scholarly journals Breach of employer obligation and employee well-being during COVID-19 unlock phase

2021 ◽  
pp. 1-15
Author(s):  
Anushree Karani ◽  
Revati Deshpande ◽  
Mitesh Jayswal ◽  
Payal Trivedi
Keyword(s):  
Psychological Distress ◽  
Structural Equation ◽  
Well Being ◽  
Family Satisfaction ◽  
Equation Model ◽  
Snowball Sampling ◽  
Family Work ◽  
Unmet Expectations ◽  
Work Conflict ◽  
Family Work Conflict

BACKGROUND: The current study explored the relationship between breach of employer obligations, family-work conflict, psychological distress and well-being during Covid-19 unlock phase. OBJECTIVE: The study aimed to understand the breach of how the breach of employer obligation lead to decreased well-being through the family-work conflict and psychological distress during the covid-19 unlock phase. METHODS: The data was collected through structured questionnaire via Google doc from 397 employees across the industries. Snowball sampling was adopted, and SmartPLS 3.0 was used for the structural equation model. RESULTS: Breach of employer obligations are positively affecting family-work conflict. Further, family-work conflict increases the psychological distress, and psychological distress decreases the well-being (life satisfaction and family satisfaction) of the employees. CONCLUSION: The novel contribution of the study is integrating SET, COR and SIP theory during the pandemic situation. The results highlighted meticulous empirical evidence which answers the question of how the unmet expectations cause a detrimental effect on the employees as well as the organizations in this Covid-19 pandemic situation.

Work-life balance and psychological distress: A structural equation modeling approach

2021 ◽  
pp. 1-15
Author(s):  
Anushree Karani ◽  
Revati Deshpande ◽  
Mitesh Jayswal ◽  
Rasananda Panda
Keyword(s):  
Psychological Distress ◽  
Structural Equation ◽  
Banking Sector ◽  
Family Satisfaction ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Life Balance ◽  
Family Work ◽  
Work Conflict

BACKGROUND: This paper explored the factors that constitute work-life balance, i.e. work-family conflict, family-work conflict, job satisfaction, family satisfaction, life satisfaction, work autonomy, work overload and its impact on psychological distress. OBJECTIVE: The current study aimed to understand the relationship between work-life balance and psychological distress. METHODS: Current study has adopted a quantitative approach, and cross-sectional research design has been used with snowball sampling technique. The sample size consists of 400 employees from the banking sector. SmartPLS3.1 has been used for structural equation modeling to give empirical findings from the responses collected. RESULTS: The current study has checked the direct relationship between work-life balance (WLB) factors and psychological distress. Out of seven variables, psychological distress was explained by three variables, namely; family satisfaction, family-work conflict and work overload. CONCLUSION: The study contributes to the existing literature by analyzing the impact factors of work-life balance on psychological distress among banking Sector employees. It also provides empirical evidence to the HR managers in formulating effective HR policy to sustain employees and make their personal and professional lives better.

Impact of psychological contract fulfillment on well-being through the mediation of psychological distress: unveiling the evidences from banking sector

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anushree M. Karani ◽  
Revati Chandrashekhar Deshpande ◽  
Mitesh Jayswal
Keyword(s):  
Psychological Distress ◽  
Psychological Contract ◽  
Structural Equation ◽  
Banking Sector ◽  
Sampling Technique ◽  
Well Being ◽  
Family Satisfaction ◽  
Snowball Sampling ◽  
Cross Sectional ◽  
Content Type

Purpose This paper aims to explore the content of the psychological contract (PC), i.e. work-family conflict (WFC), family-work conflict (FWC), work overload (WO) and work autonomy (WA) and its impact on well-being (WB), i.e. job satisfaction (JS), family satisfaction (FS), life satisfaction (LS), through the mediation of psychological distress (PD). Design/methodology/approach The current study has adopted a quantitative approach and a cross-sectional research design with a snowball sampling technique. The sample size consists of 400 employees from the banking sector. SPSS and AMOS 20v has been used for structural equation modelling to give empirical findings from the responses collected. Findings The current study has checked the relationship between PC and WB through the mediation analysis of PD. WA was not affecting the WB of banking employees. The study found that there was partial mediation. It was also proven that the lower the breach of PC lower the PD, and the higher the WB. Originality/value The current study has tried to explain the content of PC among the employees of the banking sector and how that is associated with WB. There was limited work from which showcase the WFC, FWC and WO from the view of PC theory, and it affects different WB, i.e. JS, LS and FS.

