining time was found. Additionally, surface analysis showed that overall thriving and learning increase more sharply when focus on opportunities is higher than remaining time, rather than vice versa.Originality/valueThis paper contributes to the literature by showing the importance of personal resources like OFTP in the relationship between AIHRP and the thriving of older workers. It also provides further support for the distinctiveness of the two OFTP dimensions as remaining time was not linked to vitality, whereas focus on opportunities was linked to both thriving dimensions.

Age-inclusive HR practices and the thriving of older workers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Indirect Effects ◽  
Older Workers ◽  
Time Perspective ◽  
Future Time Perspective ◽  
Content Type ◽  
Hr Practices ◽  
The Relationship ◽  
Remaining Time ◽  
Practical Implications

Purpose The paper examines the role of occupational future time perspective (OFTP) in the relationship between age-inclusive HR practices (AIHRP) and the thriving of older workers. Design/methodology/approach The author collected data in two waves three months apart. He obtained 310 valid surveys from workers aged between 50 and 70 with an average age of 56. There were 120 males and 190 females. Nearly three quarters were in a relationship and 59pc had attended higher education Findings The results showed that AIHRP were positively related to thriving and learning, as well as vitality. The relationship between AIHRP and OFTP dimensions were also positive and statistically significant, and there were significant indirect effects of AIHRP on overall thriving via a focus on opportunities and also via remaining time. Meanwhile, there were positive indirect effects of AIHRP on learning through focus on opportunities and through remaining time. For the link between AIHRP and vitality, focus on opportunities mediates the effect of AIHRP on vitality, but remaining time was not related to vitality. Originality/value The results have both theoretical and practical implications. For researchers the paper demonstrates the importance of personal resources like OFTP and is one of the few studies to distinguish between the motivational role of each OFTP dimension in the relationship between HR practices and thriving older workers. For organizations, the lessons are to design HR practices to demonstrate that the organization cares about older workers being successful.

scholarly journals Sometimes It Drains, Sometimes It Sustains: The Dual Role of the Relationship with Students for University Professors

2019 ◽  
Vol 2019 ◽  
pp. 1-8 ◽  
Author(s):  
Mara Martini ◽  
Gloria Guidetti ◽  
Sara Viotti ◽  
Barbara Loera ◽  
Daniela Converso
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Psychological Health ◽  
Job Demands ◽  
Well Being ◽  
University Teachers ◽  
Work Meaning ◽  
The Relationship ◽  
Job Demands And Resources

University organizational contexts have been changing significantly in recent years, and academic staff are expected to manage larger workloads at an increased pace. This can threaten their well-being and exacerbate work-related stress—possibly creating negative impacts on their mental and physical states. Surprisingly, academic occupational psychological health is still rarely studied. By referring to the Job Demands-Resources (JD-R) conceptual model, this study aimed to analyze the relationship between university teachers’ well-being and job demands and resources, with a particular focus on the role of the relationship with students. Specifically, 550 associate and full professors were studied to determine the impact of job characteristics, quality of relationships in the work environment, and negative and positive relations with students regarding emotional exhaustion and work engagement. Hierarchical multiple regression models allowed us to highlight the fact that emotional exhaustion was positively and significantly associated with workload, conflicts with colleagues, and requests from students, and it was negatively associated with work meaning. Work engagement was positively and significantly associated with work meaning and social support from students. Our study points out that the flexible and renowned JD-R model can successfully be used to analyze the occupational psychological health of academics. Further, our study underscores the fact that, among job demands and resources, the often-neglected relations with external users (the students) can play an important role in university teachers’ perceptions of exhaustion and engagement.

Work–family conflict and job satisfaction among construction professionals: the mediating role of emotional exhaustion

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tharindu C. Dodanwala ◽  
Pooja Shrestha
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Structural Equation Models ◽  
Work Family Conflict ◽  
Content Type ◽  
Mediating Role ◽  
Work Family ◽  
The Relationship

