Work Family Research Articles

Existential Gratitude in People Living with HIV (PLWH): Does Social Support Matter?

People Living with HIV (PLWH) often experience medical and psychological problems. Applying existential gratitude is a way to address all psychological problems. Existential gratitude is the concept of gratitude for the destiny that occurs in life, even though it is unpleasant. This study examines social support's effect on existential gratitude in PLWH in DKI Jakarta. Two hundred and ten respondents were obtained using the purposive sampling technique. Data were collected using the Existential Gratitude Scale (EGS) and the Multidimensional Scale of Perceived Social Support (MSPSS). Data were analyzed using simple linear regression techniques with the help of SPSS 24.00. The results showed that social support significantly affects existential gratitude among PLWH in DKI Jakarta province, with a contribution of 6.1 percent (R2=0.061, p=0.00). This study also found that social support from other significant (which comes from health workers) has the highest correlation with existential gratitude. This study has implications for increasing social support from family, friends, and health workers to improve the quality of life and well-being of PLWH.

Employees’ work–family enrichment in leadership context: systematic review and meta-analytical investigation

Employees’ work–family enrichment in leadership context: systematic review and meta-analytical investigation

Non-take-up of in-work benefits: determinants, benefit erosion and indexing

Non-take-up of welfare schemes is a key concern of policy effectiveness. Building on studies that have shown the low take-up of minimum income schemes, our case study of Ireland’s Working Family Payment is the first to analyse non-take-up of an in-work benefit and its determinants with a special focus on labour market factors. Based on EU-SILC (2014–2019) we estimate a non-take-up rate between 63 and 76%, which poses a major obstacle for effective poverty prevention. Moreover, we stress that non-take-up of in-work benefits differs to minimum income schemes. We provide new evidence on how labour market characteristics play an important role in explaining non-take-up, especially self-employment and the interaction with unemployment benefits. Benefit erosion is a key factor in declining eligibility, which should be addressed by indexing wages and prices. Furthermore, we propose policy reforms around automatic enrolment or tax credits to mitigate non-take-up and alleviate in-work poverty.

Determining the effect levels of augmented decent work criteria in sustainable economic development with the fuzzy DEMATEL method

Creating decent work is among the priority issues for sustainable employment and development. This study aimed to determine the effect levels of the International Labour Organization (ILO) decent work criteria by augmenting nine indicators in the ILO manual to 12 criteria through a comprehensive literature review. Fuzzy DEMATEL, a multi-criteria decision-making method, has been preferred in this context. According to the analysis results of the study, the most heavily ranked criteria are ‘healthy workplace environment’, ‘decent working hours’ and ‘safe working conditions’ respectively, which contribute to the decent work concept. Further, ‘balance between work–family–personal life’ has been found the most affected criterion, while ‘education and training system’ has been the most affecting. Based on the findings, remedial and developing strategies are suggested on issues such as corporate culture, working hours regulation, safe working environment, subordinate–superior relations, social activities and regulations that take family life into account.

Work Satisfaction and Its Relationship with Burnout and Its Consequences, Using a Structural Model, in Air Cabin Crew Members

Burnout is an emerging socio-labor phenomenon, where this problem is particularly relevant in airline cabin crew members, who face important psychosocial demands and difficult working conditions. This study aimed to analyze job satisfaction and its relationship with burnout and its consequences (family–work conflict (FWC), work–family conflict (WFC), and psychosomatic disorders), through structural models. The sample consisted of 732 workers in the aeronautical sector (204 men/28% and 528 women/72%), aged between 19 and 53 years (M = 33.56, dt = 6.62). The hypotheses were tested using a path model. The selected hypothesized model [where work satisfaction is associated according to the relationships established burnout model showed an adequate fit of the data, including a mediating role of feelings of guilt in the relationship between burnout and FWC (where FWC was associated with WFC and psychosomatic disorders). The findings of this study provide further insight into the problematic experience and development of burnout in airline cabin crews, in turn providing new evidence on the bidirectional and reciprocal relationships of FWC.

