scholarly journals Organizational Initiatives for Promoting Employee Work-Life Reconciliation Over the Life Course. A Systematic Review of Intervention Studies

2016 ◽  
Vol 6 (3) ◽  
pp. 79 ◽  
Author(s):  
Annina Ropponen ◽  
Marja Känsälä ◽  
Johanna Rantanen ◽  
Sally Toppinen-Tanner
Keyword(s):  
Intervention Studies ◽  
Turnover Intentions ◽  
Well Being ◽  
Organizational Outcomes ◽  
Work Life ◽  
Working Time ◽  
Work Family Conflict ◽  
Individual Level ◽  
Work Family ◽  
The Life Course

This review aimed to explore the initiatives, interventions, and experiments implemented by employing organizations and designed to support the work-life reconciliation at workplaces, and the effects of these actions on employees’ well-being at work. A systematic literature review was conducted on the basis of a search in PsycInfo, ERIC, and the ISI Web of Science database of Social Sciences between January 2000 and May 2015. Those studies were included in which either organizational or individual-level initiatives, interventions, or experiments were implemented by employers at workplaces in order to promote the work-life reconciliation of their employees. Work-life reconciliation was considered to encompass all life domains and all career stages from early to the end of working career. The content analysis of 11 studies showed that effective employer actions focused on working time, care arrangements, and training for supervisors and employees. Flexibility, in terms of both working time and other arrangements provided for employees, and support from supervisors decreased work-family conflict, improved physical health and job satisfaction, and also reduced the number of absence days and turnover intentions. Overall, very few intervention studies exist investigating the effects of employer-induced work-life initiatives. One should particularly note the conditions under which interventions are most successful, since many contextual and individual-level factors influence the effects of organizational initiatives on employee and organizational outcomes.

Proactive Personality as a Double-Edged Sword: The Mediating Role of Work–Family Conflict on Employee Outcomes

2020 ◽  
pp. 089484531989998
Author(s):  
Thomas G. Altura ◽  
Alaka N. Rao ◽  
Meghna Virick
Keyword(s):  
Structural Equation ◽  
Turnover Intentions ◽  
Organizational Outcomes ◽  
Work And Family ◽  
Proactive Personality ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Related ◽  
Work Family ◽  
Underlying Mechanisms

In this study, we examine the effects of proactive personality on employees’ perceptions of conflict in the work and family domains and work-related outcomes. We test our hypotheses using survey data collected from 1,150 employees. Our results indicate that proactive personality is associated with increased work-interference-in-family (WIF) but decreased family-interference-in-work (FIW). These opposing, domain-specific effects have masked hitherto hidden relationships that we highlight in this study. Using structural equation modeling, we demonstrate that WIF and FIW function as simultaneous mediating variables between proactive personality and turnover intentions as well as between proactive personality and job performance. Through an investigation of underlying mechanisms, this study advances a more nuanced portrait of how individual differences shape individual and organizational outcomes.

scholarly journals Antecedents and Consequences of Work-Family Conflict in Qatar

2019 ◽  
pp. 1010-1019
Author(s):  
Rima Charbaji El-Kassem
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Supervisor Support ◽  
Well Being ◽  
Work Life ◽  
Work Family Conflict ◽  
Convenience Sample ◽  
Spouse Support ◽  
Antecedents And Consequences ◽  
Work Family

Purpose This paper examines the effect of causal factors, such as work-life harmony, work- family conflict, co-worker and supervisor support, as well as spouse support, on workload and job stress and employee psychological ill-being (depression/anxiety). Design/methodology/approach A large convenience sample of 807 families from Qatar was surveyed. Using SPSS, the researchers used factor analysis to establish construct validity, based on two suitability tests: the Kaisers-Meyer-Olkin (KMO) measure of sampling adequacy and the Bartless test of sphericity. The dimensions were found to be reliable and valid. Findings Findings from regression analysis show that five independent variables, as well as gender, are significant in predicting staff members’ perceived employee psychological ill-being in Qatar. In addition, results of the recursive model reveal that work-life harmony, supervisor’s and spouse’s support lead to less perceived employee psychological ill-being. However, workload, job stress and work-family conflict lead to more perceived employee psychological ill-being in Qatar. Practical implications Findings of this investigation provide strategic insights and practical thinking that have important implications for understanding and overcoming employee psychological ill-being. What’s more, this paper contributes to the limited knowledge about the effects of stressful working conditions in combination with low levels of spouse support and co-worker and supervisor support on work-life conflict and higher levels of depression and anxiety. Originality This article empirically correlates three fields of management research: Managerial Psychology, Employee Well-Being and Work-Life Balance.

Negotiating Work–Life

2017 ◽  
Author(s):  
Brenda L. Berkelaar ◽  
LaRae Tronstad
Keyword(s):  
Information And Communication Technologies ◽  
Large Body ◽  
Well Being ◽  
Work Life ◽  
Work Family Conflict ◽  
Research Areas ◽  
Challenges And Opportunities ◽  
Work Family ◽  
Interdisciplinary Scholarship ◽  
Multidisciplinary Perspective

How people negotiate the work–life interface remains a popular topic for scholars and the public. Work–life research is a large body of interdisciplinary scholarship that considers how people experience, navigate, and negotiate different roles, commitments, and boundaries within and across life domains—often with the goal of improving individual, organizational, and social well-being and success. Spurred by demographic, social, economic, and technological changes, scholars take difference perspectives on overlapping research areas which include work–life balance, work–life conflict, work–family conflict, boundary management, work–life enrichment or facilitation, as well as positive or negative spillover. Key issues addressed include the implications of framing work–life as a dichotomy, drivers of work–life outcomes, how ideals shape work–life negotiations, how individuals negotiate everyday work–life challenges and opportunities, and the influence of evolving information and communication technologies on the work–life interface. Research from multiple disciplines highlights the demographic, economic, moral, cultural, and national factors that affect work–life practices, processes, policies, tactics, and outcomes. This multidisciplinary perspective provides relevant insights for generative research and resilient practice for individuals, groups, organizations, or societies.

