Work Family Research Articles

Omission Culture as an Impact of Social Mobility of Migrant worker

That the large number of Tulungagung people who choose to become migrant workers abroad indicates that the wheels of economic development are still not optimal. The industry has not yet developed rapidly, so the government needs to create a quality business and investment climate by providing incentives and ease of investment and business, so that it can create and open up new jobs as widely as possible for the people that the large number of people who choose to become migrant workers abroad indicates that the wheels of economic development are still not optimal. The industry has not yet developed rapidly, so the Tulungagung Regency Government needs to create a quality business and investment climate by providing incentives and ease of investment and business, so that it can create and open up new jobs as widely as possible for the people. Through the interview method with the research subjects, there is a phenomenon that requires a new, better cultural building due to the impact of the culture of going to work abroad. This study found the fact of omission culture, which means the neglect or acceptance of the actions of migrant workers, both negative and positive, as a form of tolerance for their profession as migrant workers. This omission migrant culture is often found in migrant worker families who tolerate 1. Infidelity, changing partners, temporarily changing partners and/or returning to the original partner and/or changing partners permanently 2. Neglect if the children of the worker's family members are not cared for.

Family Functioning and Cohesion Scale: Validation of a Short Instrument for the Assessment of Intrafamily Relations.

Most available scales for assessing family relationships are lengthy. Our aim was to develop and validate the Family Functioning and Cohesion Scale (FFCS), a self-reported, short instrument consisting of 14 items. The FFCS was validated through its administration to 481 subjects via an online platform. Cronbach's alpha was 0.85 (ranging from 0.83 to 0.86 if any one item was deleted), signifying high internal consistency. The scale can be considered as a sole factor based on its high consistency, while factor analysis produced three factors corresponding to "communication", "anger/resentment/aggression", and "values and beliefs". The test-retest reliability correlation coefficient was found to be 0.88 at a 2-week interval. Regarding external validity, the correlation coefficient of the FFCS with the general functioning subscale of the McMaster Family Assessment Device (FAD) was 0.83. The high measures of consistency, reliability, and validity of the FFCS, combined with its short length, make it a most valuable tool for use by researchers as well as by professionals dealing with families in psychiatry, psychology, social work, or other related fields.

Causes of Nurses' Migration, A Systematic Review

Background and Objectives: One of the foundations of the health system are nurses. Migration is one of the factors of reducing and losing this valuable capital. Methods: In this systematic review study, PubMed, Scopus, Web of Science, SID, Magiran and Google Scholar databases were searched without time limit and based on the Prisma method, and in order to evaluate the quality of the articles, critical evaluation checklists of the Joanna Briggs Institute (JBI) were used. Results: First, 265 articles were extracted. After screening and removing duplicate articles, unrelated, without complete text, the qualitative evaluation stage was performed, and finally 17 articles were included in the study. No intervention was reported in the articles and no study prioritized the identified effective factors. The causes affecting migration were classified into two main categories: Causes related to the country of origin (push factors) and causes related to the destination country (pull factors). The factors in the countries of origin and destination were counted in three areas: individual factors, social factors and cultural factors. Income, job position, job security, continuing education facilities and educational technology, team relations and facilities in the work environment and family status were identified as the most important factors affecting migration. Conclusion: Nurses and especially young nurses from third world countries had a high desire to immigrate. Considering the multi-dimensional causes affecting the migration of nurses, in order to manage this phenomenon effectively, special attention and structural reforms in the social, cultural, political and economic dimensions are needed

Performative Facework During Graduate School: International Graduate Student Parents’ Navigation of Work and Family Precarities

This paper examined how international graduate student parents (IGSPs) engage in performative facework to deal with their non-normative parent identity in graduate schools in the United States. Participants engaged in sedimentary facework to perform the ideal graduate student face. IGSPs’ sedimentary facework perpetuated their own marginalization as they disciplined themselves to “hide the children” and avoid receiving “special favors.” Nevertheless, sedimentary facework provided face cover that enabled IGSPs to actually have children in practice. A few IGSPs worked with mentors who advocated work–family integration and engaged in subversive facework that disrupted the child-free norm of graduate students, thus cultivating the potential for individual resistance and structural change. Taking a feminist intersectional lens, we unveil how participants’ performances of the ideal graduate student face are entrenched in intersectional precarities to problematize the dominating workplace ideology privileging neoliberal productivity over personal and family well-being.

