Flexible Work Schedules Research Articles

Does work-family conflict mediate the effect of psychological resilience on tour guides’ happiness?

PurposeThis paper aims to explore work interfering with family (WIF) and family interfering with work (FIW) as the mediators linking psychological resilience to happiness.Design/methodology/approachData gathered from tour guides in Türkiye were used to test the aforesaid associations. In this paper, partial least squares structural equation modeling was performed to gauge the direct links and mediating impacts of WIF and FIW simultaneously in the link between psychological resilience and happiness.FindingsPsychological resilience exerts a dual influence on WIF and FIW. Simply put, psychologically resilient tour guides balance their work demands with those of the family or vice versa and exhibit low levels of WIF and FIW. As hypothesized, WIF and FIW are the two mediating mechanisms relating psychological resilience to happiness.Practical implicationsIt is important to create a family-supportive atmosphere where tour guides can avail themselves of family-friendly practices (i.e. family leave, flexible work schedules, breaks to be spent with family members after long tours and convenient working hours). Psychologically resilient tour guides, with the abovementioned practices, would experience alleviated conflicts between work and family roles and would therefore have heightened happiness.Originality/valueAlthough the extant literature has presented plenty of empirical studies about the predictors and outcomes of WIF and FIW, evidence about the links of personal resources as third variables to WIF and FIW simultaneously is still scanty. In addition, there is no evidence linking personal resources such as psychological resilience to nonwork outcomes such as happiness through the mediating roles of WIF and FIW. This paper fills in these voids by gauging the links given above using data collected from tour guides, a population that has been subjected to limited inquiry in the WIF and FIW literature.

Factors influencing lecturer’s retention in a South African University

University stakeholders are a united entity; whenever one party does not hold up their end of the deal, it eventually becomes a challenge for all the stakeholders. In this case, universities that are struggling to retain lecturers pose a challenge to the universities’ goodwill. Accordingly, this study examines factors influencing lecturers’ retention in a South African university, and the guidelines for the universities to enhance lecturer retention policies are investigated. Herzberg’s two-factor theory was adopted as the theoretical framework for the study. The qualitative research approach was adopted within the Transformative paradigm using Participatory case study as a research design. A total of 14 participants were selected using a purposive sampling method amongst a pool of university stakeholders. As a result, semi-structured interviews were conducted, and the data was analysed using thematic analysis. The study found that less promotional opportunities and less recognition are factors influencing lecturers’ retention in a South African university. In addition, flexible work arrangements together with the promotion of teamwork, were suggested as guidelines for universities to enhance lecturer retention. Therefore, promoting deserving lecturers, counteroffers, recognising hard-working lecturers, flexible work schedules and promoting teamwork are the recommendations to transform retention problems in universities.

The Role of Flexible Work Schedule in Improving Workers’ Performance Quality in Jordanian Government Sector in Light of the COVID-19

Productivity is a major governing variable for social progress, real economic growth, and the improvement of a country’s standard of living. Productivity determines the extent to which international products are competitive, both internationally and domestically. A country’s productivity is lower than that of other countries that produce the same commodity. The aim of the paper was to highlight the role of the flexible work schedule in improving the performance of workers in the government sector in light of the coronavirus outbreak (COVID-19). In order to achieve the goals, the analytical descriptive approach was followed using a questionnaire designed for research purposes, distributed to a random sample of Jordanian government sector workers, and the SPSS program was used. The paper showed that there was a positive and moral impact of the flexible work schedule on improving the quality of performance of workers in government security. The results of the paper also showed that COVID-19 has had a modified effect on the relationship between flexible work schedules and improving the quality of performance of workers in the Jordanian government’s consent to flexible working hours in the civil service, Clarification of the methods of calculating the number of working hours in accordance with the instructions of the civil service system The results of the paper also helped policymakers to take a different approach, such as flexible work schedules, which could serve to improve the quality of staff members’ work.