Finding effective ways to address work-family conflict

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Life Satisfaction ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Work Life Balance ◽  
Psychological Resources ◽  
Work Family Conflict ◽  
Life Balance ◽  
Content Type ◽  
Work Family

Purpose An unhealthy work-life balance is a major cause of turnover intentions among the workforce. Firms can effectively address the issue by ensuring that supervisor support is available to replenish physical and psychological resources and help increase levels of job and life satisfaction for employees. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings An unhealthy work-life balance is a major cause of turnover intentions among the workforce. Firms can effectively address the issue by ensuring that supervisor support is available to replenish physical and psychological resources and help increase levels of job and life satisfaction for employees. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals Implications of Work-Life Balance Measures for Companies

2021 ◽  
Vol 52 (170) ◽  
Author(s):  
Faustino Manuel Calzón-Menéndez ◽  
María Sacristán-Navarro ◽  
Laura Cabeza-García
Keyword(s):  
Employee Performance ◽  
Academic Research ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Family Work ◽  
Individual Level ◽  
The Family ◽  
Work Family

Objective: The relationship between work-family balance and employee performance is a topic of great interest for organisations and, therefore, for academic research. In this context, this paper reviews the literature to identify the determining factors in company-based adoption of work-life balance measures (causes related to work-family conflict: WFC, and family-work conflict: FWC) on the one hand and, on the other, the research that has focussed on studying the effect on business results of practices to achieve a work-life balance. Methodology: We have undertaken analysis of the academic research published over the period 1998-2018 and available on the Web of Science (WOS), SCOPUS and EBSCO databases. Results: The review undertaken indicates that conflict can be originated in the family, in the workplace and in other environments throughout the day when we face up to the obligations arising from the roles we play in the family and at work and that affect us in both directions. In turn, work-life balance measures appear to have a positive effect, not only at the individual level for also for staff and companies as a whole. Limitations: Descriptive research. Practical implications: This study aims to contribute to the literature by providing updated information on the state of the art on this subject, and to highlight possible future lines of empirical research, as well as the relevance of the subject at a company level.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

scholarly journals Custodial Single Fathers before and during the COVID-19 Crisis: Work, Care, and Well-Being

2021 ◽  
Vol 10 (3) ◽  
pp. 94
Author(s):  
Aimzhan Iztayeva
Keyword(s):  
Family Conflict ◽  
Leisure Time ◽  
Extended Family ◽  
White Collar ◽  
Well Being ◽  
Support Networks ◽  
Blue Collar ◽  
Single Fathers ◽  
Work Family Conflict ◽  
Work Family

As both paid and unpaid work were disrupted during the COVID-19 crisis, the two roles that working custodial single fathers occupy—breadwinners and caregivers—have intensified significantly. Using two independent sets of interviews, this study examines how custodial single fathers navigated work and caregiving responsibilities prior to COVID-19 and compares them to the experiences of single fathers interviewed during the pandemic. The findings are organized into three key themes. First, men with white-collar jobs experienced less work-family conflict than men with blue-collar jobs. The COVID-19 crisis further widened this divide as lack of flexibility put men with blue-collar jobs in a precarious position in the labor market. Second, the way single fathers arranged childcare varied with the availability of extended family and the coparenting relationship with the child(ren)’s mother. The pandemic significantly complicated these arrangements by removing men’s access to extended family and intensifying already conflicted coparenting relationships. Finally, prior to the pandemic, many single fathers struggled with lack of leisure time and diminished social support networks that shrunk with their initial break from their child(ren)’s mother. The resulting feelings of fatigue and loneliness seeped into men’s psychological well-being. COVID-19 and related social distancing measures further exacerbated single fathers’ isolation.

Validation of the Chinese Version of the Multidimensional Workaholism Scale

2021 ◽  
pp. 106907272199427
Author(s):  
Yan Xu ◽  
Chaoping Li
Keyword(s):  
Factor Analysis ◽  
Reliability And Validity ◽  
Well Being ◽  
Chinese Version ◽  
Full Time ◽  
Work Family Conflict ◽  
Working Adults ◽  
Work Family ◽  
The Individual ◽  
Two Stages

The aim of this study was to translate the Multidimensional Workaholism Scale (MWS) into Chinese and then test its reliability and validity among full-time Chinese employees in two stages. In Study 1 ( N = 220), the MWS was translated and exploratory factor analysis was conducted resulting in a four-factor solution consistent with the original MWS: motivational, cognitive, emotional, and behavioral. In Study 2 ( N = 425), confirmatory factor analysis showed that a four-factor, bifactor model was the best fit for the data. Configural, metric, and scalar invariance models were tested which demonstrated that the Chinese version of the MWS did not differ across gender, age, and job position groups. Finally, workaholism and engagement were related and distinct from one another, and they correlated with emotional exhaustion, work-family conflict and life well-being uniquely. This study indicated that the Chinese version of the MWS is a valid and reliable tool for Chinese employees, and this has important practical implications for the individual health and career development of Chinese working adults.

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