ABSTRACT
The COVID-19 pandemic forced millions of employees worldwide to perform their full- -time job tasks remotely from home. As creative performance is considered a desirable work outcome expected by organizations, the present study investigated whether the work-family and family-work conflicts mediate the relationship between job conditions experienced by employees while working from home and their creative performance. The study, carried out in Sri Lanka, featured a sample of employees in white-collar or professional positions who carried on with their full-time jobs during the COVID-19 pandemic working from home. It was found that job conditions (work characteristics, work environment and technical support) significantly negatively related to both work- -family conflict and family-work conflict. In addition, the results supported the media- tion hypothesis. © 2022 Centro de Estudos Sociais da Universidade de Coimbra. All rights reserved.
ABSTRACT
Recent societal changes have brought new challenges to contemporary organisations, e.g., how to properly manage the work-family/family-work dyad and, thus, promote adequate task performance. This paper aimed to study the relationship between conflict (work-family and family-work) and task performance, and whether this relationship was moderated by well-being. Thus, the following hypotheses were formulated: (1) conflict (work-family and family-work) is negatively associated with task performance;(2) conflict (work-family and family-work) is negatively associated with well-being;(3) well-being is positively associated with task performance;and (4) well-being moderates the relationship between conflict (work-family and family-work) and task performance. A total of 596 subjects participated in this study, all employed in Portuguese organisations. The results underlined that only family-work conflict was negatively and significantly associated with task performance. Work-family conflict established a negative and significant relationship with well-being. Well-being was positively and significantly associated with performance and moderated the relationship between conflict (work-family and family-work) and task performance. These results show that organisations should provide employees with situations that promote their well-being, especially in Portugal, where a relationship culture exists (rather than task culture, which is predominant in the USA and Canada, for example) which means that additional and considerable time must be dedicated to personal and family matters for people to fit in and be accepted harmoniously.
ABSTRACT
Technology has made life more complex, and mobile working (mWork) captures the way employees' smart‐device use (e.g. smartphones, laptops etc.) can facilitate working during family time at home and what the effects of this use are. Engaging in mWork is expected to be detrimental to employee outcomes. In this study, mWork is explored as it relates to turnover intentions and work–family and family–work conflict, with conflict expected to mediate the influence on turnover. Furthermore, given the potential dynamics from gender and parental status, these are both included as moderators, and ultimately a moderated mediation model is tested. Using data from 419 New Zealand employees just after New Zealand's lockdown finished in May 2020, there is overall strong support found for the direct and mediation hypotheses. Overall, mWork influences turnover intentions by blurring the line between work and personal life (leading to higher work–family and family–work conflict), and these also influence turnover intentions. [ABSTRACT 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 abstract 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 abstract. (Copyright applies to all Abstracts.)
ABSTRACT
Work overload and the alteration in family dynamics caused by the COVID-19 pandemic crisis may be increasing family–work conflict, leading to the consequent decrease in meaningful work. Using the structural equation modeling of covariance, this research determines the impact of the pandemic disruption on meaningful work as mediated through family–work conflict. The sample comes from 534 men and 257 women that are full-time employees of seven public manufacturing companies in Bolivia;they were surveyed by filling out a self-report questionnaire at the companies' locations. Although no significant direct effects were found between COVID-19 disruption and meaningful work (standardized beta = 0.038, Z = 0.756, p = 0.450), there is an indirect effect when the relationship is measured through the family–work life conflict variable (standardized beta = −0.138, Z = −6.119, p < 0.001). Implications for business management are discussed. © 2023 by the authors.
ABSTRACT
Against the backdrop of COVID-19 pandemic, we draw on family systems theory to elucidate how daily work-from-home status (WFH) affects both members in dual-earner couples. We propose that the WFH exerts intra-individual and inter-individual influences on employees' and their partners' work task and family task completion and their subsequent reactions to their work and family experiences. We examined the hypothesized relationships with two daily survey studies on dual-earner couples conducted during the pandemic (i.e., 1,559 daily responses of 165 dual-earner couples from China in Study 1, and 773 daily responses of 57 dual-earner couples from South Korea in Study 2). The two studies provide converging results that working from home (vs. office) increased employees' family task completion for both husbands and wives and that wives working from home (vs. office) decreased husbands' family task completion. Further, in both studies, daily work task completion increased felt guilt toward family (for wives only) through increased work-family conflict, and daily family task completion increased psychological withdrawal from work through increased family-work conflict for both husbands and wives. Moreover, we found in Study 2 that on days when husbands had flexible work schedule, wives completed more work tasks when working from home (vs. office) and that on days when wives had inflexible work arrangement, husbands completed more family tasks when working from home (vs. office). Across the two studies, there were no clear gender-difference patterns in husbands' and wives' work and family experiences. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
This study examined work-family enrichment, protective resources and psychological implications among working Israeli parents during COVID-19. In this cross-sectional study, 409 working parents were recruited during Israel's third lockdown. Levels of FWC/WFC and resilience were moderate, psychological distress and fear of COVID-19 were low, and perceived social support was high. All the study variables showed significant associations with each other. A multivariate regression analysis explained 30% of the WFC and FWC variance. We found differences in FWC/WFC based upon children's age but not on parents' gender. FWC/WFC mediated the effect of perceived social support and resilience on fear of COVID-19 and psychological distress. The findings explain the importance of personal resources during the pandemic in buffering the negative effects of parents' work- and family-related burdens and have important implications for helping families with young children cope during challenging times.