Survey Impact of COVID on Work-Family Conflict (WFC) and Flexible Work Arrangement (FWA)

Covid is mandating that all businesses around the globe be able to accommodate flexible work schedules. In addition, many companies are instituting work-from-home policies due to social interaction restrictions. This condition makes it difficult for businesses to establish explicit FWA regulations. The implementation of a WFA presents numerous obstacles, particularly concerning WFC. Certain conditions will have a negative impact on employees who are tasked with completing work in addition to domestic responsibilities. If no distinct rules govern this, it will be difficult for employees to manage their time, negatively impacting employee performance. Members continue to believe that the FWA settings are not optimal one year after the pandemic has begun. Many employees still confront WFC when completing work and homework simultaneously. This condition stipulates that implementing FWA must be enhanced to reduce the risk of WFC. The data acquisition method is a survey of 100 employees in the manufacturing industry that produces steel. According to the study's findings, the Work-Family Conflict (WFC) was in the lowest category, with employees believing that the tasks assigned are balanced between work and family to avoid creating work-family conflicts. While the FWA implementation was rated acceptable, it makes it easier for employees to manage their time more flexibly to complete their work. The obtained results can assist the organization in enhancing its procedures for implementing the FWA.
 Keywords—Work-Family Conflict; Flexible Work Arrangement

In What Circumstances Flexible Working Arrangement Possible to be Implemented?: A Literature Review

A new paradigm has emerged in the world of work amidst the widespread of the COVID-19 pandemic. One concept that has garnered attention is the "Flexible Working Arrangement." This flexible approach to work has become crucial as the pandemic has forced many companies and employees to adapt to uncertain and ever-changing circumstances. In facing these challenges, flexibility in carrying out work activities has become increasingly important. Flexible Working Arrangement provides an effective solution to overcome the obstacles arising from social restrictions and remote work. FWA has not been fully implemented by ASN, even though Presidential Decree 21 of 2023 has been issued, as a form of legal certainty for the flexible policy and the success of the WFH work system during Covid-19. By leveraging technology and digital communication, workers can remain productive without being physically present in the office. This approach enables individuals to work from home, manage a more flexible work schedule, and utilize their time more efficiently. In this paragraph, we will further discuss the benefits and implications of Flexible Working Arrangement in the context of the COVID-19 pandemic.

Социально-демографические факторы проблем с трудоустройством региональной молодежи

The article presents the results of sociological monitoring conducted by the method of questioning in Saratov in 2022. According to the probabilistic quota sample, 480 people from 18 to 30 years old were interviewed. The selection criteria are gender and age. The results were processed in the SPSS program. The study showed that Saratov youth are mainly distinguished by paternalistic moods in employment, but, depending on gender, age and marital status, they have significant differences in their orientations and problems. So the gender factor is manifested in the fact that young men are more active in the regional labor market. However, they were more likely to face the problem of low wages with large amount of work. Describing the level of difficulty in finding a job, most girls noted that it is very difficult due to lack of experience. They would like to get help in finding employment from educational institutions, but in reality, when looking for a job, they often resort to the help of government agencies. Not less important is the age factor. Under its impact, young people under the age of 24 more often than the elders remained committed to their place of work, combining it with improving their education and finding a job in their specialty. They are more focused on individual achievements, reflected in the size of salaries. Problems with employment were less common among young Saratov residents than among mature youth. For them, the most problematic thing is the lack of experience. The main difficulty is to find a job with a flexible work schedule. 25–30 year olds are characterized by increased mobility and demanding work. Mature youth care more about the realization of their inner potential and social recognition from others. They more often stated a high level of complexity of employment. The older faced the problems of low wages, lack of experience and large amount of work more often. Only they are registered at the labor exchange, waiting for assistance in employment from the university. Marital status also affects the employment patterns of young people. It contributes to a stable attitude to work. Those who live without marriage registration, as well as non-family young people, often do not work and are looking for work in their specialty. They are 6 times more concerned about the amount of earnings than others. They are more often focused on independence in employment. Single and unmarried youth are more likely than others look for work aimed at career growth.

