Perceived job quality, work-life interference and intention to stay

2019 ◽  
Vol 40 (1) ◽  
pp. 17-35 ◽  
Author(s):  
Zhiming Cheng ◽  
Ingrid Nielsen ◽  
Henry Cutler
Keyword(s):  
Aged Care ◽  
Work Life ◽  
Job Quality ◽  
Design Quality ◽  
Intention To Stay ◽  
Content Type ◽  
Nationally Representative ◽  
Family Variables ◽  
Matched Data ◽  
The Relationship

PurposeThe purpose of this paper is to examine the relationship between aged care employees’ perceived job quality and intention to stay in current aged care facilities, mediated by work-life interference.Design/methodology/approachThis paper uses the nationally representative employee–employer matched data from the 2012 National Aged Care Workforce Census and Survey in Australia. It applies the theoretical lens of the Job Characteristics Model and a mediation analytical model that controls for a rich set of employee, employer and regional characteristics.FindingsThis paper finds that higher perceived job quality positively correlates with greater intention to stay and that work-life interference mediates the relationship between perceived job quality and intention to stay.Research limitations/implicationsThis paper cannot make inference about causal relationship. Future studies on the aged care workforce should collect longitudinal data so that time-invariant unobservables can be eliminated in econometric modelling.Practical implicationsEfforts by the aged care sector to design quality jobs are likely to have significant positive correlation with the intention to stay, not only because employees are less likely to leave higher quality jobsper se, but also because higher quality jobs interfere less in the family lives of aged care workers, which itself is associated with greater intention to stay.Originality/valueThe results add to a small literature that has investigated how work-family variables can mediate between interventions that organisations put in place to improve work-life balance, and employee outcomes.

The mediating role of employee commitment in the relationship between quality of work life and the intention to stay

2020 ◽  
Vol 42 (6) ◽  
pp. 1231-1248
Author(s):  
Arawati Agus ◽  
Rajni Selvaraj
Keyword(s):  
Employee Commitment ◽  
Work Life ◽  
Quality Of Work Life ◽  
Equation Modeling ◽  
Intention To Stay ◽  
Private Hospitals ◽  
Content Type ◽  
Quality Of Work ◽  
The Relationship

PurposeThe aim of this study is to investigate the relationship between quality of work life (QWL), employee commitment and the intention to stay of nurses in private hospitals in Malaysia.Design/methodology/approachA cross-sectional survey design was used in this study. Primary data were collected through self-administered questionnaires with nurses as the respondents from four private hospitals in the states of Selangor and Kuala Lumpur, Malaysia. Out of 300 questionnaires distributed, 202 valid responses were received. Statistical analyses employed were descriptive statistics, Pearson's correlation, confirmatory factor analysis and structural equation modeling (SEM).FindingsThe strongest QWL construct that contributed significantly to the intention to stay among respondents is work context, followed by work world, work design and work life/home life. The findings further indicate that employee commitment partially mediates the relationship between QWL and the intention to stay. In conclusion, if employees are contented with their QWL, the stronger will the employee commitment be in the organization and ultimately their intention to stay.Originality/valueThis study provides robust evidence for private hospital administrators to enhance their employees' QWL, especially if they are opting to ensure that the turnover of the staff is contained.

scholarly journals Do work-life balance practices mediate in the relationship between female participation and financial performance?

2018 ◽  
Vol 27 (3) ◽  
pp. 249-265 ◽  
Author(s):  
María Dolores Odriozola ◽  
Elisa Baraibar-Diez
Keyword(s):  
Financial Performance ◽  
Stock Exchange ◽  
Work Life ◽  
Work Life Balance ◽  
Family Responsibilities ◽  
Life Balance ◽  
Female Participation ◽  
Content Type ◽  
Participation Of Women ◽  
The Relationship

