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.

Help me, I can’t afford it! Antecedents and consequence of risky indebtedness behaviour

2020 ◽  
Vol 54 (9) ◽  
pp. 2223-2244 ◽  
Author(s):  
Farah Diba M.A. Abrantes-Braga ◽  
Tânia Veludo-de-Oliveira
Keyword(s):  
Interest Rates ◽  
Financial Services ◽  
Credit Card ◽  
Structural Equation ◽  
Online Survey ◽  
Well Being ◽  
Self Report ◽  
Mediation Effects ◽  
Content Type ◽  
Credit Access

Purpose This study aims to develop and test a parsimonious theoretical model of risky indebtedness behaviour, a facet of over-indebtedness that refers to the behavioural tendency of often assuming hazardous debt levels. Design/methodology/approach The authors administered an online survey to credit card owners (n = 1,288) in an emerging economy in which consumer credit is characterized by extremely high interest rates (i.e. Brazil). The authors used covariance-based structural equation modelling to analyse the data and test for mediation effects. Findings Individuals who inadvertently consider their credit limits a part of their current income or are typically anxious about money are prone to engage in impulsive buying and, consequently, risky indebtedness behaviour. By engaging in such indebtedness behaviour, individuals weaken their financial preparedness for emergencies, which potentially jeopardizes their overall financial well-being. Research limitations/implications As indebtedness is a highly sensitive issue, the self-report measures used may have produced social desirability bias. Practical implications This study discusses the responsibility of financial institutions to support consumers in building awareness on how to adequately use financial services and to provide credit access to high-risk consumers. Policymakers need to ensure that those in the private sector play fairly. Originality/value This study adds new knowledge about how destructive financial behaviours operate and impact marketing and consumers’ financial well-being. It theorizes about indebtedness by critically examining existing and newly developed concepts in the financial services marketing literature.

Why the availability of telecommuting matters

2017 ◽  
Vol 22 (2) ◽  
pp. 200-219 ◽  
Author(s):  
Aline D. Masuda ◽  
Claudia Holtschlag ◽  
Jessica M. Nicklin
Keyword(s):  
Employee Engagement ◽  
Self Report ◽  
Conservation Of Resources ◽  
Multiple Mediation ◽  
Goal Progress ◽  
Content Type ◽  
Explanatory Variables ◽  
Three Phase ◽  
Report Data ◽  
Self Report Data

Purpose In line with conservation of resources theory and signaling theory, the purpose of this paper is to conceptualize and test a multiple mediation model in which telecommuting affects engagement via perceived supervisor goal support and goal progress. Design/methodology/approach A three-phase longitudinal study carried out over ten months was used to test the hypotheses. Findings Individuals who worked in organizations that offer telecommuting were more engaged than those who worked in organizations that did not offer telecommuting. Furthermore, telecommuting availability was not only directly but also indirectly related to engagement via perceived supervisor goal support and goal progress. Engagement in general decreased over time. However, individuals who attained their personal work goals were able to maintain high levels of engagement. Research limitations/implications Giving employees the option to telecommute could increase employee engagement. This study is correlational in nature and relied on self-report data. Originality/value This is the first study examining the effects of telecommuting on engagement over a period of ten months. It is also the first study to use perceived supervisor goal support and goal progress as explanatory variables to the teleworking and engagement relationship.

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.

scholarly journals Work-to-family profiles, family structure and burnout in mothers

2016 ◽  
Vol 31 (7) ◽  
pp. 1167-1181 ◽  
Author(s):  
Laura D. Robinson ◽  
Christopher A. Magee ◽  
Peter Caputi
Keyword(s):  
Online Survey ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Well Being ◽  
Self Report ◽  
Future Research ◽  
Content Type ◽  
Family Types ◽  
Demographic Covariates ◽  
Health And Well Being