Orchestrating Diverse Schedules at Work: A Framework of Coordination for Flexible Work Schedules

Orchestrating Diverse Schedules at Work: A Framework of Coordination for Flexible Work Schedules

Work life balance and staff job satisfaction in Tanzania banking sector: Case of CRDB and NMB Banks in Moshi municipality

Demand for work-life balance remedies for employees in organisations has so far been experiencing exponential growth. This study therefore sought to assess influence of work life balance on staff job satisfaction in Tanzania banking sector with the selected case of CRDB and NMB Banks in Moshi municipality so as to generalize the findings. Specifically, the study sought to determine the influence of flexible work schedules on staff job satisfaction in Tanzania banking sector. The study adopted descriptive survey research design and stratified sampling technique with which the sample of 91 staff was drawn from population. Multiple regression and thematic approaches were used to analyse quantitative and qualitative information gathered from the respondents. The data gathered from the sample was analyzed using SPSS Version 23. The study results indicate that flexible work arrangements strongly influence staff job satisfaction in the banking industry in Tanzania. The study recommends to the banking industry to elevate flexible work arrangements to help staff strike the Work - Life Balance in order to promote staff socio –economic well-being and the overall performance of banks.

The influence of the professional environment on women leadership: A Quantitative Investigation

Women's leadership positions in India have been significantly impacted by the country's historically male-dominated professional environment. Despite growing public awareness of the need for gender equality, women in leadership roles frequently encounter barriers like prejudice, discrimination, and a lack of support. The leadership potential of women in India is likewise constrained by societal norms. It can be difficult for women to advance in their jobs since they are expected to put their families' needs ahead of their own. However, there has been a shift in recent years towards building more welcoming workplaces that support diversity and equal opportunity for women. To assist women in advancing their careers, many organizations now provide mentoring programmes, leadership development opportunities, and flexible work schedules. In addition, there has been an increase in the number of projects and businesses run by women with the goal of empowering women in the workplace. These initiatives are gradually dismantling the old barriers that have kept women from reaching their full potential in leadership positions. Overall, even while there is still work to be done, the professional environment in India is increasingly improving its support for women in leadership roles.

Associations of employment disruptions and financial hardship among individuals diagnosed with cancer in the US.

12097 Background: Financial hardship is experienced by approximately half of working-age individuals diagnosed with cancer. Many working individuals diagnosed with cancer also experience disruptions with their employment. This study examines whether employment disruptions are associated with financial hardship among individuals diagnosed with cancer in the US. Methods: We utilized data from the 2016/2017 Medical Expenditure Panel Survey (MEPS) Experiences with Cancer self-administered questionnaires and identified individuals diagnosed with cancer at age >18 who worked for pay at the time of or following their cancer diagnosis. Employment disruption was defined as taking extended paid time off work; switching to a part time or less demanding job or to a flexible work schedule; and/or retiring early due to cancer, cancer treatment, or late effects. Financial hardship was defined in 3 domains: material (borrowing money, financial sacrifices, or being unable to cover medical costs); psychological (worrying about medical bills, financial stability, keeping job/income, or future earnings); and behavioral (delaying/forgoing medical care because of cost). Multivariable logistic regression analyses adjusting for the MEPS survey design were used to determine associations of employment disruption due to cancer with any financial hardship and with financial hardship intensity while controlling for patient demographic, health insurance, and clinical characteristics. Results: Among 732 individuals with a cancer history, 47.4% experienced employment disruptions and 55.9% experienced any financial hardship. Financial hardship was significantly more common among cancer survivors with employment disruptions than without disruptions (68.7% vs. 44.5%; p-value of difference < 0.0001). Findings were consistent across multiple hardship measures/domains and across years since last cancer treatment. In multivariable logistic regression analyses, cancer survivors with employment disruptions were significantly more likely to have greater (OR = 2.8; 95% CI 2.0, 3.9) financial hardship intensity. Individuals of race/ethnicity other than non-Hispanic White; who had Medicare (vs. private) insurance and were age < 65 years old at diagnosis; or had breast, colon, or prostate cancer (vs. melanoma reference group) were also more likely to experience financial hardship. Older individuals and those who were married were less likely to experience financial hardship. Conclusions: Employment disruptions are common and significantly associated with multiple types of financial hardship among cancer survivors. Employer workplace accommodation and other policies to minimize disruptions among individuals diagnosed with cancer may reduce financial hardship in this vulnerable population.