PurposeThe purpose of this paper is to analyse the relationship between the participation of women in companies with financial performance. However, this relationship does not arise directly. The authors argue that the participation of women in the company’s staff has a positive effect on the creation of work-life balance (WLB) practices, due to women have traditionally assumed family responsibilities, and subsequently these practices positively affect financial performance. WLB practices are a tool to balance employees’ professional and personal goals.Design/methodology/approachThis study aims to determine whether WLB practices mediate in the relationship between female participation in the workforce and financial performance on large companies listed in the Spanish Stock Exchange Index during the period from 2008 to 2013.FindingsThe main finding is that female participation in the workforce positively affects to the availability of WLB practices, but WLB practices are not a mediator to increase financial performance.Originality/valueThe study is a new contribution for academics and practitioners, since the WLB has a role of moderating variable; and the positive joint effect of female participation and WLB practices is tested over the company’s outcomes, instead of over the individual employee behaviour like in previous literature. In addition, this effect is studied in a country with economic recession where corporate WLB practices have increased in the last decade.

The mediating role of organizational embeddedness on the relationship between quality of work life and turnover

2017 ◽  
Vol 38 (5) ◽  
pp. 696-711 ◽  
Author(s):  
Decha Dechawatanapaisal
Keyword(s):  
Life Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Mediating Role ◽  
Career Opportunities ◽  
Organizational Embeddedness ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of organizational embeddedness in the relationship between quality of work life (QWL) and turnover under a foundation of conservation of resources theory. Design/methodology/approach Data were collected from 422 healthcare professionals through a questionnaire survey, and analyzed by means of a confirmatory factor analysis and structural equation modeling. Findings The results indicate that organizational embeddedness has a negative impact on employees’ intention to leave, and on actual turnover. For QWL perception, career opportunities, work life balance, and job characteristics are positive and significant predictors of organizational embeddedness. In addition, organizational embeddedness plays an intermediary role that mediates the relationship between the three components of QWL mentioned earlier and turnover intention, and also between the factor of career opportunities and actual turnover. Research limitations/implications The current research took place within two healthcare organizations. Replicating the study in a variety of business sectors or professions with a larger sample of subjects would be useful for the generalizability of the findings. Practical implications Organizations may improve their retention of employees by offering intrinsic resources that can be obtained from the social contexts of the individual through human resource management system, e.g., growth opportunities, a healthy and caring work life quality. Such motivational resources then develop a sense of obligation toward their places of employment, which influences their intention to stay or leave. Originality/value This study examines the mediating role of organizational embeddedness between employees’ perception of their work life quality and their desire and behavior to withdraw, which is an area of inquiry that has not been fully investigated in the literature.

Online job quality quizzes: are they of value?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Age Groups ◽  
Job Quality ◽  
Policy Makers ◽  
Content Type ◽  
The Public ◽  
Advantages And Disadvantages ◽  
Social Media Platforms ◽  
Random Probability ◽  
Nationally Representative ◽  
The Uk

Purpose The purpose of this study is to compare two methods of data collection on job quality – an online quiz and a random probability survey. Design/methodology/approach Data are from a nationally representative sample of workers in Britain aged 20–65 years. Participants in the survey are randomly selected whereas those completing the quiz are recruited using uncontrolled convenience sampling promoted through trade union websites, newsletters and advertising on social media platforms. The survey and quiz contain the same questions and data from both methods are collected within 14 months of each other. Findings The results show that the sample recruited for participation in the online quiz is skewed towards those working in the public sector, people in higher education and towards younger age groups and women whereas the random probability survey is more representative of the adult working population in the UK. Significant differences in the results obtained by the two collection methods are found which suggests that social desirability bias is having an effect on participant responses. Practical implications Therefore policy makers should consider the advantages and disadvantages when selecting methods to collect data for tracking changes in job quality. Originality/value This paper has an original approach by examining the procedures in different methods of gathering data on job quality and the effects of this on the data collected.

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.

Does incivility impact the quality of work-life and ethical climate of nurses?