An inverted U-shaped relationship between work-family conflict and job burnout among village clinic doctors: the moderating effect of information and communication technology use

BackgroundVillage clinic doctors are an integral part of the rural healthcare workforce. With the advancement of science and technology and the coronavirus disease 2019 (COVID-19) pandemic, the prevalence of remote work and the use of information and communication technologies (ICT) have increased significantly. However, these developments have also had an impact on the work family balance and mental well-being of village clinic doctors. The study aimed to explore how work-family conflict affected job burnout and what the role of ICT use was in this relationship.MethodsThis was a cross-sectional study. Data were collected collected through an anonymous self-administered questionnaire survey conducted in December 2021 in Shandong Province, China. A total of 1,093 village clinic doctors participated in the survey. The data were analyzed using multiple linear regression and the PROCESS macro in SPSS.ResultsThe results showed that an inverted U-shaped relationship between work-family conflict and job burnout among village clinic doctors. Specifically, the squared term of work-family conflict had a negative coefficient (-0.324). The slope was positive (SL=2.291) at the low end of the X-range and negative (SH=-0.379) at the high end. The turning point occurred at X = 1.227(-2.309 ≤ X ≤ 1.812). Additionally, ICT use positively moderated between work-family conflict and job burnout (β1β4-β2β3 = 0.217, β4 > 0).ConclusionsThe work-family conflict has an inverted U-shaped effect on job burnout, while the use of ICT positively moderates this relationship between work-family conflict and job burnout. Policymakers should pay attention to the effects of ICT use and work-family conflict on job burnout among village clinic doctors.

Mother-Coaches’ Experiences of Policy and Programs: “Whoever Wrote This Policy Doesn’t Understand What It Means to Be a Mom”

In this paper, we explore the lived experiences of mother-coaches who, while coaching, navigate policy and programs aimed at promoting gender equity. Specifically, this study took place within the context of an amateur national, 10-day multisport games event in Canada. Using critical feminist narrative inquiry, 14 mother-coaches (apprentice, assistant, or head coach), representing eight different provinces, and 10 different sports, participated in this study. Three themes were constructed that call attention to the Canadian sport system broadly, as well as the 10-day multisport games event specifically: (a) performative policies and gendered assumptions, (b) programs that are band-aids for a “shitty culture,” and (c) a pathway to nowhere for mother-coaches. The findings complicate the hegemonic work–family conflict narrative, suggesting that mother-coaches’ advancement, opportunities, and quality experiences are impacted by the current heteropatriarchal culture and structure of sport that these programs and policy are rooted in.

Social support, happiness, work–family conflict, and state anxiety among single mothers during the covid-19 pandemic

Israel has been greatly affected by the coronavirus (Covid-19), which the World Health Organization defined as a pandemic in March 2020. This study explored state anxiety, social support, work–family conflict, and happiness among mothers who are single by choice. This population’s experiences have not been examined during crises such as a global pandemic. Using snowball sampling, we recruited 386 single mothers by choice to complete an online questionnaire. Correlation analysis revealed a negative relationship between income and state anxiety (r = −0.12, p < 0.05). Social support (r = −0.35, p < 0.01) and level of happiness (r = −0.58, p < 0.01) also had negative correlations with state anxiety. A positive and significant relationship was found between work–family conflict and state anxiety (r = 0.42, p < 0.01). Stepwise regression analysis showed that happiness explained 34% of the variance in state anxiety. Future studies could compare mothers in relationships and how single mothers by choice coped in other countries. This would shed light on state anxiety among mothers with varying relationship statuses and in differing locations.

Validity and reliability of the Japanese version of the Substance Use Stigma Mechanism Scale.

Stigma against people who have alcohol and drug problems severely affects their health and well-being. An instrument based on stigma theory assessing individual-level stigma is essential for a comprehensive understanding of their stigma. We evaluated the validity and reliability of the Japanese version of the Substance Use Stigma Mechanism Scale (SU-SMS-J) among a population who had alcohol or drug use problems. Adults with experience in substance use disorders from psychiatry outpatient departments and rehabilitation facilities participated in the self-administered questionnaire survey. Confirmatory factor analysis was conducted to test the structural validity of the 5-factor model proposed in other language versions, and factor loadings and correlation between the subscales were confirmed. The correlations between the SU-SMS-J and psychometric properties related to substance use (e.g., severity of substance use, motivation to change) were investigated to assess concurrent validity. Internal consistency was assessed using Cronbach's alpha coefficients. Data from 126 participants were analyzed. The 5-factor model was acceptable with good or reasonable model fit indices. The correlations between subscales were weak to moderate, and this result suggested the SU-SMS-J assessed different but related components of stigma: enacted, anticipated, and internalized stigma from different stigma sources (family and healthcare workers). The SU-SMS-J and subscales showed moderate concurrent validity. Internal consistency was mostly sufficient, with Cronbach's alpha coefficients of 0.86 for all items and 0.66-0.93 for subscales. The SU-SMS-J is valid and reliable for use among populations with substance use problems in various settings in Japan.

