scholarly journals Return to work after maternity leave: the role of support policies on work attitudes of women in management positions

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Arianna Costantini ◽  
Stephan Dickert ◽  
Riccardo Sartori ◽  
Andrea Ceschi
Keyword(s):  
Family Conflict ◽  
Maternity Leave ◽  
Work Attitudes ◽  
Work Family Conflict ◽  
Family Policies ◽  
Content Type ◽  
Women In Management ◽  
Work Related ◽  
Management Positions ◽  
Work Family

Purpose This study aims to expand our knowledge on the processes through which work–family policies relate to work–family conflict as well as work–related attitudes among women in management positions returning to work after maternity leave. Design/methodology/approach A total of 238 women in management positions who recently have returned to work after maternity leave completed a self-reported questionnaire. Findings Results show that the availability of policies was either directly or indirectly positively related to work attitudes among female managers. Also, findings show that work–family conflict partially mediates the relationship between the availability of communication and psychological support and flexible time management policies with work engagement, and policy availability moderates the relationship between work–family conflict and work engagement. Originality/value Managers have a crucial role in conveying the value of work–family policies and in creating a culture supporting the management of work and family. By investigating the processes underlying the role of work–family policies in influencing work attitudes of women in managerial positions, this study sheds light on how the awareness of the available policies might be an important determinant of work-related well-being and organizational commitment.

Returning to work after maternity leave: work-family policies and work related attitudes

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Maternity Leave ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Related ◽  
Female Managers ◽  
Returning To Work ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this study is to examine processes in the relationship between WFP and work-family conflict in addition to work related attitudes of women returning to work after maternity leave who hold management positions. Design/methodology/approach Data is gathered from the responses of 238 female managers working for companies throughout Italy who have recently returned to work after maternity leave, to a self-report questionnaire. Findings The results show that the availability of WFP is directly or indirectly related to work attitudes among female managers. Work-family conflict is shown to partially mediate the relationship between the availability of WFPs and work engagement and the availability of WFPs moderates the relationship between work engagement and work-family conflict. Practical implications Therefore provision of communication and psychological support and flexible time-management policies would provide the organizational structure to produce a healthy work-life balance. Originality/value This paper has an original approach by examining the psychological mechanisms underlying the availability WFP on attitudes of women managers returning to work after maternity leave.

scholarly journals Understanding the causes and consequences of work-family conflict

2016 ◽  
Vol 38 (5) ◽  
pp. 770-788 ◽  
Author(s):  
Toyin Ajibade Adisa ◽  
Ellis L.C. Osabutey ◽  
Gbolahan Gbadamosi
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Structured Interviews ◽  
Work Family Conflict ◽  
Family Policies ◽  
Content Type ◽  
Work Pressure ◽  
Family Balance ◽  
Work Family ◽  
University Lecturers

Purpose – An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria). Design/methodology/approach – The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria. Findings – The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees. Originality/value – This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.

Measuring quantitative and qualitative aspects of the job insecurity climate

2015 ◽  
Vol 20 (3) ◽  
pp. 202-217 ◽  
Author(s):  
Lena Låstad ◽  
Erik Berntson ◽  
Katharina Näswall ◽  
Petra Lindfors ◽  
Magnus Sverke
Keyword(s):  
Work Environment ◽  
Family Conflict ◽  
Job Insecurity ◽  
Cross Sectional Study ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Confirmatory Factor Analyses ◽  
Content Type ◽  
Work Related ◽  
Work Family