2020 ◽  
Vol 13 (3) ◽  
pp. 301-319 ◽  
Author(s):  
Yariv Itzkovich ◽  
Niva Dolev ◽  
Moran Shnapper-Cohen
Keyword(s):  
Organizational Climate ◽  
Ethical Climate ◽  
Qualitative Data ◽  
Perceived Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
The Relationship

PurposeThe purpose of this study is to assess the relationship between incivility and two organizational and personal attitudes, namely, perceived ethical climate and perceived quality of work-life of nurses, in the framework of organizational climate.Design/methodology/approachQuantitative data of 148 nurses working in a medium-sized hospital in Israel were collected. Furthermore, qualitative data were collected through semi-structured interviews with 12 nurses and 14 doctors from the same hospital, constructing a mixed-method approach.FindingsFindings revealed that witnessing or experiencing incivility affected the nurses' perception of the ethical climate of their work unit and their perceived quality of their work-life. Additionally, we found that the relationship between incivility and nurses' perceived quality of work-life was partially mediated through their perceived ethical climate. The qualitative data supported some of the findings.Originality/valueThe article stretches the incivility theory beyond its dyadic boundaries, prominently showing the spillover effect of incivility as an organizational problem. Additionally, it offers some evidence-based support for the multidimensionality of incivility, strengthening the need for a construct cleanup.

scholarly journals Anticipation of work–life conflict in higher education

2020 ◽  
Vol 42 (3) ◽  
pp. 777-797
Author(s):  
Susana Pasamar ◽  
Karen Johnston ◽  
Jagriti Tanwar
Keyword(s):  
Organizational Support ◽  
Significant Contribution ◽  
Public University ◽  
Work Life ◽  
Hierarchical Regression ◽  
Future Research ◽  
Content Type ◽  
Perception Of Support ◽  
The Relationship ◽  
Work Life Conflict

PurposeThis paper aims to further the understanding about the relationship between work–life conflict and possible barriers to career progression due to the perception of anticipated work–life conflict, considering the unbounded nature of academic work through features such as its intensity, flexibility and perception of organizational support.Design/methodology/approachThe model was tested using survey data from academics in a public university in the south of Spain. Hierarchical regression analyses were used to test the hypotheses.FindingsThe results reveal that current work–life conflict, job intensity and perception of support have a direct effect on the anticipation of work–life conflict in the event of progression in academic careers. The flexibility that academics enjoy is not sufficient to prevent the expected conflict. Academics' age is relevant, but gender or having childcare responsibilities have no significant effect of the anticipation of conflict.Research limitations/implicationsThis study addresses the gap in the literature on anticipated work–life conflict, expanding the focus to nonfamily commitments in unbounded jobs such as academic posts. The authors are not aware of any other study that focuses on the anticipation of work–life conflict in the case of career advancement among current employees with professional experience or accurate knowledge of what job they will be doing instead of students. Work–life balance should not be restricted to women with caring responsibilities, as conflict is no longer only related to gender roles.Originality/valueThis paper not only explores existing work–life conflict but also empirically analyzes anticipated work–life conflict in unbounded careers such as academia. It represents a significant contribution in an underresearched field and may lead to future research in other settings.

scholarly journals Employee stress and the implication of high-power distance culture: empirical evidence from Nigeria's employment terrain

2020 ◽  
Vol 42 (6) ◽  
pp. 1381-1400
Author(s):  
Emeka Smart Oruh ◽  
Chianu Dibia
Keyword(s):  
High Power ◽  
Power Distance ◽  
Work Life ◽  
Work Environments ◽  
Content Type ◽  
Work Overload ◽  
Work Related ◽  
High Power Distance ◽  
Employee Stress ◽  
The Relationship

