Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raminderpreet Kaur ◽  
Gurpreet Randhawa
Keyword(s):  
Employee Engagement ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Perceived Supervisor Support

PurposeThe purpose of this paper is to investigate the role of employee engagement and work–life balance in perceived supervisor support and turnover intentions relationship.Design/methodology/approachThe perception of teachers on the constructs considered has been assessed by a survey using a structured questionnaire. Data were collected from the teachers of private schools of Punjab, India, and 375 were valid number of responses. Parallel multiple mediated regression was used to estimate the direct and indirect effects of perceived supervisor support on turnover intentions mediated through employee engagement and work–life balance.FindingsThe results reveal that the effect of perceived supervisor support on turnover intentions is indirect rather than direct. On the comparison of specific indirect effects, the results demonstrate that employee engagement and two dimensions of work–life balance (work interference with personal life and work–personal life enhancement) act as mediators in the perceived supervisor support and turnover intentions relationship.Practical implicationsSchool principals need to draft teacher-friendly policies for enhancing work–life balance and employee engagement so that teachers can feel satisfied with their work and can handle work and family demands. In this way, positive perceptions associated with high engagement and work–family balance can take place, which in turn can curtail the turnover intentions of teachers.Originality/valueThe use of employee engagement and work-life balance in the relationship of perceived supervisor support and turnover intentions is unprecedented. The study also considered three different dimensions of work–life balance and tested the model in an integrative manner. Since the study is based on an Indian sample, it also adds to growing literature on turnover intentions in nonwestern countries. The results are of great value to school managements, HR managers and policymakers who are seeking to develop practices that reduce employee turnover at workplaces.

Finding effective ways to address work-family conflict

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Life Satisfaction ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Work Life Balance ◽  
Psychological Resources ◽  
Work Family Conflict ◽  
Life Balance ◽  
Content Type ◽  
Work Family

Purpose An unhealthy work-life balance is a major cause of turnover intentions among the workforce. Firms can effectively address the issue by ensuring that supervisor support is available to replenish physical and psychological resources and help increase levels of job and life satisfaction for employees. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings An unhealthy work-life balance is a major cause of turnover intentions among the workforce. Firms can effectively address the issue by ensuring that supervisor support is available to replenish physical and psychological resources and help increase levels of job and life satisfaction for employees. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals Challenges for work–life balance during COVID-19 induced nationwide lockdown: exploring gender difference in emotional exhaustion in the Indian setting

2020 ◽  
Vol 35 (7/8) ◽  
pp. 705-718
Author(s):  
Bhumika Bhumika
Keyword(s):  
Emotional Exhaustion ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Work From Home ◽  
Indian Setting ◽  
The Relationship ◽  
Work Interference

Purpose This paper aims to attempt to explore the nature of relationship between work–life balance and emotional exhaustion experienced by the employed individuals while working from home during the pandemic COVID-19 induced nationwide lockdown in the Indian setting. Design/methodology/approach Data were collected from 180 working professionals in North India who were working from home during the lockdown. PROCESS macro developed for SPSS was used to test the hypotheses. Findings Findings depicted that in comparison to men, women felt more emotional exhaustion due to personal life interference in work during work from home period. Surprisingly, the relationship between work interference with personal life, and emotional exhaustion did not differ by gender. It was found that the participative leadership could contribute to reduction of work interference with personal life, and through such an influence, emotional exhaustion experienced by an employee could be reduced to some extent. Originality/value Many previous studies have explored the nature of the relationship between work–life balance and emotional exhaustion, but rarely any study could cover any Pandemic affected working scenario. This study attempted to investigate such a relationship when employees were obligated to mandatorily work from home during the countrywide lockdown.

