scholarly journals The Association of Job and Family Resources and Demands with Life Satisfaction through Work–Family Balance: A Longitudinal Study among Italian Schoolteachers during the COVID-19 Pandemic

2021 ◽  
Vol 11 (10) ◽  
pp. 136
Author(s):  
Alfonso Landolfi ◽  
Massimiliano Barattucci ◽  
Assunta De Rosa ◽  
Alessandro Lo Presti
Keyword(s):  
Life Satisfaction ◽  
Family Support ◽  
Structural Equation ◽  
Supervisor Support ◽  
Work And Family ◽  
Job Control ◽  
Equation Modeling ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

Successfully balancing between work and family domains represents a major issue to both employees and employers, especially during COVID-19 pandemic times during which employees are often forced to work from a distance and turn to home-schooling. An occupational group particularly affected by work changes due to COVID-19 pandemic restrictions is represented by schoolteachers. We aimed at examining the associations between some job-related and family-related antecedents on the one hand and, on the other, life satisfaction as an outcome, including work–family balance as a mediator. A total of 357 Italian teachers completed a questionnaire at two different times: job control, coworkers support, supervisor support, workload, family support, and family workload were assessed at Time 1; and work–family balance and life satisfaction were assessed at Time 2. Both data collections were performed during the COVID-19 pandemic. The hypothesized direct and indirect relationships were tested by utilizing structural equation modeling. Significant and positive indirect effects of focal predictors towards life satisfaction through work–family balance were found for job control, supervisor support, and family support. The paper contributed to the literature by testing Grzywacz and Carlson’s theoretical conceptualization of work–family balance and by attempting to delineate its repertoire of potential antecedents among schoolteachers. From a practical point of view, the present study emphasizes the crucial role that certain job antecedents and family antecedents play in promoting teachers’ work–family balance and life satisfaction.

scholarly journals The Long Arm of an Unsupportive Work-Family Culture in Work Organizations: Crossover to the Partner’s Work-Family Balance Satisfaction in Dual-Earner Couples

2021 ◽  
Author(s):  
Janine Bernhardt ◽  
Mareike Bünning
Keyword(s):  
Emotional Support ◽  
Structural Equation ◽  
Multivariate Regression Analysis ◽  
Work And Family ◽  
The Other ◽  
Family Culture ◽  
Dual Earner ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

AbstractThis study analyzes how an unsupportive organizational work-family culture experienced by one employed parent at work can cross over to their partner and reduce the latter’s satisfaction with work-family balance (WFBS). Workplace cultures that are structured around the “ideal worker” norm have enormous and often detrimental impacts on parents’ abilities to manage work and family roles. Drawing on crossover theory, we argue that these kinds of unsupportive work-family cultures have adverse consequences, not only for working parents but also for their partners. We hypothesize that if one partner experiences an unsupportive work-family culture, they can provide less instrumental and emotional support to the other partner, which reduces the other partner’s WFBS. We use a unique dataset of 556 dual-earner couples with young children surveyed in Germany in 2015 and perform multivariate regression analysis and structural equation modelling. We find robust evidence that mothers were less satisfied with work-family balance if fathers reported an unsupportive work-family culture in their organization. There was only weak evidence, however, for crossover between an unsupportive work-family culture at the mother’s workplace and the father’s WFBS. Mediation analysis suggests that these associations were transmitted in part through reduced emotional support, whereas instrumental support did not appear to play a role. The findings lend support to the argument that an unsupportive work-family culture in one parent’s workplace reduces the emotional support they provide to their partner, which reduces the partner’s WFBS.

scholarly journals When Satisfaction with Work-family Balance Pays

2016 ◽  
Vol 9 (11) ◽  
pp. 178 ◽  
Author(s):  
Sowon Kim ◽  
Mireia Las Heras ◽  
Pablo Escribano
Keyword(s):  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Family Balance ◽  
Family Friendly ◽  
Supportive Environments ◽  
Work Family Balance ◽  
Work Family ◽  
Family Supportive Supervisor Behaviors ◽  
Practical Implications

<p>This study examines the mechanism through which family supportive environments in organizations (i.e. family supportive supervisor behaviors and work-family friendly culture) relate to turnover intentions. In a sample of 340 individuals, analysis using structural equation modeling showed that satisfaction with work-family balance mediates the relation between family supportive environments in organizations and turnover intentions. Thus, family supportive environments in organizations facilitate greater satisfaction with work-family experiences, which, in turn, relates with lower intentions to leave the company. We discuss research and practical implications of this study.</p>

scholarly journals Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing

2021 ◽  
Vol 13 (13) ◽  
pp. 7339
Author(s):  
Vânia Sofia Carvalho ◽  
Alda Santos ◽  
Maria Teresa Ribeiro ◽  
Maria José Chambel
Keyword(s):  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Boundary Violations ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Using Data ◽  
The Relationship

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

Consequences of Submissive Loyalty Corporations: An Empirical Analysis of Korean Female Employees’ Perception