Who Takes the School Bus? The Roles of Location, Race, and Parents in Choosing Travel-to-School Mode in Georgia

In the United States, roughly one-third of students in public and private K-12 schools ride a school bus to school; in Georgia, that share is even higher (46%). But policy differences between and within states complicate explanations of school trip mode choice. To address this and create a consistent choice set, this article uses the 2017 National Household Travel Survey Georgia Add-On to construct a statewide analysis of school trip mode choice among school-bus-eligible students, as Georgia state law requires students receive a bus service if they live 1.5 mi or more from school, creating a consistent choice set. I use a binary logistic regression model and marginal effects to determine factors predicting school bus use on morning trips to school in Georgia among a suite of trip, individual, household, and environmental characteristics. I find that Black students, older students, and students in greater Atlanta are more likely to use a school bus, while students who live further from school, girls, students who have at least one parent with a college degree, and students who have at least one parent with a flexible work schedule are less likely to do so. Additionally, for those who are age-eligible, possessing a driver’s license strongly predicts not using a school bus. Notably, neither family income nor family structure are significant predictors of school bus use. Ultimately, these findings have implications for state school bus policy in Georgia and help elucidate who uses this important service so that resources can be directed appropriately.

The effects of knowledge sharing on innovative behaviours of academicians; mediating effect of innovative organization culture and quality of work life

PurposeCurrent article aims to investigate the positive link between knowledge sharing (KS), innovative culture (IC), quality of work life (QWL) and innovative behaviours (IB) at higher education institutions in Iraq's Kurdistan Region.Design/methodology/approachThe study's data was gathered from academic staff at various universities in Iraq's Kurdistan Region. A total of 212 data were collected via survey questionnaire and analysed using structural equation modelling.FindingsIt was discovered that KS has direct and significant positive effects on IC, QWL and IB; IC had direct positive effects on IB; QWL had no considerable influence on IB and IC had a significant mediation and moderation roles between KS and IB. As a result, it is advised that universities in the region are strongly support IC to increase IB among academicians.Research limitations/implicationsFirstly, the data has been collected during the crises time that the lecturers were not receiving regular salary. This might change their quality work life perception. Secondly, data has been collected only from Sulaymaniyah city; other parts of the Iraq could have different perceptions. Lastly, sample size might be another limitation of the study.Practical implicationsIt is recommended that universities in the region should strongly support IC to increase IB among academicians, in terms of providing flexible working schedule and conditions, fair opportunities for promotion, and share decision making responsibilities.Social implicationsKS and IC has significant impacts on IB among the academicians. Accordingly, university administrative should improve policies increase KS behaviours and provide IC that academicians feel more comfortable culture to be innovative. Therefore, current paper recommends, tolerance to failure, openness to new ideas and participation to the decisions to improve IB among the academicians.Originality/valueThe paper is important that investigate KS and IC at the higher education institutions in Kurdistan region. Further, QWL perception has been investigated respectively. However, it has been observed that lecturers do not have quality of life perception at the investigated period of time.

Breastfeeding and female labor force participation: the probability of survival of children in Nepal under 3 years old

BackgroundThe number of breastfeeding mothers participating in a labor force to generate income has been increasing in Nepal. In this regard, the study aims to assess the survival of Under 3 children in Nepal from the mother based on their labor force participation and breastfeeding status.MethodsData for the study were obtained from the Nepal Demographic and Health Survey 2016. The sample size of the study was 2,994 live births children, born in the last three years prior to the day of the interview. The robust hazard ratio and cox proportional hazard regression were conducted between dependent and independent variables with 95% confidence intervals (CIs) to conclude.ResultsFrom a total of 2,994 live births, 85 children died within 36 months of birth. More than 80% of the non-working mothers were breastfeeding their children. The findings shows that the survival of children under-3 is positively associated with the interaction with the mother’s work and breastfeeding status (Hazard Ratio 0.428, 95% CI 0.24, 0.75), family structure (Hazard Ratio 1.511; 95% CI 1.37, 1.655), relationship with the household head (Hazard Ratio 0.452; 95% CI 0.311, 0.65), wealth quintiles (Hazard Ratio 0.390; 95% CI 0.33, 0.46), caste (Hazard Ratio 0.652; 95% CI 0.60, 0.69), and religion (Hazard Ratio 2.015; 95% CI 1.09, 3.70) with model CI 95%, Log pseudo likelihood = -521.39236, prob. χ2 = 0.005 and time at risk = 52,748.ConclusionsThe highest rate of child survival was from the working mothers as well as continuing breastfeeding their children followed by mothers breastfeeding the child but not working, compared to mothers working but not breastfeeding the child, and mothers who were neither working nor breastfeeding their children respectively. This study provides clear evidence that breastfeeding is very important for the probability of survival of the child aged below 36 months and work of mother also have some positive impact on child survival. Employers should be encouraged to have a breastfeeding policy in the workplace through the establishment of a breastfeeding facility, and a flexible work schedule. At the same time government should also regulate the paid maternity leave and encourage societal support for the breastfeeding mothers.