Longitudinal associations between parents' job characteristics, parenting, and adolescent academic outcomes

AbstractObjectiveThis study sought to understand the prospective relationship between parents' jobs, parenting, and adolescents' subsequent school performance.BackgroundRecent research shows that parents' poor job quality and work–family conflict (WFC) are adversely associated with young people's mental health and socioemotional well‐being, with much less known about impacts on adolescents' academic outcomes.MethodWe used data from a nationally representative Australian cohort study to test a longitudinal model linking parents' job characteristics, WFC, and parenting warmth and irritability in early high school, and adolescents' academic achievement in middle high school. Separate models were run for mothers (N = 2,676) and fathers (N = 2,615), and additional multigroup models examined differences between low‐income and middle‐ and high‐income parents.ResultsFindings suggest that parents' WFC increases parenting irritability, which in turn is adversely associated with academic outcomes, particularly for low‐income mothers. Findings also showed that low‐income fathers' WFC was directly associated with poorer academic outcomes.ConclusionParents' WFC in early high school may affect adolescents' achievement in middle high school, with some risks compounded for low‐income households.ImplicationsThis study is among the first to establish a relationship between parents' WFC and adolescents' academic performance and highlights the importance of parents' job resources in supporting adolescent academic outcomes.

Linking Leading-Following and Family.

It is thought-provoking to reflect on the ways in which the idea of family arises within many leading-following situations, especially within work settings where coworkers may refer to each other as or name each other their "work family." In this paper, the author explored the ways in which the humanbecoming paradigm (Parse, 2021) and its models may be used to lead with others from a family view. There are many meaning-making moments within leading-following professional relationships that shape all constituents (families) over time. As in all unique disciplines, such as nursing, that have leadership and practice components, it is important that there is a theoretical framework serving as the foundation to co-build professional relationships.

Prevalence of compassion fatigue among post-graduate trainees in Pakistan: A cross-sectional study.

To determine the prevalence of compassion fatigue, compassion satisfaction and burnout and identify the socio-demographic and work-related factors associated with compassion fatigue among FCPS Part-II trainees in Pakistan. A cross-sectional study of FCPS-II trainees was conducted using stratified sampling at multiple centers over six months. Data was collected through an online, self-administered survey, which consisted of the 30-item ProQOL-V and a socio-demographic and work-related characteristics questionnaire. Informed consent was obtained from all participants. Data was analysed using SPSS 26 for descriptive stats, one-sample t-test, Pearson correlation, and multivariate linear regression at a 95% significance level. Out of 460, only 392 trainees completely filled the online survey (completion rate: 90.74%). The study found that 78.80% of postgraduate trainees experienced moderate levels of compassion fatigue (CF) (Mean = 27.6, SD = 6.3), with moderate burnout (BO) (75.50%, Mean = 26.6, SD = 5.9), while moderately high Compassion satisfaction (CS) (90.60%, Mean = 33.3, SD = 5.5). Compared to normative data, compassion fatigue levels were significantly elevated among post-graduate trainees (p < 0.001). Significant correlations were observed between CF and BO (r =0.59), CF and CS (r = -0.20), and BO and CS (r = -0.63). Factors associated with higher CF included family dependents (p = 0.029), longer working hours (p < 0.001), and inadequate sleep (p < 0.001). Trainees in "Poor" work environments reported higher CF levels than those in "Excellent" environments (p < 0.001). Additionally, engaging in self-care activities such as exercise, prayer, and socialising were associated with lower CF levels (p < 0.05). The study revealed that many postgraduate trainees experience moderate compassion fatigue and burnout, with a strong positive correlation between CF and BO. Compassion satisfaction inversely related to both CF and BO, highlighting the need to boost CS. Factors like longer work hours, poor sleep, family dependents and unfavorable work conditions were linked to higher Compassion Fatigue. Conversely, engaging in self-care practices like prayer, meditation, exercise, and socialising is associated with decreased compassion fatigue levels. These results stress the importance of tailored interventions to enhance trainees' well-being and ultimately improve patient care quality.