Two birds, one stone: minimum wage and child labor

PurposeThis paper investigates the impact of quasi-exogenous and substantial increases in the minimum wage on child labor outcomes in Türkiye. The study aims to provide empirical evidence on how minimum wage policies affect child labor outcomes in a developing country context, with a focus on gender and age differences. It seeks to understand whether minimum wage increases lead to a reduction in child labor and whether the impact is different for various demographic groups.Design/methodology/approachThe research employs a difference-in-differences methodology using data from the 2012 and 2019 Child Labor Force Survey in Türkiye. The treatment group consists of children from households with minimum wage earners, while the control group comprises children from other households. Various labor market outcomes are analyzed, and robustness checks are performed.FindingsOur findings indicate that while the overall effect of minimum wage increases on child labor is statistically insignificant, there are notable heterogeneous impacts across different demographic groups and employment sectors. Specifically, we observe a significant reduction in the employment probability of girls under the age of 15 and unpaid family workers. Additionally, the likelihood of younger children being wage earners decreases, and the minimum wage increase reduces employment in the agriculture and services sectors for certain subgroups. The impact is also more limited for children in single-adult-worker households.Social implicationsThese results underscore the varying effects of minimum wage policies on child labor and highlight the importance of considering demographic and sectoral differences in policy formulation. Policymakers should complement such policies with income-generating programs and targeted education initiatives to address child labor issues more comprehensively and sustainably.Originality/valueThis study fills a critical gap in the limited international literature on the causal effects of minimum wage policies on child labor incidence. One notable exception, Menon and van der Meulen Rodgers (2018) have explored the impact of minimum wage on child labor in India using regional variation, our study uniquely analyzes the effects at the household level in Türkiye. This approach provides valuable insights into how minimum wage changes affect child labor outcomes in a developing economy context with a high prevalence of minimum wage earners. It also contributes to the broader economic understanding of child labor and household income dynamics.

Nursing Home Staff with Children: Unique Needs Among Single and Partnered Parents.

Nursing home (NH) staff job dissatisfaction and turnover are associated with lower care quality. However, little is known about the impact of being single on workplace experiences. Guided by the Job Demands-Control-Support Model, we compared job satisfaction, turnover intention, and psychological distress for single and partnered parents working in NHs. Employee and manager data from the 2011-12 wave of the Work Family Health Network study were combined (N=1,144) to define parents with complete data (N=586). Bivariate tests and multivariate regressions clustering observations within NHs were used. Most single parents (n=190, 32%) were nursing assistants (NAs) (n=142, 74.74%) or licensed practical nurses (LPNs) (n=29, 15.26%). Compared to partnered parents, single parents were similar on turnover intention and job satisfaction, but they were more likely to report distress (OR=1.79, 95% CI 1.09, 2.94) observed only among NAs (OR=2.08, 95% CI 1.12, 3.85). Psychological distress was associated with greater turnover intent (β =0.02, p<.05) among NAs and LPNs, yet only among single parents (β =0.04, p<.01). Distress was more likely with higher family-to-work conflict (OR= 1.67, 95% CI 1.18, 2.36) and work-to-family conflict (OR=1.60, 95% CI 1.20, 2.14) among licensed nurses, yet the distress-work-family conflict associations were only significant for partnered parent nurses. Supporting NH staff depends upon knowing their parental, relationship, and occupational status. Additional research is needed to understand and develop strategies to mitigate psychological distress and increase resources particularly among NA single parents employed in NHs.

Pengaruh Konflik Pekerjaan-Keluarga, Kelelahan Emosional dan Stres Kerja terhadap Kinerja di PT Penerbit Erlangga Karawang

Dynamic company dynamics make human resources continue to innovate and be efficient in order to provide the best performance. The conflict between work demands and family responsibilities is increasingly gaining attention in the context of modern life. When work forces you to sacrifice time and attention that should be given to your family, conflict arises, causing a significant impact on an individual's emotional and physical well-being. Emotional exhaustion, which reflects a state of physical and mental exhaustion due to ongoing pressure, and job stress, which occurs due to a mismatch between job demands and the individual's ability to meet them, are the two main consequences of this conflict. This research method is quantitative using multiple linear regression analysis. The research results showed that work-family conflict, emotional exhaustion and work stress had an influence on performance.