scholarly journals The effects of positive spillover and work-family conflict on female academics’ psychological well-being

2019 ◽  
Vol 4 (2) ◽  
pp. 129
Author(s):  
Syarifah Farradinna ◽  
Fatimah Wati Halim ◽  
Wan Shahrazad Wan Sulaiman
Keyword(s):  
Multiple Regression ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Well Being ◽  
Psychological Well Being ◽  
Family Work ◽  
Work Conflict ◽  
Positive Spillover ◽  
Work Family ◽  
Family Work Conflict

<p>The issue of married women who work as academic lecturers is important to be studied. They are demanded to preserve their independence and increase intellectuality which then may decrease when they have children. This study aimed to examine whether positive spillover can reduce work-family or family-work conflict so as to improve psychological well-being. The subjects, who were screened with a random sampling technique, were 429 female lecturers working in universities in Riau.  Data were analyzed using descriptive analysis and multiple regression. The result showed that respondents have low psychological well-being and better family-work positive spillover. Multiple regression analysis showed that family-work positive spillover and family-work conflict simultaneously influenced psychological well-being. Therefore, it can be concluded that female lecturers prioritize completing home tasks over others, which reduces their psychological well-being at the workplace.</p>

Acquired and Persistent Eldercare Demands: Impact on Worker Well-Being

2019 ◽  
Vol 39 (4) ◽  
pp. 357-367
Author(s):  
Alicia G. Dugan ◽  
Janet L. Barnes-Farrell ◽  
Richard H. Fortinsky ◽  
Martin G. Cherniack
Keyword(s):  
Chronic Stress ◽  
Work Stress ◽  
Acute Stress ◽  
Well Being ◽  
Manufacturing Companies ◽  
Family Work ◽  
Tailored Interventions ◽  
Work Conflict ◽  
Life Roles ◽  
Family Work Conflict

Eldercare demands (ECD) may result in stress when finite resources needed to fulfill life roles (i.e., family, work) become scarce. ECD may be acquired, continue over time, or be relinquished. They thus may represent acute stress (immediate, severe) or chronic stress (persistent, milder). Workers at six U.S. manufacturing companies completed surveys ( N = 520). ECD were operationalized as providing assistance to an adult aged 65+ years due to disability or illness. Workers were categorized into four ECD groups (persistent, relinquished, acquired, and none), and we examined the ECD groups’ association with person-centric and work-centric outcomes. Respondents with acquired ECD had worse mental health and greater depressive symptoms than those with none, and those with persistent ECD had greater work stress and family–work conflict than those with none. Findings suggesting that acute stress is more related to person-centric outcomes and chronic stress is more related to work-centric outcomes could inform development of tailored interventions.

Parent and Child Experiences of Parental Work–Family Conflict and Satisfaction with Work and Family

2020 ◽  
Vol 41 (9) ◽  
pp. 1649-1673
Author(s):  
Mary Claire Morr Loftus ◽  
Veronica A. Droser
Keyword(s):  
Family Conflict ◽  
Family Satisfaction ◽  
Work And Family ◽  
Three Dimensions ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Behavior Based ◽  
Work Family ◽  
Family Work Conflict

This study examined the relationship between parent and young adult child perceptions of parental work–family conflict and work and family satisfaction. Data were collected from 112 parent–child dyads, and children perceived parents to experience significantly more strain-based work–family conflict than parents reported. Parent and child did not differ in ratings of five other dimensions of parent’s work–family and family–work conflict. Parent and child ratings of the parent’s experience of all three dimensions of work–family conflict and one of three dimensions of family–work conflict were positively correlated. Four actor–partner interdependence models using multilevel modeling tested dyadic effects of work–family or family–work conflict on work or family satisfaction. Negative actor effects were found for behavior-based work–family and family–work conflict and for strain-based family–work conflict on family satisfaction. Negative actor effects existed for behavior-based work–family and family–work conflict on work satisfaction, and behavior-based work–family conflict also had a negative partner effect on work satisfaction.

