scholarly journals Employees Aren’t Factory Slaves: Factors Determining Work Demand and Implications for HRM Practices

2019 ◽  
Vol 10 (3) ◽  
pp. 147
Author(s):  
Navaneethakrishnan Kengatharan
Keyword(s):  
Cultural Context ◽  
Banking Sector ◽  
Working Hours ◽  
Conservation Of Resources ◽  
Work Demand ◽  
Hrm Practices ◽  
Women In The Workplace ◽  
Survey Strategy ◽  
Gender Based ◽  
Work Family

Although a plethora of studies on factors determining work demand have been investigated in the West, the Western findings cannot be directly applied to another cultural context and there is still rather constraint studies in collectivist cultural nations. Drawing on the conservation of resources theory and Hofstede’s cultural framework, the present study aims to fill a lacuna by identifying factors determining work demand in a collectivist cultural context. Anchored in ontological and epistemological assumptions, the study employed hypothetic-deductive approach with a survey strategy. Data were garnered from randomly selected 569 employees working in the banking sector with the aid of a self-administrated questionnaire. The results disclose that males work longer hours and experience greater work demand than females. The study further reveals the predictors of work demand: working hours had shown the largest impact, followed by tenure, gender, income, formal work-life policies and supervisory status. The present study questioned the worthiness of the equal policies for both men and women in the workplace and emphasised the needs for gender-based HR policies. On balance, the study pushes back the frontiers of work-family literature and becomes a springboard to future scholarly works.

scholarly journals An Analysis of the Bank Employees Domains of Occupational Stress with Reference to Kottayam District, Kerala

2018 ◽  
Vol 7 (3.6) ◽  
pp. 164
Author(s):  
Renji Issac ◽  
V Krishnaveni
Keyword(s):  
Occupational Stress ◽  
Peer Relations ◽  
Role Ambiguity ◽  
Banking Sector ◽  
Working Hours ◽  
Role Expectation ◽  
Life Itself ◽  
Bank Employees ◽  
Gender Based ◽  
Level Of Significance

Occupational stress is a common phenomenon that is pervasive in every industry. The domains of stress, especially in the banking sector, consist of the demand of inter role performance, role stagnation, role expectation, conflict of role, role erosion, role overload, role isolation, personal inadequacy, role ambiguity, role distance and resource inadequacy. The work stress in the banking industry occurs because of the effects on one’s understanding of one’s working atmosphere, strengths, opportunities, potential, threats and limitations, while performing a designated role. A gender based study was conducted among 50 bank employees in Kottayam district, Kerala. The gender was taken as an independent variable and stress id taken a dependent variable for the study. The study analysed turbulence, heavy workload and long working hours that have become the norm in the industry. Different elements of stress led to a decline in personal health, relations with colleagues and dissatisfaction with life itself, which affected efficiency and productivity. The study revealed that both the male and female respondents were affected with overload, responsibility, lack of participation, unreasonable work pressure, poor peer relations, intrinsic impoverishment, low status, strenuous working conditions and poor results. The level of significance(p<.05) and the available scores were more that the significance value, except the values of role ambiguity and role conflict. 

scholarly journals Home is Where the Heart is: Factors Determining Family Demand and Its Implications for HRM Practices

2021 ◽  
Vol 21 (1) ◽  
pp. 153-167
Author(s):  
Navaneethakrishnan Kengatharan
Keyword(s):  
Cultural Context ◽  
Resource Theory ◽  
Cross Sectional ◽  
Household Chores ◽  
Number Of Children ◽  
Hrm Practices ◽  
Family Demands ◽  
Survey Strategy ◽  
And Gender ◽  
Practical Implications

A plethora of studies on family demands that have been investigated in the Western countries are reflective of such cultural contexts limiting its applicability toanother cultural context. The factors determining family demand whereconflict originatesarecountry-culture specific and consequently, anchored in the conservation of resource theory, the present study aims to discoverthe factors making a significant variance in family demand. Strongly based on the ontological and epistemological assumptions, the study adopted a survey strategy with a deductive approach in a cross-sectional time horizon. Data were garnered from 487banking employees with a self–reported questionnaire. The present study reveals that hours spent on household chores, hours spent on childcare, hours spent on dependents, and gender have significantly impacted family demand, nonetheless, formal and informal organisational supportshave alleviated the level of family demand.Remarkably, the study affirms the prevalence dogma of traditional gender role ideology and women’sposition in a collectivist cultural context. Surprisingly, the number of children, number of dependents, marital status and age were not found as predictors of family demand. The findings of the study have proffered many useful practical implications for HRM practices.

scholarly journals WORK-FAMILY CONFLICT AND EMPLOYEE PERFORMANCE IN GHANA’S BANKING SECTOR

2020 ◽  
Vol 8 (9) ◽  
pp. 113-122
Author(s):  
Dorothy A. Morrison ◽  
John Victor Mensah ◽  
Gloria Naa Adorkor Kpakpo ◽  
Claudia Asante
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Banking Sector ◽  
Employee Performance ◽  
Secondary Data ◽  
Working Hours ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Work Family

