scholarly journals Daily Smartphone Use for Work and Its Effect on Work-Life Conflict among Integrators

2019 ◽  
Vol 5 (2) ◽  
pp. 1-13
Author(s):  
Sheilla Lim Omar Lim
Keyword(s):  
Role Theory ◽  
Work Life ◽  
Work Hours ◽  
Diary Study ◽  
Multilevel Regression ◽  
Daily Diary Study ◽  
Integrate Work ◽  
Smartphone Use ◽  
The Impact ◽  
Work Life Conflict

  This daily diary study investigates the effects of daily smartphone use for work during off-work hours on work-life conflict. Drawing on role theory which supports the notion that segmentation is a boundary management strategy, the moderating effect of individual’s segmentation preference is proposed. Results of multilevel regression analyses showed that smartphone use for work was positively related to work-life conflict. The result also shows that the preference to integrate work and personal life rather than separate these domains strengthened the relation between smartphone use for work and work-life conflict. The results of this study may help human resource practitioners to better understand the impact of staying connected to work during off-work hours.   Keywords: Daily smartphone use; Work-life conflict; Segmentation preference; Diary study

scholarly journals An exploratory assessment of callings: the importance of specialization

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Christopher Paul Cain ◽  
Lisa Nicole Cain ◽  
James A. Busser ◽  
Hee Jung (Annette) Kang
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Role Theory ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Golf Course ◽  
Life Balance ◽  
Content Type ◽  
The Impact

PurposeThis study sought to understand how having a calling influenced engagement, work–life balance and career satisfaction for Professional Golfers Association of America (PGA) and Golf Course Superintendent of America (GCSA) professionals.Design/methodology/approachA conceptual model was used to examine callings among golf course supervisors and its impact on their engagement, work–life balance and career satisfaction. This study also explored the moderation effect of employees’ generalized or specialized role on the calling–engagement relationship. Surveys were collected from a single golf management company and partial least squares structural equation modeling (PLS-SEM) was used for data analysis.FindingsThe results revealed significant relationships among all of the variables, with the exception of the impact of having a calling on work–life balance. Additionally, the more having a calling increased, the more important it was for supervisors to have specialized roles to increase their engagement.Originality/valueThis study identifies important differences in factors that promote career satisfaction for golf course supervisors and extends current understanding of role theory.

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

Work‐life balancing strategies used by women managers in British “modern” universities

2007 ◽  
Vol 26 (1) ◽  
pp. 6-17 ◽  
Author(s):  
Diana Woodward
Keyword(s):  
Higher Education ◽  
Role Models ◽  
Women Managers ◽  
Working Hours ◽  
Work Life ◽  
Policy Implications ◽  
Content Type ◽  
Integrate Work ◽  
The Uk ◽  
The Impact

PurposeThe “work‐life balance” literature is mainly concerned with the provision and up‐take of flexible employment patterns. The purpose of this qualitative study of women managers' coping strategies for reconciling work with their other roles and responsibilities is to provide a complementary perspective.Design/methodology/approachSemi‐structured extended interviews were carried out with 16 women managers of academic or “support” departments in eight UK post‐1992 universities, about their working practices and how they sought to integrate work with other parts of their lives.FindingsThese women reported high workloads, requiring long working hours, which consumed time and energy otherwise available for other relationships and commitments and their own leisure. Various strategies were adopted to manage the situation, including establishing rigid boundaries between work and non‐work, and shifting these boundaries in favour of work when necessary. Temporal, spatial and symbolic distinctions were used to contain work. Women without dependent children were more likely to be able to redefine boundaries when necessary to favour work.Research limitations/implicationsAs a small and possibly unrepresentative sample of UK women managers in higher education, the study could usefully be extended through comparisons with male peers, and with women managers in other sectors. (It is the preliminary phase of a comparative study of women employed in universities in the UK and Japan.) However, the findings broadly replicate other studies.Practical implicationsThere are policy implications for universities, which need feedback from staff about the impact of equal opportunities initiatives to inform further progress.Originality/valueThis study provides qualitative information on women working in non‐traditional key posts in higher education, who are well‐placed to challenge organisational cultures and act as role models.

scholarly journals Work-Life Conflict and Organizational Commitment: A Study Of Female Faculty In Higher Education

2019 ◽  
Vol 19 (1) ◽  
pp. 197-216
Author(s):  
Sobia Shujaat ◽  
Iram Tahir ◽  
Akhtar Baloch
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Private Universities ◽  
Target Population ◽  
Work Life ◽  
Female Faculty ◽  
Chi Square ◽  
Chi Square Test ◽  
The Impact ◽  
Work Life Conflict

This study was conducted to discover the impact of work-life conflict on organizational commitment of female faculty at private universities in Karachi, Pakistan. To test association between the two variables, correlation was used. The results were further corroborated by the use of contingency table. The target population was permanently employed female faculty of private universities. The study was done through interviews and questionnaire survey. The method employed for this purpose wast-test of correlation and chi-square test of association. The study revealed that faculty members at private universities in Karachi had time-based conflict but they did not have strain-based and behaviour-based Conflict. The female faculty were committed to their organizations and the affective commitment showed higher result than continuance and normative commitment. The study reveals that there exists a weak association between two critical variables i.e. work-life conflicts and organizational commitment.

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