scholarly journals Impact of work-family balance results on employee work engagement within the organization: The case of Slovenia

PLoS ONE ◽  
2021 ◽  
Vol 16 (1) ◽  
pp. e0245078
Author(s):  
Jasmina Žnidaršič ◽  
Mojca Bernik
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Positive Impact ◽  
Family Balance ◽  
Family Friendly ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact ◽  
Employee Work Engagement ◽  
Policies And Practices

Background and purpose Organizations strive to increase the work engagement of their employees, as engaged employees are more productive employees, but often neglect the significant effects of work-family balance on work engagement. Numerous studies confirm the importance of work-family balance and work engagement, but there is lack of research that explores the relationship between the concepts. Our research fills a research gap in investigating the impact of work-family balance on work engagement, both directly and through individual perceptions of organizational support for work-family balance. The main aim of our research is to empirically test the relationships between the policies and practices of organizations regarding work-family balance, work-life balance and work engagement. Methods Using validated questionnaires, we collected data on organizational support for work-family balance (family-friendly policies and practices, support by leader, support by co-workers, working hours and complexity of work), work-family balance and work engagement. The quantitative data for our analysis was collected through a survey of 343 online participants who were employees in various positions in companies in Slovenia. The results Our results show that the organization's work-family balance policies and practices, such as support by leader, co-workers, and family-friendly policies and practices, have a positive impact on the individual's work-family balance, that work-family balance leads to an increase in work engagement, and that the individual's perception of the organization's work-family balance support leads to an increase in work engagement. Conclusion Knowledge of important work-family balance implications with an understanding of organizational support for work-family balance and the relationships between the constructs of work-family balance and work engagement can be beneficial to business leaders. This understanding can help them to strengthen employee work engagement through family-friendly policies and practices, and thereby contributing to the area of employee behavior and improving employee productivity.

The power of balance: interplay effects of exploitative leadership style, work–family balance and family-friendly workplace practices on innovation implementation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Grazia Garlatti Costa ◽  
Darija Aleksić ◽  
Guido Bortoluzzi
Keyword(s):  
Leadership Style ◽  
Curvilinear Relationship ◽  
Innovation Implementation ◽  
Content Type ◽  
Family Balance ◽  
Family Friendly ◽  
Work Family Balance ◽  
Workplace Practices ◽  
Work Family ◽  
High Level

PurposeThe purpose of this paper is to investigate the inverted U-shaped relationship that exists between exploitative leadership styles and innovation implementation. In addition, drawing on the social cognitive theory, the paper explores the effect of the three-way interaction between exploitative leadership style (ELS), work–family balance (WFB) and family-friendly workplace practices (FFWPs) on innovation implementation.Design/methodology/approachA quantitative study of 440 employees from 38 medium and large companies based in Italy and Croatia was conducted, using an online survey. The proposed hypotheses were tested using hierarchical regression analysis.FindingsThe results show that there is an inverted U-shaped curvilinear relationship between ELS and innovation implementation. Furthermore, the findings support the existence of the three-way interaction suggesting that the combination of high-level WFB and high-level FFWPs strengthens the relationship between ELS² and innovation implementation.Originality/valueThis is the first contribution that examines a curvilinear relationship between ELS and innovation implementation. Additionally, it contributes to the work–family literature by providing the first empirical examination of the joint impact of WFB and FFWPs in enhancing innovation implementation. Our results suggest that individuals who perceive a high level of WFB and who work in an organization with family-friendly practices are more accepting of an exploitative leader, and that the positive feelings from the family domain encourage the implementation of innovation. These results may change the attitudes of managers, encouraging them to consider WFB and FFWPs as important for the implementation of innovation.

Family-friendly practices, high-performance work practices and work–family balance

2016 ◽  
Vol 14 (1) ◽  
pp. 2-23 ◽  
Author(s):  
Lorena Ronda ◽  
Andrea Ollo-López ◽  
Salomé Goñi-Legaz
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Working Hours ◽  
Work Practices ◽  
Content Type ◽  
Family Balance ◽  
Family Friendly ◽  
High Performance Work Practices ◽  
Work Family Balance ◽  
Work Family

Purpose This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship Design/methodology/approach We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis. Findings The results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive. Research limitations/implications The use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications Managers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours. Originality/value The paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.

scholarly journals Work-Family Balance, Participation in Family Work and Parental Self-Efficacy in Chilean Workers

2017 ◽  
Vol 9 (1) ◽  
pp. 1-25
Author(s):  
Andrés Jiménez Figueroa ◽  
Verónica Gómez Urrutia ◽  
Gonzalo Palomo-Vélez
Keyword(s):  
Self Efficacy ◽  
Public And Private ◽  
Organizational Policies ◽  
Family Work ◽  
Private Organizations ◽  
Family Balance ◽  
Work Family Balance ◽  
Gender Patterns ◽  
Work Family ◽  
The Impact

The article analyzes differences regarding work-family balance, participation in family work, and parental self-efficacy in workers (N=300) in Chile according to their sex and their status as income providers. Three instruments (Survey Work-Home Interaction-Nijmegen, Questionnaire of Participation in Family Work, and the Parental Evaluation Scale) were applied to workers from public and private organizations. Our results show that participation in family work is positively related to work-family balance, while the latter, in turn, is positively associated with parental self-efficacy. Furthermore, sex and being the main income provider in the household shows differential effects in both participation in family work and perception of parental self-efficacy. These results, we conclude, suggest the persistence of some elements of traditional gender patterns. This underlines the need to examine organizational policies from a gender perspective and to analyze the impact of public policy on organizational practices.

Sign in / Sign up

Export Citation Format

Share Document