Studies indicate that in recent times, many working adults have combined family and work roles but they find it difficult to effectively execute their duties. This is due to the fact that these roles are incompatible, and therefore cause work-family conflict which has adverse concerns for both employees and organizations. This study therefore examined effects of work-family conflict on job performance in a selected bank in Ghana. It is a cross-sectional study and it employed the quantitative research method. Simple random and stratified sampling techniques were used to sample 100 respondents and both primary and secondary data were used. The findings revealed that family demand, long working hours and heavy workload were among the reasons for work-family conflict. Flexible time schedule, supervisory support, supportive work environment, and formulation of family friendly policies such as child care services were strategies the bank used to minimise work-family conflict. A significantly negative correlation was established between work-family conflict and job performance showing that high levels of work-family conflict in employees leads to lower job performance. It was recommended that other banks without work-family conflict strategies should emulate the best practices of the study bank to help enhance the performance of their employees.

scholarly journals Flexible, Self-Determined… and Unhealthy? An Empirical Study on Somatic Health Among Crowdworkers

2021 ◽  
Vol 12 ◽  
Author(s):  
Katharina D. Schlicher ◽  
Julian Schulte ◽  
Mareike Reimann ◽  
Günter W. Maier
Keyword(s):  
Age Groups ◽  
Somatic Symptoms ◽  
Working Hours ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Gender And Age ◽  
Atypical Employment ◽  
Work Family ◽  
The One ◽  
High Flexibility

Crowdwork is a new form of digitally enabled work in which organizations assign tasks to an anonymous group of workers via platform intermediaries. For crowdworkers, crowdwork offers both opportunities and risks. On the one side, crowdworkers enjoy high flexibility on when, where, and how much to work. On the other side, risks comparable to other forms of atypical employment arise: no labor regulation, unstable income, and uncertainty about whether enough tasks are available. Regulation of working hours lies within the crowdworkers’ own authority. Also, crowdwork in industrialized nations is often conducted during leisure times as a side-job to some other kind of employment. In accordance with Conservation of Resources Theory, we state that when leisure time gets used up with crowdwork, regeneration cannot occur and health declines. On a sample of N=748 German crowdworkers recruited from four different platform types, we analyzed whether participation in crowdwork is linked to increased somatic symptoms compared to regularly employed personnel. We found that crowdworkers show significantly increased somatic symptoms as compared to a German norm sample, that are stable across different kinds of tasks and platforms, gender, and age groups, and that is statistically due to the extent of participation in crowdwork. Specifically, we found that total work hours per week were not associated with an increase in somatic symptoms, but we did find associations with strain-based work–family conflict and the primary motivation to do crowdwork being to earn money. Consequences for research and labor regulations are discussed.

Employee engagement and the work-family conflict relationship: The role of personal and organisational resources

2019 ◽  
Vol 40 (2) ◽  
pp. 118-138
Author(s):  
Okechukwu Ethelbert Amah
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Empirical Studies ◽  
Hierarchical Regression ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
The World ◽  
Work Family ◽  
Operational Issues

Organisations in Africa face constant challenges on account of internal operational issues, and the economic and political situation on the continent. Hence, organisations in Africa and indeed all over the world are expected to be continuously efficient and effective in the use of scarce resources in order to survive. Accordingly, studies conducted all over the world, including in Africa, have established that high employee engagement is beneficial to organisations, because engaged employees exhibit discretionary behaviour that achieves superior business results. However, some studies suggest that organisations are also faced with the undesirable situation in which highly engaged employees experience high levels of work-family conflict. This relationship has implications for both productivity and ethical aspects, and past empirical studies have been unable to suggest a way out. This study proposes that, on the basis of the conservation of resources model and job demand and resources model, organisational and personal resources could play a major role in resolving the dilemma. Hierarchical regression analysis confirmed that organisational resources, servant leadership and personal resources were able to provide a solution, so that individuals with high values of these resources experienced less work-family conflict. The study also discussed the practical implications of the results for HRM and sustainability HRM.

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

Comparing collective bargaining agreements for developing countries

2015 ◽  
Vol 36 (1) ◽  
pp. 86-102 ◽  
Author(s):  
Janna Besamusca ◽  
Kea Tijdens
Keyword(s):  
Developing Countries ◽  
Collective Bargaining ◽  
Working Hours ◽  
Collective Bargaining Agreement ◽  
Web Based ◽  
Content Type ◽  
Paid Leave ◽  
Collective Agreements ◽  
Country Comparison ◽  
Work Family