Multimodality incentivized by employer-based travel demand management

ABSTRACT This study explored the effectiveness of various employer-based travel demand management strategies in promoting multimodality and mode substitution among employees in Washington state using a mixed multinomial logit model. The study found that employee transportation coordinators played an important role in encouraging the use of sustainable travel modes. Spatial analysis revealed that individuals who lived and worked in proximity were more likely to adopt multimodal transportation. The study also highlighted the convenience of driving alone and the lack of information on sustainable alternatives as two major barriers to the adoption of sustainable transportation modes and recommended educational campaigns to increase awareness. To inform practice, this study identified transit subsidies, parking pricing, and work schedule flexibility as the most effective TDM strategies to promote multimodality and mode substitution, followed by compressed workweeks, and providing easy access to transit and amenities.

Caught in the Crossfire: How Work-Family Conflict Affects the Lives of Married Nurses in India

Purpose- This research aimed to examine the nature of the relationship between work and life among married nurses in Jammu and Kashmir, IndiaDesign/Methodology- A questionnaire with measures for work-family conflict, life satisfaction, and family satisfaction was administered. The nodal agency, Government Medical College (GMC), provided the researcher with a list of nurses and their marital statuses. A sample of 253 nurses was analyzed using simple random sampling from a list of potential 527 nurses. These 253 respondents worked at five major government hospitals. In addition to the work-family measures, questions on age, work experience, job grade, and family type were askedFindings- The results revealed a significant relationship between work and family conflict with both life satisfaction as well as family satisfaction. In both cases, the time-based, and strain-based conflict scored higher than the behavior-based conflict in influencing family and life satisfaction negativelyPractical Implications- The results highlight the need for organizational support for nurses, which can be in the form of flexible work schedules, and other time-saving techniques. Given that nurturing responsibilities are shouldered by women in India not only monetary but non-monetary benefits should be availed to the nurses to alleviate their work-family conflict.

The Employment Quality of Persons with Disabilities: Findings from a National Survey

PurposeLabour market integration is a widely accepted strategy for promoting the social and economic inclusion of persons with disabilities. But what kinds of jobs do persons with disabilities obtain following their integration into the labour market? In this study, we use a novel survey of workers to describe and compare the employment quality of persons with and without disabilities in Canada.MethodsWe administered an online, cross-sectional survey to a heterogeneous sample of workers in Canada (n = 2,794). We collected data on sixteen different employment conditions (e.g., temporary contract, job security, flexible work schedule, job lock, skill match, training opportunities, and union membership). We used latent class cluster analysis to construct a novel typology of employment quality describing four distinct ‘types’ of employment: standard, portfolio, instrumental, and precarious. We examined associations between disability status, disability type, and employment quality.ResultsPersons with disabilities reported consistently lower employment quality than their counterparts without disabilities. Persons with disabilities were nearly twice as likely to report low-quality employment in the form of either instrumental (i.e., secure but trapped) or precarious (i.e., insecure and unrewarding) employment. This gap in employment quality was particularly pronounced for those who reported living with both a physical and mental/cognitive condition.ConclusionThere are widespread inequalities in the employment quality of persons with and without disabilities in Canada. Policies and programs aiming to improve the labour market situation of persons with disabilities should emphasize the importance of high-quality employment as a key facet of social and economic inclusion.