Social work research from a gender perspective into intimate partner violence against older women in Spain

ABSTRACT Intimate partner violence against older women is a hidden problem in Spain, which needs the involvement of institutions, professionals and families. This research aimed to shed light on social workers’ practices, and how they propose to perform ethical, efficient social work with older women who have been victims of intimate partner violence. In this descriptive, qualitative and exploratory study, we have compiled the expert voices of various social workers from urban and rural areas of Spain using a questionnaire and semi-structured interviews. The results reveal the role of the family and social workers in early detection, together with the need to provide a more efficient professional response, and to create specific resources and devices to provide comprehensive, individualised solutions for each woman.

Understanding parenting responsibilities as a challenge to mental healthcare access for mothers with a mental illness in Tyrol, Austria

It is estimated that one out of three individuals will experience a mental illness at some point in their lives. Parenting with a mental illness can be particularly challenging and often requires additional support and resources to navigate through it. One of the challenges is accessing mental healthcare while also having parenting responsibilities. This study aims to explore how mothers with a mental illness in Tyrol, Austria, experience the impact of their parenting responsibilities in terms of accessing mental healthcare, and which processes contribute to such challenges. We draw from 20 semi-narrative interviews with mothers with a mental illness which were conducted in the context of a larger research project, focusing on developing and evaluating support for families with a parent with a mental illness. We identified three main findings affecting access to mental healthcare services: (1) organisational issues with mental healthcare services, (2) socio-cultural norms around family and care work, and (3) identity-related expectation of being a ‘good mother’ who is always there for her children. The concern for the children's wellbeing was also closely linked to these aspects. It is important, however, to consider the ways in which these findings are interwoven, and that social support could mitigate challenges. The findings of this study contribute to understanding childcare responsibility as a significant challenge to accessing mental healthcare for mothers with a mental illness and recognising it as a structural, socio-cultural, and identity-related phenomenon.

Bidirectional Nature of Work Family Conflict: Family Interfering with Work Conflict Among Athletic Trainers in the Collegiate Setting

Introduction: Work-family conflict is bidirectional, yet research has largely only investigated the extent to which work interferes with family conflict (WIFC) and not whether family interferes with work conflict (FIWC). Objective: Investigate FIWC among collegiate athletic trainers. Specifically, we were focused on relationships between gender, marital status, employment status of the athletic trainer’s spouse, and number of children. Methods: Data were collected via a cross-sectional, online survey (Qualtrics). Descriptive statistics were calculated for demographic information; Mann Whitney U analyses were utilized to discover differences between gender, marital status, employment status of spouse, and number of children. Results: 984 (605 women, 370 men, 9 other) collegiate athletic trainers. Cronbach’s alpha resulted in acceptable reliability of the WIFC (.92), the FIWC (.86), and the total WFC scale (.84). Women reported significantly higher FIWC scores than men (U=93539.5, pConclusions: Women athletic trainers reported higher levels of FIWC than men. We found both single and married with children athletic trainers report high levels of FIWC, suggesting both groups experience the challenges of family demands. Interestingly, children did not impact experiences of FIWC.

