Time Spent on Child Care by Fathers in Leadership Positions: The Role of Work Hours and Flextime

2015 ◽  
Vol 38 (8) ◽  
pp. 1066-1088 ◽  
Author(s):  
Martin Gasser
Keyword(s):  
Child Care ◽  
Underlying Mechanism ◽  
Work Hours ◽  
Leadership Position ◽  
Leadership Positions ◽  
Moderated Mediation Model ◽  
Family Issues ◽  
Supervisor Leadership ◽  
Work Family

The present study examines the effect of a supervisor (leadership) position on a father’s time spent on child care (child care involvement). Drawing on time use and work–family research, it adapts the “stress of higher status” hypothesis to child care involvement and explicates the underlying mechanism. The proposed moderated mediation model posits that (1) a leadership position means longer work hours, which explains the lower child care involvement, and that (2) this process depends on the possibility to choose when to start and quit work (flextime), which weakens the work–family border. A Swiss sample ( n = 2,820) of tertiary-educated, employed fathers from couple households is used to conduct the analysis. The results provide evidence for both (1) and (2), although, contrary to expectations, flextime does not mean longer work hours for leaders. The issue of child care involvement by fathers in leadership positions has wider relevance for work–family issues, because they are supervisors and thus shape work environments.

Do self-monitors experience less emotional exhaustion? Testing the role of supervisor-rated performance and perceived competitive climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Samina Quratulain ◽  
Aqsa Ejaz ◽  
Abdul Karim Khan
Keyword(s):  
Emotional Exhaustion ◽  
Underlying Mechanism ◽  
Measurement Model ◽  
Frontline Employees ◽  
Self Monitoring ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Rated Performance

PurposeThe purpose of this research is to examine frontline employees' self-monitoring personality as an antecedent of their emotional exhaustion and how supervisor-rated performance mediates this relationship. In addition, the authors explored the moderating role of perceived competitive climate on the indirect relationship between self-monitoring and emotional exhaustion.Design/methodology/approachTwo hundred and thirty-seven frontline employees and their immediate supervisors working in hospitality organizations responded to the survey using time lagged research design. Measurement model was tested using confirmatory factor analysis to assess the distinctiveness of study constructs, and proposed moderated mediation model was tested using Process macro.FindingsResults show that high self-monitoring leads to high supervisor-rated performance, and this relationship is stronger in highly competitive work climate. The supervisor-rated performance was negatively related to emotional exhaustion.Originality/valueThis study is the first to examine the interaction effects of self-monitoring and perceived competitive climate on frontline employees' performance and emotional exhaustion, particularly in the frontline jobs. Supervisor-rated performance has not been previously theorized or researched as an underlying mechanism of the effect of self-monitoring on emotional exhaustion.

Grandparents Caring for their Grandchildren

2008 ◽  
Vol 30 (1) ◽  
pp. 53-73 ◽  
Author(s):  
Karsten Hank ◽  
Isabella Buber
Keyword(s):  
Child Care ◽  
Welfare State ◽  
Family Support ◽  
Labor Force Participation ◽  
Complex Interaction ◽  
Female Employment ◽  
Intensity Of Care ◽  
Work Family ◽  
Cross National

Introducing findings from the 2004 Survey of Health, Ageing, and Retirement in Europe (SHARE), this research complements the large number of recent U.S. studies on the role of grandparents in caring for their grandchildren. For 10 continental European countries, the authors investigate cross-national variations in grandparent-provided child care as well as differences in characteristics of the providers and recipients of care. Although they find strong involvement of grandparents in their grandchildren's care across all countries, they also identify significant variations in the prevalence and intensity of care along the geographic lines of different child care and (maternal or female) employment regimes in Europe. Rooted in long-standing family cultures, the observed patterns suggest a complex interaction between welfare state—provided services and intergenerational family support in shaping the work—family nexus for younger parents. The authors conclude with a brief discussion of possible consequences of grandmothers' increasing labor force participation for child care arrangements.

The roles of self-efficacy and leader–member exchange in the relationship between job crafting and work–self facilitation

2018 ◽  
Vol 47 (7) ◽  
pp. 1362-1384 ◽  
Author(s):  
Diellza Gashi Tresi ◽  
Katarina Katja Mihelič
Keyword(s):  
Self Efficacy ◽  
Work Performance ◽  
Job Crafting ◽  
Leader Member Exchange ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Member Exchange ◽  
Work Family ◽  
The Relationship