Purpose – The purpose of this paper is to fill several knowledge gaps regarding the contents of collective agreements, using a new online database. The authors analyse 249 collective agreements from 11 countries – Benin, Brazil, Ghana, Indonesia, Kenya, Madagascar, Peru, Senegal, Tanzania, Togo, Uganda. The authors research to what extent wage and other remuneration-related clauses, working hours, paid leave arrangements and work-family arrangements are included in collective agreements and whether bargaining topics cluster within agreements. Design/methodology/approach – The authors use the web-based WageIndicator Collective Bargaining Agreement Database with uniformly coded agreements, that are both collected and made accessible online. The authors present a quantitative multi-country comparison of the inclusion and contents of the clauses in the agreements. Findings – The authors find that 98 per cent of the collective agreements include clauses on wages, but that only few agreements specify wage levels. Up to 71 per cent have clauses on social security, 89 per cent on working hours and 84 per cent of work-family arrangements. The authors also find that collective agreements including one of these four clauses, are also more likely to include the other three and conclude that no trade off exists between their inclusion on the bargaining agenda. Research limitations/implications – Being one of the first multi-country analyses of collective agreements, the analysis is primarily explorative, aiming to establish a factual baseline with regard to the contents of collective agreements. Originality/value – This study is unique because of its focus on the content of collective bargaining agreements. The authors are the first to be able to show empirically which clauses are included in existing collective agreements in developing countries.

Work–family conflict and firefighters’ satisfaction with life: The autonomous motivation role

2021 ◽  
Vol 19 (3) ◽  
pp. 307-315
Author(s):  
Daniel Dominguez, MSc, CICPSI ◽  
Maria José Chambel, PhD ◽  
Rui Pedro Ângelo, PhD ◽  
Hugo Raposo, PhD
Keyword(s):  
Family Conflict ◽  
Satisfaction With Life ◽  
Work Motivation ◽  
Autonomous Motivation ◽  
Well Being ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Theoretical Frameworks ◽  
Work Family ◽  
The Relationship

Using the Conservation of Resources Theory and the Self-Determination Theory1-3 as theoretical frameworks, a model for this study was tested, which considers firefighters’ autonomous motivation, work–family conflict, and well-being. The hypothesized model was tested using a sample of 201 firefighters from the Special Civil Protection Force in Portugal. Results revealed that autonomous work motivation was significantly related to both work–family conflict and satisfaction with life. In addition, work–family conflict was negatively related to satisfaction with life. More interestingly, the results showed that work–family conflict acted as a mechanism that helped to explain the relationship between autonomous motivation and satisfaction with life. These results underline the importance of understanding the mechanisms through which higher satisfaction with life occurs, with a view to the creation of appropriate interventions.

scholarly journals Posture modification through Sunjeevan Yoga

2020 ◽  
Vol 5 (3) ◽  
pp. 053-058
Author(s):  
Anuradha Pandit
Keyword(s):  
Supportive Therapy ◽  
Working Hours ◽  
Body Awareness ◽  
The Body ◽  
Daily Routine ◽  
Lifestyle Management ◽  
Yoga Therapy ◽  
Posture Recognition ◽  
Work Family ◽  
Gravitation Force

In this twentieth century with dynamic changing lifestyle, more towards sedentary, growing technologies, crazy working hours, pressures, deadline, competition, responsibilities and eventually growing stress is reason for growing physical and pathological disorders. This is also the cause of early pathological disorders. One becomes victim of wrong posture due to monotonous routine, improper work environment and lack of exercises. We are conscious about our health and follow specific fitness regime and diet, but awareness of body and its structure is also equally important. We are conscious about our external look, but we ignore internal beauty of our body. Maintaining balance of well-arranged body created by the environment and our energy should be well preserved. Yoga plays an important role in creating this awareness, posture practice to keep us physically healthy, meditation to keep our mind healthy and raj yoga teaches us to have insight to know the goal of our soul which is ‘peace’. This article emphasis on posture awareness through posture modification. It emphasis on what is posture modification and how it can be achieved through posture correction. It explains the importance of posture correction and how important is body awareness with reference to effect of gravitation force on our body, to bring change in our body to maintain symmetry/ balance and preserve it. It also covers Ashtanga yoga, 8 limbs of yoga which is the best guide to teach us how to live our life, with systematic progression in setting up our goals towards the purpose of our life. When I say understanding of the body that also includes understanding of our daily routine and the flow of posture correction from foot to toe and flow of the yoga therapy which goes after identification of the problem. The article also mentions few important facts in this article, Kids learn through imitating our behavior physically and socially. Gaining knowledge and wisdom is fate, passing this knowledge to next generation is our responsibility. As the topic says, principles of Sunjeevan Yoga are explained throughout the article. Just like various schools of Yoga, Sunjeevan Yoga is also a school of Yoga which has main aspect as Yoga Therapy using different Hatta yoga asnaas and props to treat patient with various physical deformity and supportive therapy to pathological disorders. Keeping the base of Patanjali yoga sutra as philosophy behind Sunjeevan Yoga therapy, it works more on body and mind awareness. To summarize, Lifestyle Management is crucial and is need of an hour. This can be achieved through Yoga, that is awareness of body and mind. Lifestyle management is spending quality time at work, family, friends, and oneself. How well we manage our body and mind that is physical and virtual health and how we primacies our priorities. Yoga is just not just stretching and postures, but yoga is posture recognition and modification, stretching with awareness.

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