Abstract
The COVID-19 pandemic outbreak has led to sudden and significant changes in the work and family roles of the employees. Due to the unprecedentedness of the situation, academicians and practitioners have limited knowledge of the effect permanently working from home during this crisis can have on employees. Developing the role and work–life balance theories and using the job demands and resources model, the authors study the role of availability of job autonomy and family supportive supervisory behaviors (FSSBs) directly on work–life balance and indirectly on job satisfaction through work–life balance for Industry 4.0 based employees. Using work-to-family positive spillover (WFPS) as a first-level moderator and prior telecommuting experience (PTE) as a second-level moderator, the authors also check for the moderating effect on work–life balance and job satisfaction, respectively. The data were analyzed using CFA and SEM in AMOS v21.0 and model 21 in PROCESS Macro for SPSS. The study found that job autonomy and FSSBs have significant positive direct and indirect effects on work–life balance and job satisfaction, respectively, and these relationships are positively moderated by WFPS and PTE, respectively. The study focuses on the human factor of Industry 4.0, adds empirical insights to the work–family interface literature, and has implications that will help both employees and organizations during such critical times.
Highlights
IntroductionIn the wake of the COVID-19 outbreak, lockdown measures adopted around the world have disrupted the lives of millions of employees around the globe [1]
Standardized interaction effects for Hypothesis 3 (H3) and Hypothesis 4 (H4) were found significant with coefficients of 0.096 and 0.119, respectively, extending the support for proposed hypotheses and confirming that the effect of job autonomy and family supportive supervisory behaviors (FSSBs) on work–life balance is enhanced for the employees with a high level of work-to-family positive spillover (WFPS) at first-level moderation
The existing literature has reported widely about the benefits of increased autonomy and organizational support on work–life balance and job satisfaction individually, but little is known about the role of perceived WFPS and the mediating role of work–life balance in job resources and job satisfaction relationships
Summary
In the wake of the COVID-19 outbreak, lockdown measures adopted around the world have disrupted the lives of millions of employees around the globe [1]. With the outbreak of COVID-19, work from home, known as telecommuting or telework, was introduced by organizations worldwide to curb virus transmission and keep their operations going [2]. Due to lockdown measures adopted by governments to control the spread of the virus, telecommuting was rolled out by organizations, and, like other information and knowledge workers, employees engaged in Industry 4.0 are working from home; among these, many are new to this form of work arrangement [2]. The blurring of the boundary between work and home has ramifications in the form of work–family conflict [4] and work–family enrichment [5] that further has a bearing on employee outcomes [6,7]
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