The impact of servant leadership and perceived organisational and supervisor support on job burnout and work–life balance in the era of teleworking and COVID-19

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vicky Dimitra Ioanna Lamprinou ◽  
Konstantinos Tasoulis ◽  
Foteini Kravariti
Keyword(s):  
Servant Leadership ◽  
Supervisor Support ◽  
Work Life ◽  
Job Burnout ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Organisational Support ◽  
The Impact ◽  
The Relationship

PurposeDrawing on organisational support theory, this paper aims to investigate the relationships between servant leadership and (1) job burnout and (2) work–life balance, as mediated by perceived organisational support (POS) and perceived supervisor support (PSS), for both teleworkers and non-teleworkers. It is postulated that, under the influence of a servant leader, as well as a supportive workplace and supervisor, teleworkers and non-teleworkers will demonstrate reduced symptoms of job burnout and maintain a better balance between their professional and personal lives.Design/methodology/approachAn online survey was developed based on well-established scales. Primary data were collected from individuals working in 22 industrial sectors operating in Greece. In total, 211 individuals participated in this study, of whom 64 were teleworkers and 147 were non-teleworkers. Statistical analyses include Pearson's correlations, exploratory factor analyses and mediation analyses using SPSS Process Version 3.FindingsThe findings established that POS is the full mediator in the relationship between servant leadership and (1) job burnout and (2) work–life balance for both teleworkers and non-teleworkers, whereas PSS was not found to act as a mediator in the aforementioned associations.Originality/valueThis article offers robust evidence for servant leadership and organisational support scholarship by establishing that POS mediates the relationship between servant leadership and (1) job burnout and (2) work–life balance amidst COVID-19 for both teleworkers and non-teleworkers. This evidence contributes to understanding how and why servant leadership influences employee well-being not only in traditional working environments but also in the context of teleworking.

Supervisor support and work-life balance

2018 ◽  
Vol 47 (3) ◽  
pp. 727-744 ◽  
Author(s):  
A.K.M. Talukder ◽  
Margaret Vickers ◽  
Aila Khan
Keyword(s):  
Structural Equation ◽  
Supervisor Support ◽  
Job Attitudes ◽  
Financial Sector ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
And Performance ◽  
The Impact

Purpose The purpose of this paper is to investigate the relations between supervisor support (SS), work-life balance (WLB), job attitudes and performance of employees in the Australian financial sector. More specifically, the study explore the impact of SS, WLB and job attitudes on employees’ job performance (JP). Design/methodology/approach Using an online panel, the data comprised 305 employees working in financial organisations to test a model with structural equation modelling. A list of survey items was tested that replicated extensively in work-life research in the past. Findings The research contributed to the existing literature by identifying a significant mechanism through which SS was linked to WLB that influenced job satisfaction, life satisfaction and organisational commitment and JP given the paucity of such research in the Australian financial sector. Originality/value The study would guide employers, employees and managers involved in the financial sector to implement policies which aim to augment JP and promote balance between work, home and life.

scholarly journals Work-life balance and its relationship with organizational pride and job satisfaction

2016 ◽  
Vol 31 (2) ◽  
pp. 586-602 ◽  
Author(s):  
Marta Mas-Machuca ◽  
Jasmina Berbegal-Mirabent ◽  
Ines Alegre
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Supervisor Support ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Job Autonomy ◽  
Life Balance ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to explore the relationship between work-life balance, organizational pride and job satisfaction. When evaluating employee work-life balance the present paper takes into consideration two relevant antecedents: supervisor support and job autonomy; and explores their link with organizational pride and job satisfaction. Design/methodology/approach – To verify the hypothesis, a questionnaire survey was used to collect data in a Spanish pharmaceutical organization; 374 responses were obtained. Structural equation modeling was used for the data analysis. Findings – Data confirms the relationship between the analyzed constructs. The results support the hypothesized relationships of supervisor work-life balance support and autonomy with employee work-life balance. In addition, employee work-life balance is positively related with organizational pride and job satisfaction. Practical implications – This study provides a useful measurement model that employers and employees can use to evaluate and improve work-life balance through job autonomy and supervisor support. Companies should pay attention to employee work-life balance to enhance organizational pride and job satisfaction. The research tries to help companies to more effectively use their human capital resources. Originality/value – The paper addresses gaps in the current literature in work-life, organizational pride and job satisfaction. The results may serve as the criteria for managers to better enhance employee job satisfaction in organizations.