Purpose The purpose of this paper is to identify work-to-family profiles in working mothers, test whether profiles differ between sole and partnered mothers, and examine whether the work-to-family profiles are associated with burnout. Design/methodology/approach Data on work-to-family conflict (WFC), work-to-family enrichment (WFE), burnout, and relevant socio-demographic covariates were collected via a self-report online survey. Latent profile analysis on WFC and WFE items was used to identify profiles in 179-sole and 857-partnered mothers in paid employment. Regression analyses were performed to examine whether profiles were associated with burnout. Findings Five distinct work-to-family profiles were identified: Harmful, Negative Active, Active, Beneficial, and Fulfilled. Profile membership differed significantly between sole and partnered mothers, with sole mothers more likely to be in the harmful profile. The five profiles had differing implications for burnout. Practical implications WFC and WFE can co-occur, and have differing implications for health and well-being. It is important to consider both WFC and WFE when addressing employee burnout. Furthermore, sole mothers may need greater assistance in reducing WFC and increasing WFE in order to minimize burnout. Originality/value This study contributes to existing research by demonstrating differences in work-to-family profiles between sole and partnered mothers, and highlights the need for future research on diverse family types.

Core self-evaluations, social support and life-domain conflicts

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sylvie St-Onge ◽  
Victor Y. Haines III ◽  
Felix Ballesteros-Leiva ◽  
Gwénaëlle Poilpot-Rocaboy
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Online Survey ◽  
Work Life ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Indirect Association ◽  
Work Family ◽  
Core Self

PurposeBased on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second, it tests the mediating impact of Social support from work and home domains in the associations between CSEs and both directions of work-family conflict. This study finally examines the moderating influence of CSEs in the associations between work and home domain social support and both directions of work-family conflict.Design/methodology/approachHuman resources professionals (629), and engineers (169) employed in Canada completed an online survey. Both directions of work-family conflict were measured as well as CSEs, and work and home domain social support.FindingsResults indicate that higher CSEs are associated with lower W → F and F → W conflicts. They also suggest an indirect association between CSEs and W → F conflict through supervisor support. The indirect association between CSEs and F → W conflict through home domain social support was also supported. Besides, it appears that CSEs moderate the association between home support and F → W conflict.Research limitations/implicationsOur findings underscore the relevance of considering both dispositional and environmental factors together in work-life research. Results question within- vs. cross-domain conceptualizations of work-life spillover. They also indicate how both differential choice and effectiveness operate in conjunction with managing work-life domains.Originality/valueThe research presents a comprehensive model linking work-family conflict, social support and CSEs. It draws from an integrative personality framework (Judge et al., 1998) and COR theory (Hobfoll, 1989) to explore the underlying processes of CSEs, often inferred but not specified or incorporated into work-life research.

Integrating leader affect, leader work-family spillover, and leadership

2014 ◽  
Vol 35 (5) ◽  
pp. 410-428 ◽  
Author(s):  
Jesse S. Michel ◽  
Shaun Pichler ◽  
Kerry Newness
Keyword(s):  
Strong Predictor ◽  
Work And Family ◽  
Self Report ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Empirical Examination ◽  
Content Type ◽  
Work Family ◽  
Meaningful Relationships

Purpose – Despite the abundance of dispositional affect, work-family, and leadership research, little has been done to integrate these literatures. Based primarily on conservation of resources theory, which suggests individuals seek to acquire and maintain resources to reduce stress, the purpose of this paper is to provide an empirical examination of the relationships between leader dispositional affect, leader work-family spillover, and leadership. Design/methodology/approach – Survey data were collected from a diverse sample of managers from a broad set of occupational groups (e.g. financial, government, library). Regression and Monte Carlo procedures were used to estimate model direct and indirect effects. Findings – The results indicate that dispositional affect is a strong predictor of both work-family spillover and leadership. Further, the relationship between negative/positive affect and leadership was partially mediated by work-family conflict/enrichment. Research limitations/implications – Data were cross-sectional self-report, which does not allow for causal interpretations and may increase the risk of common method bias. Practical implications – This study helps address why leaders experience both stress and benefits from multiple work and family demands, as well as why leaders engage in particular forms of leadership, such as passive and active leadership behaviors. Originality/value – This study provides the first empirical examination of leader's dispositional affect, work-family spillover, and leadership, and suggests that manager's dispositional affect and work-family spillover have meaningful relationships with leader behavior across situations.