2019 ◽  
Vol 34 (2) ◽  
pp. 51-74
Author(s):  
Kim Hwayeon ◽  
Nam Taewoo
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Office Work ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Overtime Work ◽  
Female Employees ◽  
Work Family

The number of female employees in the Korean workforce has risen. However, the Korean corporate climate, characterized by collectivism, hierarchism, and senior and masculine privilege, leads them to experience worklife conflict and even halt their careers. This climate stems from a social and organizational culture deeply rooted in traditional Confucianism. In Korea, where housework and childcare have long been considered the province of women, female employees find it more difficult to balance office work and family life. The Korean corporate climate welcomes overtime work, and women who work outside the home must juggle this and family responsibilities. We conceptualize behavior such as acquiescing to overtime work as submissive loyalty and elucidate work-family conflict and decreasing job and life satisfaction as consequences thereof. The analysis, based on a structural equation model, revealed that submissive loyalty increases work-family conflict, which decreases job and life satisfaction.

Work–family interface: Effect of enrichment and conflict on job performance of Korean workers

2012 ◽  
Vol 18 (3) ◽  
pp. 383-397 ◽  
Author(s):  
Doo Hun Lim ◽  
Ji Hoon Song ◽  
Myungweon Choi
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Cultural Context ◽  
Structural Equation ◽  
Work Performance ◽  
Organizational Context ◽  
Well Being ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family

AbstractMany studies conducted in Western societies indicated that work–family enrichment (WFE) and conflict influence employees' work performance positively and/or negatively. However, few studies have been conducted in collectivist, rapidly growing societies like Korea. The purpose of this study was to identify the extent to which those work–family interface variables influence the work performance of employees within the Korean organizational context. We performed forward and backward translation procedure to develop the Korean language versions of the WFE scale, work–family conflict (WFC) scale, and other scales assessing life satisfaction and job performance. Data were collected from a sample of 425 workers from various for-profit firms and universities in Korea. For data analysis, basic descriptive analyses, item reliability and construct validity tests, and a two-step structural equation modeling (SEM) approach were employed to identify influential relationships among WFE/WFC, life satisfaction, and job performance. Results indicated that WFE was a significant factor influencing Korean workers' life satisfaction (WLS) and job performance, whereas WFC was not. Implications of the study findings, including the strategies for improving employee well-being within the Korean cultural context, were presented.

A meta-analytic model on the role of organizational support in work-family conflict and employee satisfaction

2020 ◽  
Vol 13 (12) ◽  
pp. 3767-3786
Author(s):  
Xinyuan (Roy) Zhao ◽  
Jiale Wang ◽  
Rob Law ◽  
Xinping Fan
Keyword(s):  
Life Satisfaction ◽  
Organizational Support ◽  
Family Conflict ◽  
Structural Equation ◽  
Critical Role ◽  
Theoretical Development ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose This study aims to illustrate how organizational support can reduce work-family conflict (WFC) and improve job/life satisfaction by synthesizing the empirical findings among hospitality employees. Design/methodology/approach Previous empirical papers were searched through tourism and hospitality journals and 54 studies were ultimately selected. The correlation coefficients were coded and examined through meta-analysis, after which they were used to test the hypothesized model via meta-analytic structural equation modeling. Findings Findings demonstrated that organizational support plays a critical role in helping employees release WFC and improve life satisfaction but not job satisfaction. The number of children is a salient factor at the individual level on predicting WFC, whereas gender relates only to life satisfaction. The asymmetric permeable roles of WFC dimensions among work, family and life domains were also shown. Practical implications The findings can help hospitality managers be aware of the critical roles of organizational support in assisting employees to handle WFC and improve job and life satisfaction. Originality/value The relationships among organizational support, WFC and job/life satisfaction of frontline employees have been examined for the first time via meta-analytic SEM. In this manner, previous consistent and inconsistent findings can be synthesized for future theoretical development.

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.

Enhancing Work—Family Balance Research in Family Businesses

2009 ◽  
Vol 22 (3) ◽  
pp. 235-238 ◽  
Author(s):  
Kathryn Stafford ◽  
Michael J. Tews
Keyword(s):  
Family Business ◽  
Work And Family ◽  
Family Businesses ◽  
Interdisciplinary Teams ◽  
Family Research ◽  
Business Context ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Integrate Research

Rothausen thoroughly reviews the literature on work—family balance in traditional workplaces and provides a useful framework for determining a healthy balance between work and family in a family business context. This article addresses Rothausen’s contributions to enhancing work—family research in family businesses, and it specifies areas for further research using a fit model. Work family scholars have the potential to integrate research in economics, sociology, and psychology and so help form interdisciplinary teams to conduct research on family businesses.

Perceived organizational support and employee well-being

2018 ◽  
Vol 12 (2) ◽  
pp. 469-484 ◽  
Author(s):  
Mashal Ahmed Wattoo ◽  
Shuming Zhao ◽  
Meng Xi
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Work And Family ◽  
Equation Modeling ◽  
Family Responsibilities ◽  
Content Type ◽  
Work Family ◽  
The Impact

Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit. Findings Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being. Originality/value Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

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