Work-life balance psychological contract perceptions for older workers

2018 ◽  
Vol 47 (6) ◽  
pp. 1194-1210 ◽  
Author(s):  
Johannes Marcelus Kraak ◽  
Marcello Russo ◽  
Alfredo Jiménez
Keyword(s):  
Psychological Contract ◽  
Older Workers ◽  
Turnover Intentions ◽  
Polynomial Regression ◽  
Age Groups ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Intentions To Participate

PurposeThe purpose of this paper is to examine the role of work–life balance (WLB) inducements of the psychological contract on three work-related outcomes for a sample of Dutch older workers: psychological contract breach, turnover intentions and intentions to participate in development activities.Design/methodology/approachThis paper employs polynomial regression and response surface methodology.FindingsResults show that the volume at which fulfillment occurs is important in predicting feelings of psychological contract violation and intentions to engage in development activities but that this relationship is not straightforward for turnover intentions. Furthermore, under- and over-fulfillment have different relationships with intentions to participate in development activities than previous literature suggests. Additionally, gender moderates a number of the relationships in this study.Originality/valueThis study provides detailed insights regarding the dynamics between promised and delivered WLB inducements and outcomes for a sample of older workers instead of presenting generalized differences between several age groups.

Executive chefs’ calling: effect on engagement, work-life balance and life satisfaction

2018 ◽  
Vol 30 (5) ◽  
pp. 2287-2307 ◽  
Author(s):  
Lisa Cain ◽  
James Busser ◽  
Hee Jung (Annette) Kang
Keyword(s):  
Life Satisfaction ◽  
Employee Engagement ◽  
Structural Equation ◽  
Management Practices ◽  
Role Theory ◽  
Work Life ◽  
Work Life Balance ◽  
Annual Conference ◽  
Life Balance ◽  
Content Type

PurposeThis paper aims to understand the relationships among calling, employee engagement, work-life balance and life satisfaction for executive chefs based on role theory and spillover theory.Design/methodology/approachSurveys were completed by members of the American Culinary Federation in North America, the Nevada Restaurant Association and attendees at the ChefConnect Annual Conference. The data were analysed with confirmatory factor analysis and structural equation modelling.FindingsAll relationships in the model were significantly positive except for calling to life satisfaction. Importantly work-life balance was a significant mediator between calling and life satisfaction as well as for employee engagement and life satisfaction.Research limitations/implicationsThe research provides a more comprehensive framework for hospitality scholars to understand the outcomes of work as a calling through meaningfulness. The sample of executive chef limits generalizability.Practical implicationsThe identification of a calling through in-depth interviews is recommended. Once recognized, managers should further foster chef’s passion through employee engagement facilitated by workplace autonomy and continuing education and work-life balance supported with human resource management practices including time off for critical life events. This will allow calling to flourish, increase life satisfaction and reduce the likelihood of turnover and burnout.Originality/valueOutcomes reveal the complexity of the relationship between calling and life satisfaction. Contrary to previous findings, the presence of positive work-life balance was critical to attain life satisfaction, even when work was viewed as a calling.

The dark side of social media connectivity

2019 ◽  
Vol 40 (5) ◽  
pp. 603-623 ◽  
Author(s):  
Guiyao Tang ◽  
Shuang Ren ◽  
Doren Chadee ◽  
Shuo Yuan
Keyword(s):  
Social Media ◽  
Supply Chain ◽  
Emotional Exhaustion ◽  
Turnover Intentions ◽  
Work Life ◽  
Work Life Balance ◽  
Dark Side ◽  
Pharmaceutical Manufacturer ◽  
Life Balance ◽  
Content Type