Stress mindset and the work–family interface

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michelle M. Hammond ◽  
Caroline Murphy ◽  
Caitlin A. Demsky
Keyword(s):  
Job Satisfaction ◽  
Online Survey ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Work And Family ◽  
Conservation Of Resources ◽  
Cross Sectional ◽  
Content Type ◽  
Work Family ◽  
The Relationship

PurposeThe current study aims to examine stress mindset as a moderator of the relationship between the work–family interface – work–family conflict (WFC) and enrichment (WFE) – and two work outcomes: job satisfaction and turnover intentions.Design/methodology/approachTo examine these relationships, a cross-sectional online survey was conducted in Ireland (N = 314). Bootstrapping in SPSS was used to test the proposed hypotheses.FindingsIn addition to direct relationships between WFC/WFE and job satisfaction and turnover intentions, analyses showed that stress mindset is a moderator of the relationships between WFC and job satisfaction and turnover intentions, as well as of the relationship between WFE and job satisfaction, but not WFE and turnover intentions.Research limitations/implicationsProviding general support of the propositions of the conservation of resources theory, stress mindset was found to act as a personal resource affecting the relationships between WFC/WFE and most outcomes. The study findings indicate a need to further examine stress mindset in relation to employees' work and family interface.Practical implicationsIn line with other research, this study recommends organizational efforts to reduce WFC and increase WFE. Further, as stress mindsets can be altered, practitioners may consider implementing stress mindset training to encourage employees' view of stress as enhancing rather than debilitating to reduce the negative impact of stress on employees in the workplace.Social implicationsBeliefs about the enhancing aspects of stress may allow employees to more effectively navigate transitions between work and family domains and maximize beneficial aspects of participating in both work and family roles.Originality/valueThis is the first paper to investigate the role of stress mindset as a moderator of the associations between the work–family interface and employee work-related outcomes. The findings are relevant to work–family researchers, managers and human resource professionals.

Impact of a nature-based intervention on incarcerated women

2018 ◽  
Vol 14 (4) ◽  
pp. 232-243 ◽  
Author(s):  
Barb Toews ◽  
Amy Wagenfeld ◽  
Julie Stevens
Keyword(s):  
Mental Health ◽  
Positive Impact ◽  
Reliability And Validity ◽  
Well Being ◽  
Incarcerated Women ◽  
Self Report ◽  
Content Type ◽  
Self Report Data ◽  
Prison Community ◽  
The Impact

Purpose The purpose of this paper is to understand the impact of a short-term nature-based intervention on the social-emotional well-being of women incarcerated on a mental health unit in a state prison. Design/methodology/approach This research used a mixed method approach with individual interviews, a focus group and a visual analog scale (VAS). Findings Qualitative results found that women appreciated the planting party and the way the plants improved the physical environment. Women were also emotionally and relationally impacted by their participation and practiced skills related to planting and working with people. Quantitative results indicate that women were happier, calmer, and more peaceful after the intervention than before. Research limitations/implications Study limitations include sample size, self-report data and use of a scale not yet tested for reliability and validity. Practical implications Findings suggest that nature-based interventions can serve as an adjunct to traditional mental health therapies in correctional settings. Nature-based interventions can support women’s goals to improve their mental health. Social implications Findings suggest that nature-based interventions can serve to improve relationships among incarcerated women, which may make a positive impact on the prison community. Such interventions may also assist them in developing relational and technical skills that are useful upon release. Originality/value To date, there is limited knowledge about the impact of nature-based interventions on incarcerated individuals coping with mental health concerns.