Between a rock and a hard place: managers’ work–family issues in the construction industry and how they compare to workers

PurposeSet in the construction industry, this study aims to better understand managers’ work–family conflict (WFC) and their challenges regarding work–family (WF) issues, and to compare site workers’ and managers’ perceptions of work–family balance (WFB) practices in this male-dominated industry.Design/methodology/approachUsing a mixed-method participatory design (qual-QUAN), this study was conducted in Quebec’s (Canada’s) construction industry. Semi-structured interviews with managers (n = 17) and workers (n = 20) were conducted, along with a survey of managers (n = 692) and workers (n = 789).FindingsTriangulation of results shows that managers have significantly higher levels of WFC than workers and that the factors contributing to their WFC are similar (e.g. heavy workload, unsupportive organizational culture). The results suggest a discrepancy between workers’ and managers’ perceptions. While managers report offering a wide variety of WF measures, many of which stem from collective agreements, workers report little use of those measures.Practical implicationsResults highlight the contrast between availability and accessibility of WF measures in the construction industry and question both managers’ and workers’ possible lack of awareness of WFB measures and practices.Originality/valueThese results contribute to the literature by characterizing issues managers themselves face in the construction industry. The study also discusses managers’ support of workers in the context of their own organizational, interpersonal and individual constraints. Finally, this study contributes by paralleling data from managers and workers in the industry regarding WFB measures and policies.

Family Involvement in Routine Services for Individuals With Severe Mental Illness: Scoping Review of Barriers and Strategies.

The authors investigated barriers to practices that promote family involvement in mental health services, focusing on individuals with severe mental illness, their families, and mental health providers. Additionally, the authors sought to identify strategies to facilitate family involvement in mental health provision to highlight the engagement process in routine practice and propose future directions for organizations to establish a family-friendly environment. Systematic searches for literature published from January 1990 to March 2023 were conducted in PsycInfo, PubMed, CINAHL, Sociological Abstracts, and Scopus databases. Gray literature searches and backward and forward snowballing strategies were also used. Forty-six articles were reviewed, revealing contextual backgrounds and engagement practices that hindered family involvement. Inconsistencies in family involvement stemmed from organizational culture, societal attitudes, and providers' negating of family expertise. Uncertainty regarding confidentiality policies and the absence of practice guidelines posed challenges for providers. Negative experiences of families within the mental health system along with variable commitment also hampered involvement. Some service users declined family involvement because of privacy concerns and differing expectations regarding the extent of involvement. Promoting a shared culture of family work, integrating practice standards, and engaging in professional development activities emerged as key strategies. A gap exists between implementing policies and practices for family involvement in mental health treatment. Without cultural and organizational shifts in support of working with families, the uptake of family involvement practices will remain inadequate. Each stakeholder has different perceptions of the barriers to family involvement, and family involvement will remain elusive without a shared agreement on its importance.

The Factor Analysis of Contactless Services and Its Impact Towards Employee Performance of BPJS Ketenagakerjaan Gresik Branch Office during the Covid 19 Pandemic with Work Family Conflict Mediation

The Factor Analysis of Contactless Services and Its Impact Towards Employee Performance of BPJS Ketenagakerjaan Gresik Branch Office during the Covid 19 Pandemic with Work Family Conflict Mediation

Toward sustainability: mechanism between work–family balance and fertility intention with decent work as the mediating role

The relationship between work and family is essential to sustainability, affecting the fertility intention and fertility behavior of childbearing age. This study aims to explore the following research questions to fill the research gaps: (1) Can WFB improve individuals’ fertility intentions (FI)? (2) How does DW affect individuals’ FI? Drawing on the job demands-resources theory (JD-R) and life history theory, we have developed a theoretical framework of work–family balance (WFB), decent work (DW), fertility intention (FI), organizational support (OS), and family support (FS). Data was collected through a questionnaire in China, and hypotheses were tested. We find that WFB significantly and positively affects DW; DW significantly positively affects FI; WFB significantly influences FI, and DW is a mediator between WFB and FI. However, OS and FS have no significant moderating effects on WFB and DW. The theoretical implications of this study are that it preliminarily explores the spillover effects of DW on family life, enriching the research on DW. The findings can be applied to formulating government policies on fertility support, human resource management practices, and personal work–family development.