ABSTRACT
(Spanish) Este estudio examino el impacto de la pandemia de COVID-19 entre personal esencial no sanitario mediante el examen de la percepcion de demandas y recursos laborales en los conflictos entre el trabajo, familia y bienestar psicologico. Usamos el modelo Recursos Trabajo-Demandas para examinar las variables de estudio. Este es la fase inicial de un estudio longitudinal aun en proceso. Un total de 161 participantes han participado de la primera fase base presentada en este trabajo. Examinamos: demandas laborales relacionadas con COVID-19, recursos organizacionales y personales, malestar psicologico general, ansiedad y depresion. Usamos PLS-SEM para probar la hipotesis del estudio. Los resultados preliminares de la primera fase de este estudio aun en curso sugieren que las demandas laborales de COVID-19 tuvieron relaciones positivas y significativas con el conflicto trabajo-familia, ansiedad y depresion, pero una relacion negativa y significativa con el malestar psicologico general. Mientras tanto, los recursos personales solo mediaron significativamente la relacion entre demandas laborales relacionadas con COVID- 19 y depresion (EI = -.061, p = .028). Las demandas relacionadas con COVID-19 tuvieron efectos significativos en todas las variables del estudio, particularmente en el conflicto trabajo-familia. Los recursos personales solo mediaron la relacion entre las demandas laborales de COVID-19 y depresion. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
ABSTRACT
This study aims to investigate the spillover impact of work-family/family-work conflict and stress on five major industrial sectors (education, textile, hospitals, banks, and retail stores), during the first wave of Covid-19. The purpose of this cross-sectional study is twofold; firstly, to test a hypothesized model where work-family/family-work conflicts are related to stress and where stress could exert a mediating role in such relationships. Secondly, we seek to explore the presence of these conflicts and stress in each of the five major industrial sectors and evaluate if there are significant differences between them, identifying the sociodemographic characteristics associated. Two questionnaires were applied to 748 employees from the selected industries. According to our results, stress predicts both types of conflict and also exerts a mediator role. It was primarily found that the five sectors are significantly different regarding the work-family/family-work conflicts and stress. Findings and implications are discussed.
ABSTRACT
Identified factors that put women at increased risk of leaving academic careers in the wake of the COVID-19 pandemic. 153 women faculty members (aged 29-57) working in the American tenure system completed demographic measures, as well as measures of work and household responsibilities;satisfaction with personal and professional activities;satisfaction with life;quality of life;and depression, anxiety, and stress. Findings point to few differences between women pre- and post-tenure in the effects of the COVID-19 pandemic on time spent on various professional and personal pursuits. However, all women reported an increase in the proportion of chores they are responsible for at home during the pandemic, and a decrease in time spent on research due to competing demands at home and at work, including the burden of shifting to online teaching. Women pre- and post-tenure differed significantly in the extent to which these changes appear to impact their reported satisfaction with life and with their relationships with their partners and children. To the extent that the negative psychological effects of heightened work-family conflict increase the likelihood that women drop out of academic careers, these findings highlight the fact that the COVID-19 pandemic could have long-lasting adverse repercussions for the retention and representation of women in academia. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
ABSTRACT
BACKGROUND: The current study explored the relationship between breach of employer obligations, family-work conflict, psychological distress and well-being during COVID-19 unlock phase. OBJECTIVE: The study aimed to understand the breach of how the breach of employer obligation lead to decreased well-being through the family-work conflict and psychological distress during the COVID-19 unlock phase. METHODS: The data was collected through structured questionnaire via Google doc from 397 employees across the industries. Snowball sampling was adopted, and SmartPLS 3.0 was used for the structural equation model. RESULTS: Breach of employer obligations are positively affecting family-work conflict. Further, family-work conflict increases the psychological distress, and psychological distress decreases the well-being (life satisfaction and family satisfaction) of the employees. CONCLUSION: The novel contribution of the study is integrating SET, COR and SIP theory during the pandemic situation. The results highlighted meticulous empirical evidence which answers the question of how the unmet expectations cause a detrimental effect on the employees as well as the organizations in this COVID-19 pandemic situation.
