ABSTRACT
Remote working because of the COVID‐19 pandemic has eroded boundaries between work and home, necessitating the need to evaluate the long‐term impacts of these changes and mitigate any negative effects on workers' work‐life experiences. To do so, we reviewed and examined work‐life research published since the start of the pandemic. The review yielded a sample of 303 work‐life scholarly articles, with three common themes: 1) work‐life boundaries have become more permeable, with behavior‐based and time‐based work‐life conflict emerging as the more salient forms of work‐life conflict;2) technical work demands have increased, as employees grapple with techno‐invasion, techno‐overload and techno‐complexity;and 3) psychological and emotional work demands have intensified. Based on these key findings, we call for multi‐level and multi‐agency responses to deal with the complex, diverse nature of work‐life demands. Specifically, we offer recommendations at the individual‐, team/organizational‐ and societal/governmental‐levels to enhance employees' work and non‐work lives after the pandemic. [ FROM AUTHOR] Copyright of Asia Pacific Journal of Human Resources is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
ABSTRACT
As part of the "Circuit-breaker" social distancing measure to address COVID-19, the government of Singapore closed schools and workplaces from April to May 2020. Although this helped reduce transmission rates, for working parents, this period had been a challenging experience of working from home while providing care for children full-time. Problems in the work-home interface can have a significant impact on parenting and marital harmony. We analyzed data from 201 married and employed parents in Singapore using online surveys. Latent profile analysis was used to identify profiles of parents' work-family balance (WFB) and spousal and employer support. Linear regression was used to examine links between profiles with parenting stress and marital conflicts. Results indicated three distinct profiles of WFB and social support levels: (a) Strong (43%), (b) Moderate (38%), and (c) Poor (19%). Mothers were more likely than fathers to be in the Moderate and Poor profiles. One key finding is that profiles characterized by poorer WFB were found to be linked with higher parenting stress and increased marital conflicts. There are important variations in parents' abilities to balance work and family and levels of social support received. Lock-downs can affect parenting and marital harmony especially for parents with poor WFB and weak social support. Any attention given to supporting working parents is vital and urgent to counter any problems in the work-family interface during a lockdown.
ABSTRACT
OBJECTIVES: Working in high-stress and male-dominated occupations is associated with an elevated risk of suicide. The current study sought to conduct the first systematic literature review and meta-analysis aimed at determining suicide risk across the diverse, high pressure and male-dominated transport industry (commercial aviation, merchant seafaring, transit/driving) as compared to the general/employed population. METHODS: Searches of PubMed/Medline, Scopus and PsycINFO databases were conducted without date restriction until March 2021. Studies were included if they were written in English, were peer reviewed, and presented primary observational research data. Studies referring exclusively to suicidal ideation, suicide attempts, self-harm, and/or accidents were excluded. RESULTS: Following deletion of duplicates and non-English titles, a total of 4201 titles/abstracts were screened and 92 full-texts were read against inclusion/exclusion criteria. The final included sample consisted of 23 articles (16 used for meta-analysis). Results from the meta-analysis indicated that transport workers had a significantly elevated risk for suicide as compared to the general/employed population. Results were consistent across sensitivity analyses, and there was some variation across subgroup analyses. CONCLUSIONS: Overall, we found transport workers had a significantly higher risk for suicide than the general/employed population, and this appeared to be driven by the association for those working in merchant seafaring/maritime occupations. The findings are discussed in relation to an identified need for the development, implementation, and evaluation of tailored workplace suicide prevention strategies for transport industry workers.
Subject(s)
Suicide, Attempted , Suicide , Male , Humans , Suicidal IdeationABSTRACT
Remote working because of the COVID‐19 pandemic has eroded boundaries between work and home, necessitating the need to evaluate the long‐term impacts of these changes and mitigate any negative effects on workers' work‐life experiences. To do so, we reviewed and examined work‐life research published since the start of the pandemic. The review yielded a sample of 303 work‐life scholarly articles, with three common themes: 1) work‐life boundaries have become more permeable, with behavior‐based and time‐based work‐life conflict emerging as the more salient forms of work‐life conflict;2) technical work demands have increased, as employees grapple with techno‐invasion, techno‐overload and techno‐complexity;and 3) psychological and emotional work demands have intensified. Based on these key findings, we call for multi‐level and multi‐agency responses to deal with the complex, diverse nature of work‐life demands. Specifically, we offer recommendations at the individual‐, team/organizational‐ and societal/governmental‐levels to enhance employees' work and non‐work lives after the pandemic. [ FROM AUTHOR] Copyright of Asia Pacific Journal of Human Resources is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)