Purpose – The purpose of this paper is to develop and validate a measure of job insecurity climate by: first, testing whether job insecurity climate and individual job insecurity are two separate constructs; and second, investigating the relative importance of individual job insecurity and job insecurity climate in predicting work-related and health-related outcomes. Design/methodology/approach – Data were collected by questionnaires in a simple stratified random sample of 1,380 white-collar workers in Sweden. The response rate was 56 percent. Findings – Confirmatory factor analyses showed that job insecurity climate was distinct from individual job insecurity. Four separate ridge regression analyses showed that qualitative job insecurity climate was a significant predictor of demands, work-family conflict, psychological distress, and poor self-rated health and that quantitative job insecurity climate predicted demands and work-family conflict. Research limitations/implications – The study is based on self-reports, which may involve common method bias. The cross-sectional study design limits the possibility to make causal inferences regarding the relationship between job insecurity climate and outcomes. Practical implications – Future studies may consider measuring job insecurity climate in line with a referent-shift model. Work environment surveys in organizations that include measures of individual job insecurity and job insecurity climate can provide practitioners with a fuller picture of the psychosocial work environment. Originality/value – The present study adds to previous research by introducing a new approach to measuring and conceptualizing job insecurity climate.

Development of a work–family conflict scale for spouses or partners of police officers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Karen L. Amendola ◽  
Maria Valdovinos Olson ◽  
Julie Grieco ◽  
Teresina G. Robbins
Keyword(s):  
Police Officers ◽  
Family Conflict ◽  
High Stress ◽  
Three Dimensions ◽  
Work Family Conflict ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Work Family ◽  
The Impact

PurposeThe purpose of this research is to initiate the development of a police-specific measure of work–family conflict (WFC) to assess spouse and/or partner perceptions of the impact of WFC on them, their family and/or their personal lives by tapping existing dimensions of WFC and proposing three dimensions that may be specific to the policing profession. This developmental and exploratory work will serve as the basis for sample data collection with spouses of police.Design/methodology/approachFor over five decades, researchers have examined the construct of WFC, a phenomenon that refers to the impact of work-related issues on the family of the worker. Despite the fact that policing is a high-stress profession, now under considerable scrutiny and increasing public pressure, much less is known about WFC in police families and the perceptions of spouses and/or partners of police officers regarding WFC. The methodology for developing this scale follows that recommended by psychometricians in the construction of reliable and valid scales for use in both descriptive and predictive research.FindingsThe data reported were generated from an initial content validity study relying on 14 subject matter experts with backgrounds in policing, police research and/or psychometrics and approximately 20 spouses/partners (significant others of police officers). The findings provide preliminary evidence for six potential dimensions of WFC totaling 34 items.Originality/valueWhile some researchers have assessed the extent to which certain work-related factors impact police officers' family members, none have tapped additional domain-specific items for police while also surveying spouses and/or partners of officers.

Technostress and the entitled employee: impacts on work and family

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kenneth J. Harris ◽  
Ranida B. Harris ◽  
Matthew Valle ◽  
John Carlson ◽  
Dawn S. Carlson ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Negative Outcomes ◽  
Work Family Conflict ◽  
Personality Variable ◽  
Content Type ◽  
Employee Entitlement ◽  
Work Family ◽  
Moderating Role

PurposeThe purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.Design/methodology/approachUsing a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.FindingsThe results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.Practical implicationsThese findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.Originality/valueDue to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

Domain-specific and nonspecific outcomes of work-family interface

2019 ◽  
Vol 7 (2) ◽  
pp. 127-142
Author(s):  
Abha Bhalla ◽  
Lakhwinder Singh Kang
Keyword(s):  
Family Conflict ◽  
Indirect Effects ◽  
Family Satisfaction ◽  
Work And Family ◽  
Equation Modeling ◽  
Domain Satisfaction ◽  
Work Family Conflict ◽  
Content Type ◽  
Domain Specific ◽  
Work Family