Family incivility, burnout and job satisfaction: examining the mediation effect

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maria Tresita Paul V ◽  
Nimitha Aboobaker ◽  
Uma Devi N
Keyword(s):  
Job Satisfaction ◽  
Tertiary Care ◽  
Spillover Effects ◽  
Self Report ◽  
Mediation Effect ◽  
Conservation Of Resources ◽  
Family Interactions ◽  
Cross Sectional ◽  
Content Type ◽  
Work Family

PurposeDrawing from the work-home resources model and the conservation of resources theory, this study examines the potential of family incivility in instigating burnout and reduced job satisfaction.Design/methodology/approachThis study employed structured questionnaires to collect data from a sample of 290 doctors working in tertiary care hospitals across India. Measurement modeling was done using IBM AMOS 23.0 and PROCESS macro was employed for hypothesis testing.FindingsThe study revealed that family incivility has a positive spillover effect on burnout, subsequently leading to lowered levels of job satisfaction. Furthermore, burnout mediated the aforementioned relationship.Research limitations/implicationsThis study is cross-sectional, and a longitudinal study will help test more rigorously; the causal relationships between the focal variables are recommended. Self-report data pose limitations concerning common method bias. Data collected from different occupations and cultures would help with further generalizability of the results.Practical implicationsThis study establishes that incivility within the family can negatively affect various vital work outcomes. Accordingly, it is recommended for organizations to support employees to achieve improved work-family integration. Further research should explore various coping strategies that will help with mitigating these spillover effects.Social implicationsThis study offers a new perspective on the negative effect of family interactions on work-domain outcomes.Originality/valueThe paper extends the scholarly literature on stress and work-family interface by demonstrating that family incivility has spillover effects. This is the pioneering study that examines family incivility as a home demand causing long-term severe damages at work.

Job insecurity and work–family conflict

2020 ◽  
Vol 31 (5) ◽  
pp. 729-751 ◽  
Author(s):  
Shazia Nauman ◽  
Connie Zheng ◽  
Saima Naseer
Keyword(s):  
Family Conflict ◽  
Job Insecurity ◽  
Well Being ◽  
Work Behavior ◽  
Time Interval ◽  
Conservation Of Resources ◽  
Perceived Fairness ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose Drawing on conservation of resources theory, this study aims to investigate the processes underlying the linkages between job insecurity (JI) and work–family conflict (WFC) from a stress perspective, focusing on the mediating role of subordinates' work withdrawal (WW) and emotional exhaustion (EE). Specifically, the authors tested two distinct mediating mechanisms, namely, WW and EE that have received less attention in testing the JI and WFC linkage. The authors also tested the variable of perceived organizational justice (POJ) to moderate these relationships. Design/methodology/approach Survey data collected at Time 1 and Time 2 included 206 professionals from different occupational sectors. The authors study independent variable (i.e. JI), moderator (POJ) and mediator (WW) were measured at Time-1, whereas the other mediator (EE) and outcome (WFC) were tapped by the same respondent at Time-2 with a time interval of one month between them. Findings The findings suggest that subordinates’ EE and WW mediate the relationship between JI and WFC. Further, the authors found that EE is a relatively more effective mechanism than WW in explaining how and why JI translates into WFC. The results of the moderated mediation analysis revealed that the indirect effect of JI on WFC is strengthened when POJ is low. Practical implications JI has adverse consequences on the employees’ well-being and a cost to the organization in terms of WW. HR and top management should anticipate the negative influence of WW and EE and should focus on nurturing positive work–family climates to help reduce WFCs. Managers should give employees opportunities for participation and foster a climate of fairness in the organization to mitigate the harmful consequences of JI. Originality/value This study contributes to the employees’ burnout, counter work behavior and the WFC literature. By introducing EE and WW as underlying mechanisms and identifying POJ as a work contextual variable to explain the JI – WFC relationship, the authors extend the nomological network of JI. The authors respond to the calls by prior researchers as little research has examined how perceived fairness (unfairness) can induce WFC.

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