Purpose Work–family conflict plays a vital role in employees’ work-related satisfaction and emotional exhaustion measures. Yet, the theoretical interrelationship between work–family conflict, emotional exhaustion and job satisfaction has not been fully explored in the construction literature. Hence, this study aims to assess emotional exhaustion’s mediating role in the relationship between work–family conflict and job satisfaction of the construction professionals. Design/methodology/approach Data were gathered from a cross-sectional survey of 308 project-level construction professionals in Sri Lanka. A confirmatory factor analysis followed by three structural equation models was used in analyzing the research hypotheses. Findings The results support the mediation model of emotional exhaustion, in which the emotional exhaustion fully mediated the relationship between work–family conflict and job satisfaction. Hence, the authors concluded that a higher level of work–family conflict would directly contribute to a greater degree of emotional exhaustion, which in turn lessens the job satisfaction of the project employees. Originality/value In identifying how work–family conflict, emotional exhaustion and job satisfaction are linked together, the present study added the mediating role of emotional exhaustion to the previous empirical research on the relationship between work–family conflict and job satisfaction in the context of the construction industry.

scholarly journals Can Work Engagement Be a Resource for Reducing Workaholism’s Undesirable Outcomes? A Multiple Mediating Model Including Moderated Mediation Analysis

2019 ◽  
Vol 16 (8) ◽  
pp. 1402 ◽  
Author(s):  
Liliya Scafuri Kovalchuk ◽  
Carmela Buono ◽  
Emanuela Ingusci ◽  
Francesco Maiorano ◽  
Elisa De Carlo ◽  
...  
Keyword(s):  
Sleep Disorders ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Family Conflict ◽  
Mediation Model ◽  
Multiple Mediation ◽  
Work Family Conflict ◽  
Work Family ◽  
The Relationship

This study aimed to explore a possible process explaining the relationship between workaholism and sleep disorders, including two mediators: work–family conflict and emotional exhaustion. Moreover, since a possible buffering role of work engagement was recently proposed against the detrimental effects of workaholism, the aim was to examine the moderating role of work engagement in the relationship between workaholism and several outcomes such as work–family conflict, emotional exhaustion, and sleep disorders. Two models were tested using conditional process analysis for testing direct and indirect effects on a sample of 395 employees: (1) a serial multiple mediation model, and (2) the same serial multiple mediation model including the moderating role of work engagement. Results showed a significant mediating effect of both work–family conflict and emotional exhaustion. Moreover, work engagement moderated the relationship between workaholism and work–family conflict and the relationship between workaholism and emotional exhaustion. This work contributes to the understanding of the process underlying the relationship between workaholism and sleep disorders and to the literature reporting the possible protective role of work engagement on the negative outcomes of workaholism. Practical implications are also discussed.

Examining the mediating role of organizational trust in the relationship between CSR practices and job outcomes

2018 ◽  
Vol 14 (3) ◽  
pp. 433-447 ◽  
Author(s):  
Santhosh Manimegalai ◽  
Rupashree Baral
Keyword(s):  
Stakeholder Theory ◽  
Work Engagement ◽  
Organizational Trust ◽  
Well Being ◽  
Manufacturing Firms ◽  
Mediating Effect ◽  
Job Outcomes ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this study is to examine the relationship between perceived corporate social responsibility (CSR) and employees’ job outcomes, namely, work engagement and organizational citizenship behavior (OCB) in select Indian manufacturing firms. This study also aims to measure the mediating effect of organizational trust in the above link. Design/methodology/approach Based on the stakeholder theory of CSR, the proposed model was tested using data from 284 employees across eight manufacturing firms in South India extensively involved in CSR activities. Data were analyzed using hierarchical regression techniques. Findings Significant positive association between CSR activities toward only three stakeholders (employees, customers and environment) and the outcome variables (work engagement and OCB) were observed. Organizational trust partially mediated the relationship between CSR activities and job outcomes. Findings reveal that organizational trust is the underlying mechanism by which organization’s involvement in CSR activities positively influences job outcomes. The implications are discussed along the lines of the findings. Originality/value Substantial macro-level research studies are available linking CSR activities with tangible outcomes, such as financial outcomes. Literature suggests the need for more research on CSR at the micro level i.e., how CSR practices affect the attitude, behavior, well-being and work engagement of employees. This study also addressed the important research gap by considering the stakeholder theory of CSR in a non-western context. Moreover, the mechanism through which CSR relates to employees’ job-related outcomes is relatively underexplored. Therefore, the current study captured the role of organizational trust as a mediator.