scholarly journals Community Demands and Resources and Work-Family Conflict: Case Study in Kuching Sarawak

2014 ◽  
Author(s):  
Zaiton Hassan ◽  
Nor Afiza Hasnan ◽  
Surena Sabil
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Work Family Conflict ◽  
Public And Private ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Most studies on work-life balance only examine work and family domains. While work is the only role in its domain, life consists of many aspects besides family. However, research on other roles is still very limited. This study examines the influence of community (neighbour, neighbourhood, relatives, friends), and participation in Non-Government Organisations (NGOs), demands, and resources on work-family conflict (WFC) and family-work conflict (FWC). Questionnaires were distributed to 506 employees from six public and private organisations in Kuching, Sarawak. Data were analysed using the Structural Equation Modelling (SEM) using AMOS Version 20. The findings showed that WFC was negatively related with demands from neighbours, relatives, and friends; and positively related with demands from participating in NGOs and resources from neighbours. FWC was negatively related with demands from neighbours, relatives, and friends; and positively related with resources from neighbours and relatives. This study provided evidence that community domain influences the WFC and FWC. Thus, organisations should consider the community domain in formulating strategies to minimise WFC and FWC experienced by the employees.   Keywords: Work-family conflict, family-work conflict, community demands, and resources.

Does organisational support moderate the relationships between work-family/ family-work conflict and well-being of private university academicians

2020 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Adedeji Babatunji Samuel ◽  
Iqbal Hossain Moral ◽  
Mohammad Jamal Uddin ◽  
Md. Saidur Rahaman ◽  
Mohammad Mizanur Rahman
Keyword(s):  
Private University ◽  
Well Being ◽  
Family Work ◽  
Organisational Support ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Effect of Work Conflict, Work Involvement, and Family Work Conflict on Turnover Intentions and Intention to Move Through Job Satisfaction as a Moderation

2020 ◽  
Vol 2 (2) ◽  
pp. 41-53
Author(s):  
M. Al Musadieq
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Family Satisfaction ◽  
Primary Data ◽  
Equation Modeling ◽  
Family Work ◽  
Work Involvement ◽  
Work Conflict ◽  
Intention To Move ◽  
Family Work Conflict

This study aims to determine the effect of work conflict, work involvement, and family work conflict on turnover intentions and intention to move through job satisfaction as a moderating variable. This research uses quantitative research methods with 150 samples. The sampling technique uses nonprobability sampling. The type of data is primary data by distributing questionnaires. The analytical tool used is structural equation modeling (SEM). The findings of this study are that work conflict, work involvement, and family work conflict empirically have a significant effect on turnover intentions and intention to move through family satisfaction. The authenticity of this study is the use of job satisfaction variables that moderate the influence of work conflict, work involvement, and family work conflict empirically on turnover intentions and intention to move.

Path to Well-being: Moderated Mediation Model of Perfectionism, Family–Work Conflict, and Gender

2020 ◽  
pp. 0192513X2095704
Author(s):  
Ozge Tayfur Ekmekci ◽  
Selin Metin Camgoz ◽  
Pinar Bayhan Karapinar
Keyword(s):  
Well Being ◽  
Moderated Mediation ◽  
Family Work ◽  
Mediation Analyses ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Work Conflict ◽  
Maladaptive Perfectionism ◽  
And Gender ◽  
Family Work Conflict

The purpose of this article is twofold. First, it aims to investigate the mediating role of family–work conflict (FWC) on the relationship between the dimensions of perfectionism (adaptive vs. maladaptive) and well-being, and second, it aims to explore whether gender moderates this mediated relationship. Data are gathered from 238 dual working and married employees working in different sectors. The moderated mediation analyses are conducted using PROCESS macro developed by Hayes and Preacher (2013). The findings reveal that FWC plays a critical mediating role in transmitting the effects of maladaptive perfectionism to well-being. Regarding it the moderated relationship, we find that the positive relationship between maladaptive perfectionism and FWC is stronger for men than it is for women. However, the effect of adaptive perfectionism on FWC is found to be stronger for women compared to that for men. We discuss these findings in relation to gender roles and FWC policies and research.

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