scholarly journals Toward a Family-Friendly Academy: HRD’s Role in Creating Healthy Work–Life Cultural Change Interventions

2020 ◽  
Vol 22 (1) ◽  
pp. 11-22
Author(s):  
Barbara A. W. Eversole ◽  
Cindy L. Crowder
Keyword(s):  
Performance Management ◽  
Human Resource Development ◽  
Cultural Change ◽  
Well Being ◽  
Work Life ◽  
Organizational Policies ◽  
Professional Career ◽  
Promotion And Tenure ◽  
Family Friendly ◽  
Work Life Conflict

The Problem The ideal worker in the Academy devotes most of their lives to scholarly pursuits, which leaves little time for family. This problem leads to work–life conflict, which is particularly concerning for faculty members who are seeking promotion and tenure. Work–life conflict is most challenging in the case of academic mothers, who face professional career challenges in addition to work–life conflict. Rigid organizational policies and non-supportive cultures perpetuate the problem, particularly when the faculty member is an academic mother seeking promotion and tenure. The Solution Human resource development (HRD) interventions implemented at the individual, departmental, and institutional levels (e.g., training development, performance management, and career development initiatives) have been shown to reduce work–life conflict, improve overall well-being, and create a more family friendly environment. Organization development (OD) cultural change interventions aimed at changing the Academy to become more family focused and supportive of career flexibility are recommended. The Stakeholders Academic faculty, higher education administrators, HRD scholars, and practitioners.

HRD Interventions that Offer a Solution to Work-Life Conflict

2021 ◽  
Vol 23 (2) ◽  
pp. 142-152
Author(s):  
Emily Hammer
Keyword(s):  
Organizational Support ◽  
Well Being ◽  
Individual Performance ◽  
Performance Outcomes ◽  
Work Life ◽  
Performance Expectations ◽  
Employee Support ◽  
Support Mechanisms ◽  
Work And Life ◽  
Work Life Conflict

The Problem Balancing work and life can be difficult. In a new world of work amidst COVID-19, balancing work and life has become even more challenging. Employees are struggling to adjust their work-life obligations while maintaining performance expectations. Providing employee support to reduce stress and minimize adverse effects on performance outcomes requires employer action. The Solution HRD interventions are recommended as organizational support mechanisms. These interventions are designed to reduce stress produced by work life conflict, particularly during stressful organizational events. Through organizational support, employees are offered the opportunity to increase individual performance. The Stakeholders HRD and HRM professionals, scholars, organizational planners, organizational leaders and managers, and all others who have a vested interest in employee well-being.

scholarly journals The Roles of Work-Life Conflict and Gender in the Relationship between Workplace Bullying and Personal Burnout. A Study on Italian School Principals

2020 ◽  
Vol 17 (23) ◽  
pp. 8745
Author(s):  
Ilaria Buonomo ◽  
Caterina Fiorilli ◽  
Luciano Romano ◽  
Paula Benevene
Keyword(s):  
Organizational Support ◽  
Workplace Bullying ◽  
School Principals ◽  
Well Being ◽  
Work Life ◽  
Work Experiences ◽  
Family Demands ◽  
The Relationship ◽  
Work Life Conflict

The present study sought to investigate the associations between workplace bullying and personal burnout both directly and indirectly via work-life conflict. Furthermore, the moderating role of gender in these relations was examined. Traditional research on stress at work focuses on the role of dimensions related to job tasks, demands, and organizational support in influencing the risks for stress-related problems in employees. At the same time, other experiences at work may reduce employees’ well-being, such as workplace bullying and family life. Specifically, considering the detrimental role of work-life conflict, it is possible to hypothesize that it would exacerbate workplace bullying’s harmful effects on employees’ health. Moreover, since previous studies have reported mixed or inconsistent results when considering gender differences with the above-mentioned dimensions, it seems worth investigating the role of employee gender in representing (and response to) the bullying experiences. Building on these considerations, this work verifies whether: (1) work-life conflict mediates the relationship between workplace bullying and burnout; (2) gender moderates all the possible relationships among the constructs. Such hypotheses are verified on a sample of school principals, in light of their peculiar job role. Overall, our findings showed that: (1) Workplace bullying and burnout are associated, both with and without the perception of a concurring work-life conflict; (2) Gender does not moderate all the possible relationships among workplace bullying, work-life conflict and burnout. Overall, being female heightens the risk to perceive work-life conflict in general, as well as to be burnt out, when bullied, with and without the presence of work-life conflict; being male heightens the risk to perceive work-life conflict when bullied. Furthermore, the current findings suggest that family demands may influence school principals’ feelings of exhaustion regardless of gender. These findings confirm and expand previous literature, especially concerning a less studied occupation, namely school principals, shedding a new light on their work experiences. Furthermore, the present study offers interesting implications for trainings on principal’s skills and professional identity.