PurposeBuilding on the work–home resources model, the purpose of this paper is to test the mediating role of employee self-efficacy in the relationship between job crafting and work–self facilitation. The paper further explores the moderating role of the quality of leader–member exchange (LMX).Design/methodology/approachA sample of 204 employees from a European country was used to test the proposed moderated mediation model. The analysis was performed using Hayes’ Process Macro.FindingsThe findings indicate that job crafting is positively associated with self-efficacy which, in turn, is positively associated with work–self facilitation. In other words, self-efficacy mediates the relationship between job crafting and work–self facilitation. Furthermore, LMX moderates the relationship between job crafting and self-efficacy.Practical implicationsThe results of this study offer guidelines for human resource (HR) professionals interested in grasping how organisations can assist employees in experiencing work–self facilitation.Originality/valueThis study advances the existing literature by investigating the antecedents of work–self facilitation, which is an understudied variable in the work–family and HR literature, thereby responding to calls to include aspects of self in the discussion on different life domains in order to obtain an all-inclusive view of how employees function. Furthermore, it demonstrates how LMX and job crafting promote the fulfilment of an employee’s own personal interests and hobbies. Such information is relevant to HR practitioners as it might help them boost employees’ work performance.

scholarly journals The New Dad: The Career-Caregiving Conundrum

2021 ◽  
pp. 197-212
Author(s):  
Brad Harrington
Keyword(s):  
White Collar ◽  
Boston College ◽  
Paternity Leave ◽  
Family Issues ◽  
Wide Range ◽  
Work Family ◽  
Changing Role ◽  
Transition To Fatherhood ◽  
College Educated

AbstractThis chapter draws mainly from “The New Dad” studies, a decade long research series done by the Boston College Center for Work & Family which studied the changing role of primarily college-educated, white-collar fathers working in large US-based corporate settings. The series explored the experiences of these fathers on a wide range of issues including their transition to fatherhood, work roles, definitions of success, attitudes on paternity leave and caregiving, and work-family issues.

scholarly journals Transformational Leadership and Employee Job Satisfaction: The Mediating Role of Employee Relations Climate and the Moderating Role of Subordinate Gender

2021 ◽  
Vol 19 (1) ◽  
pp. 233
Author(s):  
Chiyin Chen ◽  
Xinyi Ding ◽  
Jiachen Li
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Underlying Mechanism ◽  
Employee Relations ◽  
Frontline Employees ◽  
Employee Job Satisfaction ◽  
Moderated Mediation Model

Scholars have paid extensive attention to transformational leadership for decades. However, existing studies still lack ample discussions on the underlying mechanism and boundary conditions of its influence on employee job satisfaction. This study proposed a moderated mediation model based on social exchange theory. We collected survey data from 211 frontline employees to verify our hypotheses. The results showed that transformational leadership was positively associated with employee job satisfaction via the mediation role of the perceived employee relations climate. Furthermore, the relationship between transformational leadership and the employee relations climate, as well as the indirect relationship between the two, was demonstrated to be more significant for male employees. This study offered a new account of the mechanisms of transformational leadership and clarified a boundary condition for its effectiveness.

scholarly journals EMPLOYEES’ ENGAGEMENT AND CUSTOMERS’ LOYALTY FOR UTILITARIAN SERVICES: A MODERATED MEDIATION MODEL

2021 ◽  
Vol 9 (3) ◽  
pp. 398-405
Author(s):  
Sajjad Ahmad Afridi ◽  
Wajid Khan ◽  
Asad Javed ◽  
Muhammad Waseem ◽  
Kaleem Saifullah
Keyword(s):  
Employee Engagement ◽  
Reliability And Validity ◽  
Sampling Technique ◽  
Underlying Mechanism ◽  
Insurance Companies ◽  
Customer Engagement ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Impact

Purpose of the study: The present study aimed to determine the impact of employee engagement on customers’ loyalty through customers’ engagement. Moreover, this study also aimed to examine the moderating role of customers’ trust and the mediating role of customers’ engagement on the relationship between employees’ engagement and customers’ loyalty. Methodology: The data were collected from 220 insurance service users through a non-probability sampling technique. Data reliability and validity were confirmed through Cronbach’s alpha and confirmatory factor analysis and hypotheses were tested through Andrew F. Hayes model 7. Main Findings: Results show a significant direct effect of employee engagement on customers’ loyalty. Moreover, the findings confirmed the significant role of customers’ engagement as a mediator between employee engagement and customers’ loyalty. Results also confirmed customers’ trust moderating effect between employee engagement and customers’ engagement. Furthermore, the result confirmed the mediation of trust-based-customers engagement between the link of employee engagement and customers’ loyalty. Applications of this study: This study would have some positive repercussions for utilitarian services such as insurance services providers. For instance, this study's findings revealed the process through which companies can make customers more loyal. Insurance companies through their employees' engagement and customer engagement can make a dyade that can better explain customers’ loyalty. Novelty/Originality of this study: This study explored the underlying mechanism that links employee engagement to customers’ loyalty. Moreover, this study introduces a new term “trust-based engagement” as an important attribute in enhancing customers’ loyalty in general and particularly for insurance companies.

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