Organizational citizenship behavior and job flexibility in Family-Responsible Companies: a study from the perspective of employee family situation

PurposeThe aim of this article is to analyze the relationship between the personal life situation and marital status of the worker and how this relates to organizational citizenship behavior (OCB) and job flexibility. The study has been carried out with a group of Mexican employees from a commercial company located in the northeast of the México.Design/methodology/approachThe research is a nonexperimental empirical study using t-test, Levene’s test and Cohen’s test to analyze the significant relationship between the variables under study for 419 employees. The questionnaire was applied only once without a control group against which to compare. The study was carried out in a commercial company located in a city in northeastern Mexico, covering four municipalities in the conurbation area.FindingsThe research reveals that those workers who participated in the study and who have direct family responsibilities show greater OCB and value job flexibility more highly. The tests also found that a flexible working policy is valued by all those with direct family responsibilities, regardless of their marital status. It is also shown that there is a positive relationship between job flexibility and OCB, although not a strong one.Practical implicationsDecent work implies labor policies that support women and men to have an adequate work–life balance. Companies seeking work–family balance through the implementation of policies such as flexible working arrangements should consider the domestic background of their employees, as this has a direct impact on competitive advantage and is of importance when recruiting and retaining human talent. These findings may also be useful for companies interested in implementing flexible working policies to retain employees with family responsibilities who value the ability to reconcile work and family life.Originality/valueThis research demonstrates the relevance of OCB and job flexibility for employees. If the company wants to enhance OCB, they must consider that personal situation as well as the employee's marital status influences OCB. They should also consider that work flexibility is highly valued by those employees who have children or family dependents.

The quality of life of children with neurodevelopmental disorders and their parents during the Coronavirus disease 19 emergency in Japan

This study aimed to reveal how the COVID-19 stay-at-home period has affected the quality of life (QOL) of children with neurodevelopmental disorders and their parents and to identify possible factors that enabled them to maintain their QOL. We enrolled 136 school-aged children (intellectual quotient ≥ 50) and their parents and administered QOL questionnaires to assess the maladaptive behavior of the children; depression, anxiety, and stress of the parents; and activities of their daily lives. The relationship between their QOL and clinical features was examined. The decrease in QOL of children and parents was associated with the mother’s limited job flexibility. Decreased QOL was also associated with changes in the sleep rhythms of the children. Maladaptive behaviors in children were associated with parental stress. However, maintained QOL of some families who faced these same conditions of job stress and sleep disorders was associated with less parental stress, less parental depression and anxiety, and milder maladaptive behavior in children. Both mothers with limited job flexibility and changes in the sleep rhythm of children were associated with reduced QOL of children and their parents. Low parental stress was associated with decreased maladaptive behavior in children and with maintained QOL of the family.

Exploring the Factors that Influence Workforce Participation for People with Multiple Sclerosis: A Discrete Choice Experiment

Purpose Research indicates that employment is beneficial for people with multiple sclerosis (MS). However, people with MS typically face reduced workforce participation compared to the general population. Using a discrete choice experiment (DCE) we explored which factors are most important in influencing employment choices of people with MS, and whether the relative importance of factors differs between subgroups. Methods Attributes and levels for the DCE were developed using a systematic literature review and public involvement techniques with people with MS. In an online survey, respondents were asked to choose between two hypothetical job scenarios described using six attributes. We used a large, national register (the UK MS Register), to recruit participants aged 18–64 years with a diagnosis of MS. Choice data were analysed using multinomial logit and latent class models. Results Analyses were based on responses from 2350 people with MS. The preferred model specification was a latent class model, with three classes of respondent. The relative importance of attributes varied between classes, with one giving the greatest weight to the impact of work on other aspects of their lives, the second to having supportive bosses and colleagues, and the third to job flexibility. The classes differed significantly in terms of age and gender, type of MS, and socio-economic status. Conclusions Significant heterogeneity was apparent among people with MS regarding the factors that influence their employment decisions. Attributes concerning the impact of work, attitudes in the workplace and job flexibility appear more influential than those concerning physical workplace adaptations.

PENGARUH WORK DEMAND DAN WORK FLEXIBILITY TERHADAP KINERJA KARYAWAN PT. MANDIRI TUNAS FINANCE DENGAN ORGANIZATIONAL COMMITMENT SEBAGAI VARIABEL INTERVENING

Introduction: Leasing in Indonesia has taken part in corporate financing. Financing companies are also able to grow quite impressively so that they require a lot of manpower, especially in the sales (marketing) and also collection (collector) departments. This study aims to see how Job Demand and Job Flexibility are able to influence Organizational Commitment and ultimately affect employee performance in the marketing and collection departments.Methods: The sample used in this study were marketing and collection staff at PT. Mandiri Tunas Finance regional area 7 (covering branches Surabaya 1, Surabaya 2, Gresik, Mojokerto, Tuban, Madiun, Kediri, and Malang). The research used quantitative research methods with external and internal model calculations that included validity, reliability, and data analysis using Smart PLS2.0. The analysis technique used for all hypotheses is Partial Least Square.Results: Testing of marketing and collection staff at PT. Mandiri Tunas Finance in regional 7 produces: (1) Job Demand has a significant effect on Organizational Commitment. (2) Work Flexibility has a significant effect on Organizational Commitment. (3) Organizational Commitment has a significant effect on employee performance and mediates the relationship between Job Demand and Job Flexibility on employee performance.Conclusion and suggestion: The company is expected to be able to encourage employees to fulfill their job demands without reducing the performance of these employees

Control on the ‘Boundary-Work’ in Work-Life Articulation for Flexible Knowledge Workers. Insights into Gender Asymmetries

In the sociological literature, several studies have shown that the economic and organizational changes of the last decade, including the growth of the service sector and the diffusion of new technologies, have altered the productive and reproductive processes as well as their spatial and temporal dimensions typical of Fordism. In order to shed light on how knowledge workers facing job flexibility and insecurity position themselves with respect to the practices of (de)constructing the boundaries between productive and reproductive domains, specific analytical tools were applied, originating from the interdisciplinary field of boundary-studies, within a perspective focused on gender differences and the subjective experiences of time. With this approach, a discourse analysis was conducted on 37 qualitative interviews with knowledge workers who handle job flexibility and insecurity and who have care responsibilities to uphold at home. The results show that the permeability and flexibility of new (re)productive practices, often presented in neoliberal economy as new opportunities for knowledge workers, especially if they are female, are experienced differently by men and women: for men they represent a new control source, whereas for women they constitute a fictitious, if not constricting, process.