Stereotype threat as a psychological feature of work–life conflict

2017 ◽  
Vol 22 (2) ◽  
pp. 302-320
Author(s):  
Andrea L. Miller
Keyword(s):  
Stereotype Threat ◽  
Family Caregiving ◽  
Work Productivity ◽  
Well Being ◽  
Work Life ◽  
Stereotype Threat Theory ◽  
The Family ◽  
The Life Course ◽  
Threat Theory ◽  
Work Life Conflict

Much remains unknown about the boundary conditions of stereotype threat and the factors that influence how it manifests in various domains. In particular, non-performance-related responses to stereotype threat have been relatively neglected, and little is known about stereotype threats in domains where group membership is less stable over the life course. Using both correlational and experimental methods, these studies use the work–life conflict domain to contribute to stereotype threat theory along these dimensions. Studies 1 and 2 demonstrated that stereotype threat based on caregiver status predicts increased use of coping strategies that involve sacrifices in work productivity, family caregiving, and personal well-being. Studies 1 through 3 suggest that formal flexibility accommodation policies (such as the Family and Medical Leave Act of 1993) may not be an effective intervention in stereotype threat in the work–life conflict domain; providing informal social cues of support for employees with caregiving responsibilities, however, may be effective.

scholarly journals Antecedents of Perceived Coach Interpersonal Behaviors: The Coaching Environment and Coach Psychological Well- and Ill-Being

2012 ◽  
Vol 34 (4) ◽  
pp. 481-502 ◽  
Author(s):  
Juliette Stebbings ◽  
Ian M. Taylor ◽  
Christopher M. Spray ◽  
Nikos Ntoumanis
Keyword(s):  
Well Being ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Work Life ◽  
The Self ◽  
Self Determination ◽  
Interpersonal Behavior ◽  
Equation Modeling ◽  
Work Life Conflict

Embedded in the self-determination theory (Deci & Ryan, 2000) framework, we obtained self-report data from 418 paid and voluntary coaches from a variety of sports and competitive levels with the aim of exploring potential antecedents of coaches’ perceived autonomy supportive and controlling behaviors. Controlling for socially desirable responses, structural equation modeling revealed that greater job security and opportunities for professional development, and lower work–life conflict were associated with psychological need satisfaction, which, in turn, was related to an adaptive process of psychological well-being and perceived autonomy support toward athletes. In contrast, higher work–life conflict and fewer opportunities for development were associated with a distinct maladaptive process of thwarted psychological needs, psychological ill-being, and perceived controlling interpersonal behavior. The results highlight how the coaching context may impact upon coaches’ psychological health and their interpersonal behavior toward athletes. Moreover, evidence is provided for the independence of adaptive and maladaptive processes within the self-determination theory paradigm.

scholarly journals Work–Life Balance Measures of Working Carers and Well-Being Satisfaction within Couple Relationships: The Result of an Italian Policy Looking through the Gender Lens

2019 ◽  
Vol 8 (4) ◽  
pp. 109
Author(s):  
Elena Macchioni ◽  
Riccardo Prandini
Keyword(s):  
Cultural Change ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Computer Assisted ◽  
Welfare Regimes ◽  
Negative Effects ◽  
Life Balance ◽  
Work Related ◽  
Work Family

Working carers deserve to receive more and more attention from welfare regimes and workplaces. Using the work–family interface approach, we analyzed the effects of the Family Audit workplace measures—an Italian work–life balance policy—on couple well-being. The research was carried out through a Computer-Assisted Web Interviewing survey which was addressed to the employees of the organizations that participated in the policy program in 2015. The results showed that the measures implemented by the companies were able to improve the perception of couple well-being of working carers, but they did not trigger a cultural change that would permit the elimination of differences due to gender in work–family balance. The most effective measures were characterized by high levels of flexibility. These features allow the reduction of the negative effects produced by some socio-biographic variables, some work-related aspects, and aspects related to the Mediterranean welfare regime.

scholarly journals Understanding stressor–strain relationships during the COVID-19 pandemic: the role of social support, adjustment to remote work, and work–life conflict

2021 ◽  
pp. 1-22
Author(s):  
Ward van Zoonen ◽  
Anu Sivunen ◽  
Kirsimarja Blomqvist ◽  
Thomas Olsson ◽  
Annina Ropponen ◽  
...  
Keyword(s):  
Social Support ◽  
Technology Use ◽  
Negative Impact ◽  
Work Life ◽  
Remote Work ◽  
Work Stressors ◽  
Psychological Strain ◽  
Theoretical Understanding ◽  
Organizational Policies ◽  
Work Life Conflict

