Abstract
Purpose This paper examines the effect of causal factors, such as work-life harmony, work- family conflict, co-worker and supervisor support, as well as spouse support, on workload and job stress and employee psychological ill-being (depression/anxiety). Design/methodology/approach A large convenience sample of 807 families from Qatar was surveyed. Using SPSS, the researchers used factor analysis to establish construct validity, based on two suitability tests: the Kaisers-Meyer-Olkin (KMO) measure of sampling adequacy and the Bartless test of sphericity. The dimensions were found to be reliable and valid. Findings Findings from regression analysis show that five independent variables, as well as gender, are significant in predicting staff members’ perceived employee psychological ill-being in Qatar. In addition, results of the recursive model reveal that work-life harmony, supervisor’s and spouse’s support lead to less perceived employee psychological ill-being. However, workload, job stress and work-family conflict lead to more perceived employee psychological ill-being in Qatar. Practical implications Findings of this investigation provide strategic insights and practical thinking that have important implications for understanding and overcoming employee psychological ill-being. What’s more, this paper contributes to the limited knowledge about the effects of stressful working conditions in combination with low levels of spouse support and co-worker and supervisor support on work-life conflict and higher levels of depression and anxiety. Originality This article empirically correlates three fields of management research: Managerial Psychology, Employee Well-Being and Work-Life Balance.
Highlights
Organizational commitment of employees is influenced by countless of factors, which, many employers have long attempted to comprehend (Muldoon et al, 2017)
Such extensive interest may be caused by the impact imparted by organizational commitment on attitudes and behaviours such as: turnover, intention to leave, attitudes toward organizational changes, organizational citizenship behaviours (OCBs), and retaining high performance level in organization (Allen and Meyer, 1996;2000; Meyer and Herscovitch, 2001)
Job-Person fit theory is employed in the present study to determine if auditors that have higher neuroticism personality level will experience high level of job burnout and low organizational commitment level
Summary
Organizational commitment of employees is influenced by countless of factors, which, many employers have long attempted to comprehend (Muldoon et al, 2017). It is possible that auditors experiencing burnout of high levels bring higher threat to audit quality. In this regard, George (2015), expressed the importance of examining the psychological aspects of employees, and relevant to these mentioned aspects, the present study has chosen to focus on job burnout and organizational commitment. The present study is unique in a sense that it examines burnout as a possible mediating attribute in workload, neuroticism personality trait with apposite outcome (organizational commitment) within Jordanian public accounting. Job-Person fit theory is employed in the present study to determine if auditors that have higher neuroticism personality level will experience high level of job burnout and low organizational commitment level.
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