scholarly journals Burnout, inter-role conflicts, and job performance among bankers who have children during social isolation

2021 ◽  
Vol 16 (4) ◽  
pp. 137-148
Author(s):  
Hai Ninh Nguyen
Keyword(s):  
Job Performance ◽  
Social Isolation ◽  
Organizational Support ◽  
Work Productivity ◽  
Job Stressors ◽  
Role Conflicts ◽  
Work From Home ◽  
Family Balance ◽  
Rapid Spread ◽  
Work Family

Social isolation is a globally accepted policy of governments worldwide to halt the rapid spread of coronavirus in the community. As a result, all banks must be closed, and bank officers must work from home through the Internet instead of at their offices. Hence, stressors and conflicts wreak havoc on bank officers’ mental health and work productivity. This study focused on determining the influence of burnout and inter-role conflicts on the working performance of bankers who have got children. An online structured questionnaire was utilized to survey 326 bankers throughout the nation. The PLS-SEM and Smart PLS were adopted to analyze and test hypotheses. The findings corroborated the harmful effects of burnout and inter-role conflicts on the job performance of bankers who have got children. Three variables were determined to positively affect burnout, such as occupational stress, parenting stress, and inter-role conflicts, whereas the role ambiguity and role overload sparked the inter-role conflicts of bankers. This study recommended four practical suggestions for both bankers and banks’ policymakers, including: achieving work-family balance is a challenging task; the need to implement more robust organizational support policies to remove the burden and job-stressors; the administrative workload should be reduced and cut off; and bankers individually should get familiar with saying “No” to the unimportant and taking care of themselves during pandemic isolation.

Organizational Support Factors and Work–Family Outcomes: Exploring Gender Differences

2015 ◽  
Vol 38 (11) ◽  
pp. 1520-1545 ◽  
Author(s):  
Malissa A. Clark ◽  
Cort W. Rudolph ◽  
Ludmila Zhdanova ◽  
Jesse S. Michel ◽  
Boris B. Baltes
Keyword(s):  
Gender Differences ◽  
Family Support ◽  
Organizational Support ◽  
Intent To Quit ◽  
Men And Women ◽  
Family Outcomes ◽  
Working Adults ◽  
Family Balance ◽  
Work Family ◽  
The Relationship

The present study examines the relationship between a variety of organizational support factors and work–family outcomes, as well as gender differences in these relationships. A random sample of 229 working adults completed phone surveys, and multiple regression analysis was used to test the proposed relationships. Results showed that certain types of support may differentially benefit women and men, highlighting the value of having a supervisor and organization supportive of work–family balance. For example, having a supportive work–family supervisor was related to lower negative work–family spillover and intent to quit for women, and higher job satisfaction for men. Telecommuting use, on the other hand, was more beneficial for men than women in our sample. Given these findings, organizations should be aware that certain forms of support—particularly supervisor work–family support—may benefit men and women through different mechanisms.

scholarly journals Analysis of HR Management and Organizational Support in Maintaining Employee Well-Being and Performance When Working from Home During COVID-19

2021 ◽  
Author(s):  
Dediek Tri Kurniawan ◽  
. Sopiah ◽  
Lohana Juariyah ◽  
Afwan Hariri Agus Prohimi ◽  
Muhammad Syukri Salleh
Keyword(s):  
Job Performance ◽  
Organizational Support ◽  
Large Scale ◽  
Employee Performance ◽  
Well Being ◽  
Airport Management ◽  
Face To Face ◽  
Hr Practices ◽  
Work From Home ◽  
And Performance

he COVID-19 pandemic has paralyzed the economy in many countries. The Indonesian government decided to implement large-scale social restrictions to handle COVID-19. This policy encouraged various activities to be carried out at home. Some companies decided to encourage their employees to work from home (WFH). This study aimed to explore HR policies during the COVID-19 pandemic in maintaining employee performance in airport-management companies. This research used online questionnaires to reduce face-to-face interaction and was assisted by the HR departments in the companies. This research confirmed that HR practices and perceived organizational support positively influenced job performance. This study could not show the role of employee well-being as a mediator, which is related to HR practices and POS not having been proven to affect employee well-being. In addition, the results did not show that employee well-being affects job performance. Keywords: Maintaining Employee, Organizational Support, Performance, HR Policies, Work From Home

Perceived organizational support in public and nonprofit organizations: Systematic review and directions for future research

2021 ◽  
pp. 002085232110338
Author(s):  
Palina Prysmakova ◽  
Nicole Lallatin
Keyword(s):  
Nonprofit Organizations ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Meta Analysis ◽  
Well Being ◽  
Individual Growth ◽  
Future Research ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

A qualitative meta-analysis of 57 studies (1987–2018) on perceived organizational support in public and nonprofit administrative contexts in various parts of the world revealed 70 related variables within 16 categories. While most reviewed studies sampled employees of the US, the UK, and Iran, in terms of geography, research on the perceived organizational support of public and nonprofit services has been constantly spreading and has been revealing similar findings across countries. While the article questions the generalizability of some findings due to the overreliance on small convenience samples from educational, health, and social work facilities, it supports the generalizability of many found associations even though they happen in various international, organizational, and institutional settings. In particular, in public-serving contexts, perceived organizational support exhibits stable and positive relationships with commitment, intent to stay, motivation, satisfaction derived from job and tasks, well-being, empowerment, reduced stress, work–family balance, and individual growth. Meanwhile, the positive perceptions of support link negatively to unionization and reveal no consistent patterns regarding demographics. The article invites scholars to explore public and nonprofit contexts further, and to test previously overlooked associations like those with leadership type, reward expectancy, public service motivation, and withdrawal activities. Points for practitioners Perceived organizational support should be cultivated in public and nonprofit contexts, as it improves employees’ commitment, motivation, satisfaction, and well-being, and reduces stress. Perceived organizational support might matter for retention more than the content of a job. Employees who feel supported demonstrate better work–family balance and positively perceive many aspects of their organizations. Promoting perceived organizational support helps when intensive workloads and high levels of stress are inadequately compensated. Perceived organizational support can mitigate employees’ burnout caused by the emotional labor of service provision.

Emotional intelligence and job performance: The mediating role of work-family balance

2016 ◽  
Vol 157 (3) ◽  
pp. 322-337 ◽  
Author(s):  
Laurence G. Weinzimmer ◽  
Heidi M. Baumann ◽  
Daniel P. Gullifor ◽  
Veronika Koubova
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Mediating Role ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

scholarly journals Influence of Working From Home During the COVID-19 Crisis and HR Practitioner Response

2021 ◽  
Vol 12 ◽  
Author(s):  
Zhisheng Chen
Keyword(s):  
Strategic Human Resource Management ◽  
Work Patterns ◽  
Work From Home ◽  
Working From Home ◽  
Family Balance ◽  
Company Culture ◽  
Traditional Work ◽  
Skill Improvement ◽  
Work Family ◽  
The Impact

The pandemic has changed the way people work, and more and more people are choosing to work from home (WFH). Unlike traditional work patterns, this approach has limitations and has had a significant impact on both organizations and individuals. It also brings many challenges to the work of HR practitioners. HR practitioners, as key players in strategic human resource management, need to take advantage of management innovations under the crisis to improve employees’ work flexibility and effectively address the impact of working from home. This study aims to address the need for employee skill improvement, psychological stress relief, work-family balance, and company culture reinforcement from an HRM perspective because of the impact of WFH work patterns during the COVID-19 crisis.

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