Abstract This study investigates how the transition to remote work during the coronavirus disease 2019 pandemic is experienced by employees. We investigate to what extent perceived work stressors relate to psychological strain through perceptions of social support, work–life conflict, and adjustment to remote work. The findings expound the mechanisms underlying psychological strain in the context of sudden organizational change. Specifically, this study shows that both challenge stressors and hindrance stressors have negative impact on adjustment to remote work, whereas hindrance stressors are more strongly negatively related to social support. The study further demonstrates that there is hardly any buffering impact of job control, work structuring, and communication technology use on the implications of these work stressors. These findings contribute to our theoretical understanding and provide actionable implications for organizational policies in facilitating employees' adaptation to remote work.

scholarly journals INSPIRED but Tired: How Medical Faculty’s Job Demands and Resources Lead to Engagement, Work-Life Conflict, and Burnout

2021 ◽  
Vol 12 ◽  
Author(s):  
Rebecca S. Lee ◽  
Leanne S. Son Hing ◽  
Vishi Gnanakumaran ◽  
Shelly K. Weiss ◽  
Donna S. Lero ◽  
...  
Keyword(s):  
Job Demands ◽  
Past Research ◽  
Well Being ◽  
Work Life ◽  
Medical Faculty ◽  
Interactive Effects ◽  
Job Resources ◽  
Negative Effects ◽  
Hospital Leadership ◽  
Work Life Conflict

BackgroundPast research shows that physicians experience high ill-being (i.e., work-life conflict, stress, burnout) but also high well-being (i.e., job satisfaction, engagement).ObjectiveTo shed light on how medical faculty’s experiences of their job demands and job resources might differentially affect their ill-being and their well-being with special attention to the role that the work-life interface plays in these processes.MethodsQualitative thematic analysis was used to analyze interviews from 30 medical faculty (19 women, 11 men, average tenure 13.36 years) at a top research hospital in Canada.FindingsMedical faculty’s experiences of work-life conflict were severe. Faculty’s job demands had coalescing (i.e., interactive) effects on their stress, work-life conflict, and exhaustion. Although supportive job resources (e.g., coworker support) helped to mitigate the negative effects of job demands, stimulating job resources (e.g., challenging work) contributed to greater work-life conflict, stress, and exhaustion. Thus, for these medical faculty job resources play a dual-role for work-life conflict. Moreover, although faculty experienced high emotional exhaustion, they did not experience the other components of burnout (i.e., reduced self-efficacy, and depersonalization). Some faculty engaged in cognitive reappraisal strategies to mitigate their experiences of work-life conflict and its harmful consequences.ConclusionThis study suggests that the precise nature and effects of job demands and job resources may be more complex than current research suggests. Hospital leadership should work to lessen unnecessary job demands, increase supportive job resources, recognize all aspects of job performance, and, given faculty’s high levels of work engagement, encourage a climate that fosters work-life balance.

scholarly journals Work-Life Conflict among U.S. Long-Haul Truck Drivers: Influences of Work Organization, Perceived Job Stress, Sleep, and Organizational Support

2019 ◽  
Vol 16 (6) ◽  
pp. 984 ◽  
Author(s):  
Adam Hege ◽  
Michael Lemke ◽  
Yorghos Apostolopoulos ◽  
Brian Whitaker ◽  
Sevil Sönmez
Keyword(s):  
Job Stress ◽  
Sleep Duration ◽  
Work Organization ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Life Balance ◽  
Haul Truck ◽  
Work Life Conflict

Work-life balance and job stress are critical to health and well-being. Long-haul truck driving (LHTD) is among the unhealthiest and most unsafe occupations in the U.S. Despite these disparities, there are no extant published studies examining the influence of work, stress and sleep outcomes on drivers’ work-life balance. The current study investigated whether adverse work organization, stress, and poor sleep health among LHTDs are significantly associated with work-life conflict. Logistic regression was used to examine how work organization characteristics, job stress, and sleep influenced perceived stress and a composite measure of work-life conflict among a sample of 260 U.S. LHTDs. The pattern of regression results dictated subsequent analyses using structural equation modeling (SEM). Perceived job stress was the only statistically significant predictor for work-life balance. Fast pace of work, sleep duration and sleep quality were predictors of perceived job stress. SEM further elucidated that stress mediates the influences of fast work pace, supervisor/coworker support, and low sleep duration on each of the individual work-life balance indicators. There is an urgent need to address work conditions of LHTDs to better support their health, well-being, and work-life balance. Specifically, the findings from this study illustrate that scheduling practices and sleep outcomes could alleviate job stress and need to be addressed to more effectively support work-life balance. Future research and interventions should focus on policy and systems-level change.

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