Purpose The purpose of this paper is to examine the pattern of work-family interface outcomes by empirically testing work-family conflict and facilitation bidirectional dimensions simultaneously in relation to domains-specific (job and family) and domain nonspecific (life) satisfactions. In addition, the indirect effects of work-family interface dimensions on life satisfaction (LS), mediated through both domain-specific satisfactions are also examined to understand which domain satisfaction elicits major impact on LS. Design/methodology/approach Structural equation modeling analysis was conducted on questionnaire data obtained from 212 fulltime journalists working in top ten dailies of Punjab, India. Parallel multiple mediated regression was used to estimate specific indirect effects caused by each of the two parallel mediators (job satisfaction (JS) and family satisfaction (FS)). Findings Results illustrate that both dimensions of work-family conflict strongly decreased satisfaction of an originating domain than satisfaction of the receiving domain while both dimensions of work-family facilitation increased satisfaction of both the domains on equal basis. Results further reveal that the effect of work-family conflict and facilitation dimensions on LS is indirect rather than direct. On comparison of specific indirect effects results demonstrate that only originating domain satisfaction act as a mediator to work-family conflict and LS relationship, while both JS and FS act as mediators to work-family facilitation and LS relationship. Practical implications Media organizations can offer interventions like family friendly policies, overtime pay, more autonomy, work rewards and skill variety, so that employees’ workplace resource reservoir can be strongly built up to meet future work and family demands. In this way, positive intrusion from work-to-family takes place, which leads to more JS and FS and in turn increased overall LS. Originality/value The study removes inconsistency regarding pattern of work-family conflict and facilitation outcomes by testing a comprehensive model that integrates originating domain, receiving-domain and domain-nonspecific outcomes.

The impact of different supports on work-family conflict

2018 ◽  
Vol 40 (5) ◽  
pp. 903-920 ◽  
Author(s):  
Laura Maria Ferri ◽  
Matteo Pedrini ◽  
Egidio Riva
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Hierarchical Regression ◽  
Human Resource Managers ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Content Type ◽  
Effective Work ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to explore whether and how the actual use of supports available from the state, organisations and families helps workers reduce perceived work–family conflict (WFC), explored from both works interfering with family (WIF) and family interfering with work (FIW) perspectives. Design/methodology/approach The study is based on a survey of 2,029 employees at six large Italian firms. To test hypotheses, a hierarchical regression analysis was performed. Findings WFC should be explored considering its bi-directionality, as supports have different impacts on WIF and FIW. Workplace instrumental support elicits mixed effects on WFC, whereas workplace emotional support and familiar support reduce both FIW and WIF. Research limitations/implications The study is limited to the Italian national context, and data were collected in a single moment of time, which did not allow for observing changes in employees’ lives. Practical implications Human resource managers, as well as policy makers, will find this study’s results useful in designing effective work–life balance policies and supports, in which attention is devoted mainly to promoting workplace emotional supports and facilitating familiar support. Social implications The study highlights that by reducing pressures from work and family responsibilities that generate WFC conditions, organisational and familiar supports elicit different effects, which should be considered carefully when defining policies and interventions. Originality/value This study is one of the few that compare the role of supports provided by actors in different sectors on FIW and WIF, thereby allowing for an understanding of whether the bi-directionality of the conflicts is a relevant perspective.

Explaining job satisfaction and voluntary assistance among Nigerian police officers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Smart Egwu Otu ◽  
Ivan Sun ◽  
Charles Ikechukwu Akor ◽  
Macpherson Uchenna Nnam ◽  
Yuning Wu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Peer Support ◽  
Police Officers ◽  
Family Conflict ◽  
Helping Behavior ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Worker Support ◽  
Work Family

PurposeThis study aims to assess the direct relationships between internal support and job satisfaction and voluntary assistance and their indirect connections through work–family conflict among Nigerian police officers.Design/methodology/approachSurvey data were collected from police officers in a midsized state police command in Ebonyi state in Nigeria. Structural equation modeling (SEM) was used to assess the connections between supervisor support, peer support, work–family conflict, job satisfaction and voluntary assistance.FindingsPolice officers with stronger supervisor and co-worker support are more inclined to express higher job satisfaction, whereas such support is not linked to officers' willingness to help fellow officers. Work–family conflict mediates the relationship between co-worker support and voluntary assistance. Stronger peer support is accompanied by higher work–family conflict, which then is linked to greater helping behavior.Originality/valueDespite many studies on police job satisfaction, research on correlates of job satisfaction in an African context remains severely under-investigated. This study represents one of the first attempts to assess police proactive helping behavior and job satisfaction in Nigeria.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

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