PurposeThis paper explores the link between employee stress and the high-power distance (HPD) culture in Nigeria. The study context is the banking and manufacturing sectors in Nigeria, which have a history of exploitation, unconducive work environments to productivity, work-life imbalance, work overload, burnout and employee stress.Design/methodology/approachUsing a qualitative, interpretive methodology, this article adopts a thematic analysis of data drawn from semi-structured interviews with 24 managerial and non-managerial workers to explore the process by which Nigerian manufacturing and banking sectors' work (mal)practices go unchallenged, thereby triggering and exacerbating employees' stress levels.FindingsThe study found that the high power distance culture promotes a servant-master relationship type, making it impossible for employees to challenge employers on issues relating to stressors such as work overload, unconducive work environments, work-life imbalance and burnout, thereby exacerbating their stress levels in a country in which stress has become a way of life.Research limitations/implicationsResearch on the relationship between employee stress and HPD culture is relatively underdeveloped. This article sheds light on issues associated with stressors in Nigeria's human resource management (HRM) and employment relations practices. The link between the inability of employees to challenge these stressors (which are consequences of an HPD culture) and increased employee stress has substantial implications for employment and work-related policies and practices in general. The study is constrained by the limited sample size, which inhibits the generalisation of its findings.Originality/valueThe article adds to the scarcity of studies underscoring the relationship between high-power distance and the inability of employees to challenge work-related stressors as a predictor of employee stress and a mediator between workplace practices and employee stress, particularly in the emerging economies.

scholarly journals Work–life programmes and organisational outcomes: the role of the human resource system

2019 ◽  
Vol 49 (2) ◽  
pp. 516-536 ◽  
Author(s):  
Kohinur Akter ◽  
Muhammad Ali ◽  
Artemis Chang
Keyword(s):  
Human Resource ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Work Life ◽  
Moderating Effect ◽  
Organisational Performance ◽  
Content Type ◽  
Using Data ◽  
The Relationship ◽  
Hr Systems

Purpose Empirical findings on the link between work–life programmes and organisational performance have been inconsistent, demanding further investigation of contextual factors. The paper aims to discuss this issue. Design/methodology/approach This study uses social exchange theory, strategic human resource (HR) management theory and stakeholder theory to examine the relationship between work–life programmes and organisational outcomes, using three performance measures: perceived organisational performance, financial performance and corporate social responsibility (CSR). It also investigates the moderating effect of HR systems on the work–life programmes–performance relationship. The hypotheses were tested in 192 organisations in Australia, using data from an HR manager survey and archival databases. Findings The findings support the hypotheses that work–life programmes are positively associated with all three measures of performance. The results partially support the moderating effect of HR systems on the relationship between work–life programmes and perceived organisational performance. Originality/value This study provides pioneering evidence for the moderating effect of HR system on the work–life programme–performance relationship. It also includes the rarely studied CSR as an outcome of work–life programmes.

scholarly journals Work–life balance, retention of professionals and psychological empowerment: an empirical validation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ansumalini Panda ◽  
Chandan Kumar Sahoo
Keyword(s):  
Structural Equation ◽  
Psychological Empowerment ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Life Balance ◽  
Content Type ◽  
Mediating Role ◽  
High Degree ◽  
The Relationship

PurposeThis study aims to explore the relationship between work–life balance and employee retention by examining the mediating role of psychological empowerment among software firms based in India.Design/methodology/approachThe study collected 283 responses by using a structured questionnaire and interview method. Structural equation modeling (SEM) was used to validate the hypothesized research model for examining the consistency and sturdiness of the study variables by applying AMOS 20.FindingsThe result reveals that psychological empowerment partially mediates the relationship between work–life balance and the retention of professionals. This indicates that a high degree of psychological empowerment strengthens the relations between work–life balance and the retention of professionals.Research limitations/implicationsThe research outlined a best-fit model of psychological empowerment as a partial mediator among work–life balance and the retention of professionals. The study presents a set of sensible and practical aspects where work–life balance and retention of professionals can aid in developing and generating commitment to the organization which could offer new insights for software professionals, managers and practitioners.Originality/valueThis study emphasized that psychological empowerment helps in enhancing dedication, loyalty, integrity, allegiance and trustworthiness among employees, thus playing a role between work–life balance and the retention of professionals.

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