Examining the mediating role of work engagement on the relationship between workplace mindfulness and organizational justice and its association with well-being

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Praveen Kumar Sharma ◽  
Rajeev Kumra
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeEmployee well-being is increasingly relevant and crucial for organizational success. As work engagement and employee well-being affect employee performance, this area is the focus of increasing attention both from scholars and industry professionals. The main objective of the present research study is to investigate the mediating role of work engagement on the relationship between mindfulness at work, organizational justice and employee well-being.Design/methodology/approachThe study was conducted on information technology (IT) employees in India, and 331 complete responses were collected for the data analysis. The cross-sectional data were collected through purposive sampling. Structural equation modeling (SEM) was applied to evaluate the proposed research hypotheses.FindingsThe findings support the convergent and discriminant validities of mindfulness, organizational justice, work engagement and employee well-being. The results indicate that mindfulness and organizational justice have an indirect relationship with employee well-being. In addition, the study demonstrates that work engagement significantly mediates the relationship between mindfulness and employee well-being as well as between organizational justice and employee well-being.Practical implicationsThe findings will help organizations and human resources (HR) departments to understand the importance of work engagement and employee well-being in the workplace.Originality/valueThe mediating effect of work engagement between the workplace mindfulness–organizational justice relationship on employee well-being is addressed by drawing on conservation of resources (COR) and job demand–resource (JD–R) theories. Prior research has exclusively studied the relationship of employee well-being with either mindfulness or organizational justice. This research provides empirical insights regarding the fact that both mindfulness and organizational justice simultaneously have a relationship with employee well-being.

Role of leader and followers' well-being, engagement and the moderating role of psychological capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Beena Prakash Nair ◽  
T. Prasad ◽  
Shreekumar K. Nair
Keyword(s):  
Work Engagement ◽  
Authentic Leadership ◽  
Psychological Capital ◽  
Well Being ◽  
Psychological Well Being ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

PurposeThe present study had two objectives, first objective was to examine the impact of authentic leadership on followers' well-being and work engagement. The second objective was to examine the moderating role of authentic leadership and followers' outcomes. Despite an immense amount of research on authentic leadership, how and when authentic leadership is more or less effective in promoting the well-being and work engagement of followers is little known. Drawing from the conservation of resource theory, the authors draw upon the interactionist perspective and suggest psychological capital is a dispositional boundary condition that influences the effectiveness of authentic leadership in promoting well-being and work engagement of followers.Design/methodology/approachUsing cross-sectional research design data were collected from 547 team members nested under 118 team leaders from the financial sector in India. The study used structural equation modelling and hierarchical regression analysis to examine the hypothesised relationships.FindingsThe findings from the study revealed that authentic leadership predicts followers' psychological well-being and work engagement. Also as proposed, the study found psychological capital moderates the relationship between authentic leadership and the well-being of followers. However, the study found psychological capital does not moderate the relationship between authentic leadership and followers' work engagement.Research limitations/implicationsThe study has helped expand the nomological network of authentic leadership by examining the authentic leadership model with followers' psychological well-being and work engagement. Further, the findings suggest that psychological capital being a dispositional boundary condition, it plays a contingent role in explaining the role of authentic leadership in promoting the well-being of followers.Practical implicationsThe results offer strong practical implications that can be considered as the basis for actionable strategies by the human resource management system of the organisation to enhance authentic leadership and psychological capital.Originality/valueThe study is unique in its scope and contribution, as it tries to develop an understanding of how and when authentic leadership promotes psychological well-being and work engagement by considering an interactionist approach in the Indian context.

Different Future Time Perspectives Interplay in Predicting Life Satisfaction

GeroPsych ◽  
2018 ◽  
Vol 31 (3) ◽  
pp. 103-113 ◽  
Author(s):  
Minjie Lu ◽  
Angel Y. Li ◽  
Helene H. Fung ◽  
Klaus Rothermund ◽  
Frieder R. Lang
Keyword(s):  
Life Satisfaction ◽  
Time Perspective ◽  
Well Being ◽  
Future Time Perspective ◽  
Hong Kong Chinese ◽  
Future Time ◽  
Time Perspectives ◽  
Time Extension ◽  
Future Self ◽  
The Relationship

Abstract. This study addresses prior mixed findings on the relationship between future time perspective (FTP) and well-being as well as examines the associations between three aspects of FTP and life satisfaction in the health and friendship domains. 159 Germans, 97 US Americans, and 240 Hong Kong Chinese, aged 19–86 years, completed a survey on future self-views (valence) and life satisfaction. They also reported the extent to which they perceived future time as expanded vs. limited (time extension) and meaningful (openness). Findings revealed that individuals with more positive future self-views had higher satisfaction. However, those who perceived their future as more meaningful or perceived more time in their future reported higher satisfaction even when future self-views were less positive.

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