Are you really satisfied in life? Developing a scale on life satisfaction

PurposeThis study attempted to measure life satisfaction and developed a scale to measure its dimensions with the required psychometric properties (validity and reliability). In today’s scenario, organizations are focusing on life satisfaction by helping employees to maintain their work-life balance. Therefore, this paper aims to develop a robust scale of life satisfaction.Design/methodology/approachThe methodology consists of three broad stages: item generation, scale development, and validity. Using the sample of 198 working executives, this study used the exploratory factor analysis (EFA) and concluded the four dimensions of life satisfaction: work satisfaction, family satisfaction, societal satisfaction and self-satisfaction.FindingsThe results provide academicians and practitioners with new insight and dimensions of life satisfaction. The result of this study shows that life satisfaction has societal satisfaction, family satisfaction, job satisfaction and self-satisfaction dimensions.Practical implicationsThis study will provide practitioners with new dimensions to measure life satisfaction. They can help employees achieve life satisfaction across four different factors. This will enable more employee satisfaction, an increase in retention rate and an increase in employee performance. Furthermore, this study provides implications from a policy perspective to design the business policy by considering life satisfaction as an important part of formulating and implementing human resource policies.Originality/valueThis study is unique in terms of exploring the dimensions of life satisfaction in a structured manner and establishing the psychometric properties as construct, content, and criterion validity along with reliability. This scale can be further used in future research to measure the life satisfaction construct.

Early Childhood Education and Care Services, and Parents’ Work–Life Balance

Parents’ work–life balance represents a major challenge, especially for those who have young children. The present article aims to identify the perceptions of parents relating to the purpose of early childhood education and care (ECEC) services, care responsibilities, and factors that affect the balance between caring responsibilities for children and the professional career of parents. Using a database with 825 parents, who have children aged between 0 and 6 years enrolled in the ECEC system (nurseries, kindergartens), we performed a descriptive statistical analysis and a logistic regression to identify factors that affect the balance between caring responsibilities and career. The results indicate an appreciation of the usefulness of ECEC services (nurseries/kindergartens) by parents and underline the importance of parents’ involvement in the activities of ECEC services. Results also show that three factors affect the balance between caring responsibilities for children and professional career as follows: the residence area, the educational level, and the proximity to ECEC services. The need to develop ECEC services in Romania is correlated with the work–family balance field. Policymakers should focus more on structural changes and the development of early childhood education and care services, as well as the expansion of such services in both rural and urban areas.

Purpose: A potential catalyst and anchor for optimal work–family balance and well‐being

AbstractWorking parents often report difficulties in establishing optimal work–family balance, and such difficulties tend to yield poorer parent well‐being, parenting quality, and child well‐being. Despite advances in understanding of the long‐lasting and multifaceted benefits of purpose in life, up to this point, scant attention has been given to the concept of purpose as a practical means for promoting better parent well‐being and parenting quality, which also has far‐reaching impacts on child well‐being and trajectories. The goal of this paper is to discuss purpose as a potential catalyst and anchor for work–family balance and its associated outcomes of parenting well‐being, parenting quality, and child well‐being. Drawing from ecological systems, family systems, life course, and family resilience theories, this paper presents a conceptual model that depicts these relationships. Recommendations for advancing future research that supports theory building from this work as well as practice are provided.

Crossing Spatial Boundaries: A Study on the Impact of Green Human Resource Management on Employees’ Household Pro-Environmental Behaviors

To respond more effectively to the current increasingly serious environmental problems, the boundary of corporate social responsibility is expanding. In this context, how to take green responsibility for each stakeholder has become a topic of concern for all sectors of society. However, there is still a gap in research on how green human resource management (GHRM) affects employees’ household pro-environmental behavior (PEB) from a cross-domain work–family perspective to achieve CSR more comprehensively. Our study argues that companies can use GHRM across the work–family boundary to influence employees’ household pro-environmental behaviors to achieve positive contributions to the social environment. Our study uses 310 questionnaires collected in southeastern China to conduct an empirical analysis and concludes that GHRM can positively shape green attitudes, help employees perceive green subjective norms, and develop green self-efficacy. Consistent with the findings of the Theory of Planned Behavior, individuals’ green attitudes, green subjective norms, and green self-efficacy can effectively enhance individuals’ household pro-environmental behavioral intentions, which in turn enables the prediction of individuals’ household pro-environmental behaviors. In conclusion, our study extends the influence of GHRM to a wider range of non-work domains and points the way to the full realization of corporate social responsibility by companies. In addition, our study emphasizes that with the subtle cultivation of companies, individuals can become fans of green and low-carbon behaviors, and through the widespread implementation of pro-environmental behaviors, it can reach a virtuous circle of environmental protection as a whole.