What influences women’s participation in the private sector workforce in Oman?

PurposeWomen’s employment has been a contentious issue in the Arab world. However, in today’s changing work conditions, workplaces, and the growth in education, women have increasingly occupied higher-level roles, and their presence in diverse industries has expanded. The study takes a holistic approach to female labor force participation (FLFP) in Oman, encompassing various theories and factors influencing women’s engagement in private sector jobs.Design/methodology/approachThe research employed an exploratory design followed by a qualitative analysis based on a constructivist grounded theory approach. The study involved 170 semi-structured face-to-face interviews with women workers in Oman’s private sector. It explored work–family conflict (WFC), work–life balance (WLB), organizational and family support, and societal bias impacting female labor force participation.FindingsThe low FLFP in Oman’s private sector is a complex issue shaped by various interconnected challenges. Our qualitative analysis synthesizes a conceptual framework that highlights WFC and WLB as pivotal factors behind low FLFP, as women in the private sector face long work hours, low salaries, and high responsibilities. Our study confirms that these women receive substantial familial support in dealing with WFC but lack organizational support and family-friendly policies (FFPs).Practical implicationsAddressing the low participation of women in Oman’s private sector labor force necessitates comprehensive strategies encompassing legislative measures, cultural shifts, and organizational reforms. Implementing these strategies creates an environment where women feel empowered to participate and actively thrive in the private sector workforce.Social implicationsThis study indicates the presence of some serious social issues, such as society’s bias, lack of support for working women, and the gender gap in the private sector workforce, which has broad implications and significance for Oman. The study indicates the positive role of support women receive from their families, organizations, and Oman labor law and what could improve their participation further.Originality/valueThis study addresses the limited research on challenges encountered by women in Oman’s private-sector workforce. Our research addresses this gap by answering key questions, collecting and interpreting data, and developing a comprehensive conceptual framework. This framework aims to elucidate the factors contributing to women’s reluctance to pursue private-sector employment, considering the diverse issues they confront.

Exploring the mechanism to understand workaholism effects on positive and negative behaviors: a moderated mediated study

PurposeWorkaholism negatively impacts desired behavioral outcomes. However, understanding the role of workaholism dimensions (excessiveness and compulsiveness) can help differentiate and address employee motivators towards behavioral outcomes. Using conservation of resource theory, this study explores the influence of these workaholism dimensions, as resource-consuming elements, on positive organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs). Further, work–family conflict (WFC) and family–work conflict (FWC) are included as mediators, and time-control as a moderator, and ultimately, a moderated mediation model is tested.Design/methodology/approachSurvey data were collected using a time-lagged data from 306 New Zealand employee respondents. Data were analysed for moderated mediation using the PROCESS macro.FindingsBoth dimensions of workaholism positively relate to OCBs but only excessiveness to CWBs. We find significant indirect effects of excessiveness and compulsiveness on CWBs through FWC, where time control acts as a boundary condition, showing moderated mediation effects.Research limitations/implicationsFundamentally, the unique effects found encourage workaholism researchers to undertake more complex models to provide new insights.Originality/valueThis is a unique study examining time control as a boundary condition. The findings of moderated mediation provide unique insights and show that workaholism effects depend on other factors.

Teleworking and Mental Well-Being: A Systematic Review on Health Effects and Preventive Measures