ABSTRACT
Background: The spread of COVID-19 has forced organizations to quickly offer remote work arrangements to employees. Objective: The study focuses on remote work during the first wave of the pandemic and describes how Russian employees experienced remote work. The research has three main objectives: (1) to investigate the influence of gender and age on employees' perceptions of remote work; (2) to investigate the relationship between remote work and psychosocial variables, such as remote work stress, remote work engagement, and family-work conflict; (3) to examine whether and how much such psychosocial factors are related to remote work satisfaction and job performance. These objectives were the basis for developing six hypotheses. Design: A cross-sectional study involved 313 Russian employees. Data were collected using an online survey distributed in April and May 2020. The hypotheses were tested using ANOVA, correlations, and multiple linear regression analyses. Results: Women experienced more stress and more engagement when working remotely; older employees perceived remote work as a less positive experience; opinions about remote work and remote work engagement were positively related to remote work satisfaction; leader-member exchange (LMX) was a significant predictor of job performance. Conclusion: During the lockdown, remote work was perceived as a positive experience. We discuss some practical implications for organizations and managers.
ABSTRACT
During the height of the COVID-19 pandemic, teachers around the globe had been forced to move their teaching to full-time online, remote teaching. In this study, we aimed at understanding teacher burnout during COVID-19. We conducted a survey among 399 teachers at the peak of a prolonged physical school closure. Teachers reported experiencing more burnout during (vs. before) the COVID-19 pandemic. Contributing factors to this burnout were high family work conflict and low online teaching proficiency. Burnout was associated with lower work-related wellbeing: Lower work commitment, and higher turnover intentions. It was also associated with lower psychological wellbeing: More depressive and anxiety symptoms, and lower subjective wellbeing. Approach (but not avoid) coping strategies served as a protective factor against the burnout-turnover intentions association. We conclude with recommendations on how to mitigate teacher burnout, thereby contributing to teacher wellbeing.
ABSTRACT
Women employed as emergency response personnel have faced familial challenges during the COVID-19 pandemic. The goals of this research were to identify the perceived underlying causes of work-life conflict for women serving in emergency response roles and how such work-life conflict can be addressed. In-depth interviews were used to collect data in this qualitative research study. The snowball method was used to recruit the nine study participants;inclusion criteria focused on a distinct group of emergency response professionals. Transcription analysis was applied to the data collected from the interviews. Thematic analysis uncovered five themes from the data: (a) more women are serving in the emergency response field;(b) women face discrimination;(c) women face familial challenges because of their duties in the workplace;(d) women responders are heads of household or primary breadwinners, and (e) women with unique family makeups should be considered when developing response plans. The results indicate that women working in emergency response need social support and resources to overcome the increasing work pressures and familial challenges. Implications for positive social change that could result from this research include the potential to help women care for their families in emergencies through employers acknowledging the familial challenges this population faces and providing services to support them. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
ABSTRACT
Under the impact of COVID-19, the status and mechanisms of post-traumatic growth among medical workers facing challenges related to family-work conflict are of great concern. In view of the complex relationship between family-work conflict and post-traumatic growth, the present study sought to explore the specific relationships between family-work conflict and post-traumatic growth as well as the specific roles of positive psychological capital, perceived social support, and suppression. We recruited 1,347 participants. The results revealed that positive psychological capital and perceived social support played mediating roles, while suppression strategies moderated the mediating effect. Compared with the low suppression group, the negative impact of family-work conflict on positive psychological capital and perceived social support was reduced in the high suppression group. Thus, a higher level of suppression was more conducive to post-traumatic growth. The current study enriches and expands the findings of previous studies in theory and provides practical ways to promote post-traumatic growth in medical workers.
ABSTRACT
If there is any field that has experienced changes as a result of the COVID-19 pandemic, it is work, primarily due to the implementation of teleworking and the effort made by workers and families to face new responsibilities. In this context, the study aims to analyze the impact of work-family conflict on burnout, considering work overload, in teleworkers during the COVID-19 pandemic. To evaluate the hypotheses, we used data collected during the last week of July 2020 using an online survey. Work-family conflict and burnout were measured using the Gutek et al. (1991) and Shirom (1989) scales. We tested the hypotheses using a structural equation model (SEM). The results indicated, between other findings, that there was a positive relationship between work-family conflict and family-work conflict and all the dimensions of burnout. However, there was no effect of teleworking overload in the work-family conflict and burnout relationship. This article is innovative because it highlights the importance of the economic and regulatory conditions that have surrounded the modality of teleworking during the pandemic, and their influence on wellbeing and psychosocial risks in workers.