Strengthening Family Resilience For Micro, Small and Medium Enterprises

Work Family Conflict (WFC) is a pressure or imbalance between roles at work and roles in the family. Entrepreneurial families are very vulnerable to WFC, even more vulnerable than working families. Even though entrepreneurs are known to have flexible working hours, in reality entrepreneurs' working hours are unlimited. This service aims to provide assistance in strengthening the resilience of entrepreneurial families by focusing on managing stress and conflict in entrepreneurial families, building effective communication and balancing the roles of husband/wife of business actors in the family. The service partners are members of the Kaliurang Connection, which is an MSME community in Yogyakarta. The service method is training and counseling from a team of psychologists according to the participants' needs and problems.

On Being a Good Worker, a Good Mother, a Good Carer: Women Journalists, Motherhood, and Caregiving

ABSTRACT This paper examines the relationship between journalism, caregiving, and family-building, focusing on women journalists in Portugal. Drawing on a critical thematic analysis of thirty interviews, it explores an analytic framework that includes cultural, structural, and agentic dimensions of career limitations, organised in three overarching themes. The first examines how women journalists experience work constraints stemming from traditional cultural ideals where women are still the main caregivers and work cultures that perpetuate a male perspective on professional routines. The second theme explores the mismatch between work and care responsibilities that arises from prevailing family structures and work processes. The third theme centres on how women journalists respond to constraints by making choices and developing strategies. Journalists’ reflexive deliberations about career decisions, employment conditions, family life and cultural assumptions underpinning parenthood demonstrate the complex interrelationship between cultural and working structures, organisational materiality, and agency. Together, these dimensions replicate patterns that make journalism more inhospitable for women. A central point in this research is that while a systemic gender bias exists beyond the sector, workplace inequalities are particularly consequential for journalism and democracy.

The impact of work-family conflict on occupational fatigue among endoscopy nurses in China: a moderated mediation model.

Endoscopy nurses in China face significant work-family conflicts, where the clash between high work demands and family responsibilities markedly increases the risk of occupational fatigue. This not only affects the nurses' physical and mental health and overall well-being, but also poses a threat to the quality of care and patient safety. This study, grounded in the Conservation of Resources theory, constructs a moderated mediation model to examine the mediating role of positive coping style in the relationship between work-family conflict and occupational fatigue among endoscopy nurses in China, as well as the moderating effect of perceived social support. A convenience sampling method was employed to select 315 endoscopy nurses from 25 tertiary hospitals across 14 provinces in China. A questionnaire survey was conducted using the Fatigue Assessment Instrument, the Work-Family Conflict Scale, the Simplified Coping Style Questionnaire, and the Perceived Social Support Scale. The moderated mediation model was validated using Stata16.0. Our findings reveal that work-family conflict is a significant predictor of occupational fatigue, with a negative impact on positive coping style. Positive coping style, in turn, is negatively associated with occupational fatigue. Furthermore, positive coping style partially mediates the relationship between work-family conflict and occupational fatigue, accounting for 35.52% of the total effect. Additionally, perceived social support mitigates the negative effects of work-family conflict on positive coping style and occupational fatigue. There exists a moderated mediation effect between work-family conflict and occupational fatigue among endoscopy nurses in China, wherein positive coping style serve as a mediating variable. Perceived social support mitigates the negative impact of work-family conflict on positive coping style, while enhancing the alleviating effect of positive coping style on occupational fatigue. Therefore, improving endoscopy nurses' levels of perceived social support and coping strategies may help to prevent and alleviate the occurrence of occupational fatigue.

Are you happy with your work? Side effects of workloads and work–family conflict in higher education

PurposeLacking lecturers in higher education is an international issue where society faces insufficient educational services to enlighten one’s future, and lecturer work satisfaction also merits higher attention. Work satisfaction is closely associated with turnover rates, lecturer retention, overall university cohesion, lecturers’ well-being, professional teaching improvement and research and publication performances. This study aims to explore how causes of actions (work–family conflict [WFC] and workload) influence consequences (stress and burnout) which affect the overall attitude (lecturer work satisfaction).Design/methodology/approachResearchers collected data from 450 Thai lecturers from different universities via survey questionnaires. Furthermore, a structural equation model method was used to analyze the data.FindingsResults showed that lecturer stress was significantly influenced by WFC and workload. Next, stress, workload and WFC were the main predictors of lecturer burnout. Then, lecturer work satisfaction was significantly influenced by burnout, except stress. Finally, a relationship between lecturer stress and work satisfaction was mediated by burnout.Originality/valueThis research proposes a theoretical mechanism to analyze how causes of actions (WFC and workload) influence consequences (stress and burnout) which lead to a development of lecturer attitude (work satisfaction) in higher education.