Background: In the aftermath of the Coronavirus pandemic and the resulting lockdown and social distancing policies, a new form of work, already existing in the past, has been further enlarged. Teleworking is “full- or part-time electronic work, on-line or off-line, performed at home by self-employed or office workers” and today represents an important lever for companies, including for sustainability, allowing employees to work flexibly, efficiently and remotely. The relationship between telework and sustainability in economic, social, and environmental aspects is also being questioned. The aim of this systematic review is to investigate the effects this has had on workers’ mental health. Methods: PRISMA guidelines were followed. The research was performed on Pubmed and Scopus without restrictions on study type and time limits. The methodological quality of the studies included was assessed using AMSTAR-2, INSA and NOS scales. A meta-analysis of the main adverse effects found in observational studies was also carried out. Results: A total of 38 articles were included in the systematic review. A large proportion of the studies examined showed a correlation between teleworking and worsening mental health. The meta-analysis showed increased levels of mental ill-health (38.8%), stress (28.4%), isolation (6.3%), anxiety (23%), depression (22.6%), work–family conflicts (19.5%), poor sleep quality (56.4%), fatigue (16.1%) and irritability (39.6%). Conclusions: Although most of the works analyzed show a deterioration in the mental health of workers, positive effects were noted in some. There is the need for more studies to optimally investigate the cause–effect relationship between teleworking and mental health deterioration.

Abstract B038: Developing and refining a digital skin cancer intervention among Hispanics

Abstract Background: Over the last 20 years, the incidence of melanoma in Hispanic populations has increased by 20%. The mortality rate of Hispanics is higher compared to non-Hispanic whites. In general, compared to NHW, Hispanics diagnosed with melanoma are younger, have thicker tumors, and have worse survival rates. Skin cancer can be prevented with regular sun protection, and early detection can improve skin cancer outcomes. This study aimed to refine and develop a culturally relevant mobile-based skin cancer prevention intervention for Hispanics through group and individual interviews. Methods: Three focus groups of Hispanics at risk for skin cancer and eight individual interviews with key stakeholders, including healthcare providers and community leaders, were conducted via Zoom. Participants were shown culturally relevant messages developed from previous community interviews and provided further feedback to improve and enhance both the messages and intervention design. The interviews lasted for 60-90 minutes and participants received up to $70 electronic gift cards as an incentive. Results: The focus group (two in English and one in Spanish) participants (n=18), aged 18 to 60 years (M=30). Of these participants, 61.1% were female (n=11), and half reported having an educational level lower than a bachelor's degree. Additionally, more than half of the group indicated a household income below $50,000. Among the eight individual interviews with healthcare providers and community leaders, the participants aged from 18 to 56 and reported being family workers, student group leaders, church leaders, and nurses. Emerging themes from the interviews included: 1) messages and images developed from previous community interviews were relatable and informative; 2) the majority favored visuals with text, and preferred a combination of human and cartoon images; 3) information related to general sun protection and skin examination, such as melanoma and SPF needed to be included, as well as information regarding health literacy such as how to effectively find health information and communicate with a health care provider; 4) some common misconceptions, such as the effectiveness of sunscreen on dark skin and reapplication times, were identified. Additionally, participants expressed hesitancy about undergoing skin examination by oneself and/or a doctor, highlighting the importance of providing more detailed guidance to address misperceptions and enhance adherence. Gender differences in adhering to skin protection measures were evident, with women demonstrating greater commitment despite men's higher melanoma rates and sun exposure, emphasizing the need for targeting of men. Conclusions: Participants expressed satisfaction with the intervention's relevance and informativeness for skin cancer education and promoting preventive behaviors. Insights and new ideas regarding intervention design gained from both the interviews will refine the final intervention, enhancing its cultural relevance and effectiveness in preventing skin cancer among the Hispanic community. Behavioral and Social Science: Community-based Interventions Citation Format: Niu Zhaomeng, Karen Dhami, Yonaira Rivera, Emily Peters, Jemima Baskar, Carolina Lozada, Carolyn Heckman. Developing and refining a digital skin cancer intervention among Hispanics [abstract]. In: Proceedings of the 17th AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2024 Sep 21-24; Los Angeles, CA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2024;33(9 Suppl):Abstract nr B038.