Purpose The increasing use of social media after work hours for work purposes, termed social media connectivity (SMC), is an emerging phenomenon in supply chain management. Although SMC can have debilitating effects on supply chain professionals and their organizations, research on its effects on work-related attitudes, especially turnover intentions, remains largely unexplored. The purpose of this paper is to investigate the influence of SMC on voluntary turnover of supply chain professionals and the resulting implications for them and their organizations. Design/methodology/approach The study draws from the conservation of resources theory and the concept of information overload to explain how SMC leads to emotional exhaustion and impacts turnover intentions of supply chain professionals, contingent on work–life balance. The model is tested using survey data (n=325) collected at multiple times from a large Chinese pharmaceutical manufacturer and distributor with spatially dispersed workforce and distribution facilities. Findings The results confirm that emotional exhaustion mediates the association between SMC and turnover intentions and that SMC exacerbates the intentions of supply chain professionals to quit their jobs. However, work–life balance is found to dampen the exhausting effects of SMC on emotional exhaustion thereby reducing its debilitating effects on turnover intentions of supply chain professionals. Originality/value The focus on SMC highlights the need for greater understanding of the dark side of social media on supply chain professionals and their organizations and how SMC can be better managed in an age of social media ubiquity.

There is a time and a place for work: comparative evaluation of flexible work arrangements in Canada

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maryam Dilmaghani
Keyword(s):  
Turnover Intentions ◽  
Work Life ◽  
Work Life Balance ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Content Type ◽  
Work Arrangements ◽  
Job Motivation ◽  
Nationally Representative

PurposeUsing the Canadian General Social Survey of 2016, a large nationally representative dataset, the present paper compares different types of flexible work arrangements in their associations with employee wellbeing and organizational outcomes.Design/methodology/approachThe dataset contains 7,446 observations. Informed by the past scholarship, eight outcomes of job satisfaction, work-life balance satisfaction, organizational belonging, job motivation, perceived advancement prospects, perceived job security, workplace social capital, and turnover intentions are investigated.FindingsFirst, employees with both flextime and flexplace, and only flextime, have a significantly higher job and work-life balance satisfaction. Second, the possibility of working from home without any discretion over timing does not elicit positive wellbeing outcomes. Third, the results show that the combination of flexplace and flextime is synergistic. Fourth, rather unexpectedly, the positive associations of the FWAs with work-life balance satisfaction are stronger among men and women without dependent children. Finally, there are significant positive associations for the combination of flexplace and flextime, and flextime alone, with other outcomes, such as organizational belonging and job motivation, especially among men.Practical implicationsGiven the nonrandom assignment of the workers into the FWAs, the results only reflect ceteris paribus correlations.Originality/valueThis is the first Canadian study of flexible work arrangements, using a large nationally representative dataset.

Assessing the influence of work-life balance dimensions among nurses in the healthcare sector

2017 ◽  
Vol 36 (3) ◽  
pp. 427-437 ◽  
Author(s):  
Shobitha Poulose ◽  
N. Sudarsan
Keyword(s):  
Work Satisfaction ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Healthcare Sector ◽  
Related Factors ◽  
Life Balance ◽  
Content Type ◽  
Work Overload ◽  
Work Support

Purpose The purpose of this paper is to investigate the influence of work-related factors, namely work overload and work support on work-life balance (WLB) dimensions and its significant impact on work satisfaction particularly among South Indian nurses in the healthcare sector. Design/methodology/approach The study was carried out in the healthcare sector comprising of 182 nurses employed in various hospitals located in southern parts of India through a structured questionnaire. The study adopted Barron and Kenny’s mediated regression analysis. Findings Work satisfaction showed a significant negative relationship with work overload and a positive relationship with work support. WLB dimensions, namely work to personal life strains, personal life to work strains, work to personal life gains (WPLG) and personal life to work gains mediated the relationships between work support and work satisfaction. However, WPLG mediated the relationships between work overload and work satisfaction. Practical implications The present investigation directed toward the importance of work-personal life balance experienced by the nurses in the healthcare sector imperatively influence both work and personal life domains and the study suggests that support from the organization, superiors and peers can go a long way in helping the incumbents to attain improved organizational outcomes. Originality/value This study focuses on investigating the mediating role of WLB dimensions in the relationship between organizational-related factors and work satisfaction among nurses in the healthcare sector in South India.

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