Work–family enrichment among parent nurses: a cross-sectional scale development and validation study

BackgroundWork-family enrichment refers to the extent to which experiences in one role improve the quality of life in another role, and the bidirectionality indicates that benefits derived from work can be applied to family and vice versa. Parent nurses, that is, female nurses who are raising preschool children, play a major role at work and in the family. Thus, work-family enrichment is significant for them. The Work-Family Enrichment Scale cannot be generalized to parent nurses. This study was aimed at developing and psychometrically validating a draft Work-Family Enrichment Scale for Parent Nurses.MethodsA questionnaire survey was conducted among 1,090 parent nurses who were randomly sampled from hospitals with more than 200 beds in Japan. The survey evaluated (1) a draft Work-Family Enrichment Scale for Parent Nurses, (2) the Japanese version of the Work-Family Enrichment Scale, and (3) the Positive Spillover Scale. The scales were psychometrically evaluated for internal consistency, construct validity, and criterion-related validity.ResultsData from 503 participants (age, mean ± standard deviation [range] 35.5 ± 4.96 [23–47] years) were analyzed. Results of exploratory factor analysis, the work to family enrichment direction yielded five factors for 23 items: “emotional fulfillment,” “efficiency,” “ability to lead,” “displaying industriousness,” and “self-growth.” Cronbach’s alpha coefficients ranged from 0.862 to 0.914. In the family-to-work enrichment direction, there were five factors for 28 items: “help-seeking,” “receptiveness,” “expansion of one’s horizon,” “efficiency,” and “emotional fulfillment.” Cronbach’s alpha coefficients ranged from 0.790 to 0.907. Additionally, the correlation coefficients reporting criterion-related validity were 0.685 and 0.619 with regard to the Japanese version of the Work-Family Enrichment Scale and 0.596 and 0.534 with the Positive Spillover Scale for the Work-to-Family Enrichment Scale and the Family-to-Work Enrichment Scale for Parent Nurses, respectively.ConclusionsThe Work-Family Enrichment Scale for Parent Nurses has adequate reliability and validity and can be used as an effective measure to assess the positive aspects of work and family roles among female parent nurses.

What can talent management do about involuntary remote working in the post-COVID-19 era? Spanish IT employees’ organizational commitment

The purpose of this study is to understand the role of professional isolation and work–family balance (WFB) as talent retention strategies, considering organizational commitment (OC) and the mediating role of job satisfaction (JS) among IT employees in the technological industry have been forced by their companies to telework. While previous research has examined the connections between professional isolation (PI), OC, WFB, and JS separately in the context of teleworking, this research proposes an integrative model examining the connections between all these work-related constructs and allowing for mediating and moderating effects. It focuses on IT employees in the technological industry forced to telework, a setting underexamined by previous literature. The final sample is composed of 294 teleworkers forced to work partly at home by their companies. Partial least squares structural equation modeling (PLS-SEM) was applied, and SmartPLS 4.0.8.7 software was used to analyze the data and test the hypotheses. Our results indicate a positive and significant direct effect of WFB on JS and OC, a negative and significant effect of PI on JS and OC, and a positive and significant effect of JS on OC. Our results also indicate that JS mediates the relationship between WFB and OC and between PI and OC and that neither time spent teleworking nor gender moderates the association between PI and OC. Overall, our results suggest that while PI negatively affects OC, JS, and WFB are the most relevant determinants of OC in the context of teleworking. In addition, a complementary IPMA analysis reinforces this view by suggesting that WFB and JS are the most important factors in determining OC performance among IT employees working from home, while PI is not important. The originality of this article is the proposal of an integrative model examining the connections between JS, WFB, PI, and OC and allowing for mediating (JS) and moderating (gender and percentage of time teleworking) effects from a talent management perspective. Moreover, this study focuses on information technology companies and the situation of forced remote working, two settings that have been underexamined. The results could help companies with forced teleworking develop effective strategies to attract, develop, and retain top talent in the information technology industry in the post-pandemic era. It is important for practitioners to consider the interactions between diverse work-related dimensions and the mediating and moderating effects between them to efficiently implement talent management strategies and reinforce OC and, in turn, economic performance.