Factors Affecting Burnout and Turnover Intention of Nurse at Academic Hospitals in Covid 19 Pandemic

Introduction: The COVID-19 has caused an increase in workload that affects the physical and psychological health of nurses. Moreover, the ongoing increase of workload can trigger work fatigue and declining work motivation. The purpose of this research is to identify factors which influence burnout and turnover intention of nurses working in a academic hospital during the COVID-19 pandemic. Method: This research is non-experimental explanation survey research with cross sectional approach which involved 186 respondents who are chosen using convenience sampling. The independent variables are demographic factors while the dependent variables are burnout and turnover intention. Instrument used is a questionnaire related burnout and turnover intention which is based on a reference of earlier research. Data analysis used is multiple regression and logistic with p value ≤ 0,05. Result: Indicators influencing burnout were age (Coeff: -0.017; p=0.017), family dependents (Coeff: -0.799; p=0.011), and workshop on COVID-19 management (Coeff: 0.869; p=0.017). Indicators influencing turnover intention were family dependents (Coeff: -0,647; p=0.014), marital status (Coeff: 1.589; p=0.000), adjustment and arrangement of work schedule for COVID-19 service (Coeff: 0,901; p=0.033), and workshop on COVID-19 management (Coeff: 0,901; p=0.020). Conclusion: The research shows that turnover intention on nurses working in a academic hospital during the COVID-19 pandemic is mostly on moderate level, as well as with burnout. Health institutions must focus on applying strategies to reduce a nurse workload which include infection prevention action, personal protective equipment (PPE), regular workshops on current COVID-19 management, incentive allotment punctuality and flexible work schedule arrangement.

What If Moms Quiet Quit? The Role of Maternity Leave Policy in Working Mothers’ Quiet Quitting Behaviors

This study aims to examine the effects of various maternity leave support on the quiet quitting behaviors and mental health conditions of working mothers across industries during the post-pandemic period. Through an empirical survey method of 310 valid responses from a panel data, the study results indicated that working mothers who took maternity leave were less likely to adopt quiet quitting behaviors when they returned to work after childbirth and showed better mental health at work compared to their peers who did not take maternity leave because of childbirth and/or childcare. Additionally, paid maternity leave was not found to have a significant effect on quiet quitting behaviors and mental health of working mothers across industries, but the duration of maternity leave was found as a significant factor in impacting working mothers’ quiet quitting behaviors and their mental health conditions. Moreover, peer workers’ quiet quitting behaviors and supervisors’ support for childcare (e.g., flexible work schedule) were found significantly to improve working mothers’ quiet quitting tendencies at work. Lastly, there exist significant differences in age and race in the working mothers’ quiet quitting behaviors at work.

The Effect of Person-role Fit on Work-Life Balance and Intentions of Turnover among Instructors in Higher Learning Institutions in Kuwait

This research examines the effect of work-life balance (WLB) practices on the motivations to turnover and perceived person-role fit (PRF) among the academics who teach in higher learning institutions. In addition, this research will also evaluate the relationship between the (PRF) and the turnover intention (TI), among the instructors. This study tries to test the influence of PRF as a mediating factor between the relationship from WLB practices of an institution and intentions of turnover. The study will target at least 120+ academics that have full-time roles in Higher Learning institutions across Kuwait. This research is based on a self-administered questionnaire (insert citation 1). The hypothesized complex cause-effect relationship between the variables (with PRF as the hypothesized latent variable) will be assessed by inputting the collected data through a partial least squares path modeling (PLS-PM). As found in much other similar research, the WLB practices have a negative cause-effect relationship with intention to turnover which beyond our expectation. Alternatively, the PRF might be positively related to effective WLB practices. In conclusion, WLB practices such as remote working, childcare provisions, flexible work schedule and overlapping responsibilities (job sharing) among others are recommended in higher learning institutions to optimize the PRF as well as minimizing the turnover intention of the academic staff. Keywords: Person-Role Fit (PRF), Work-Life Balance (WLB) Practices, Turnover Intention DOI: 10.7176/EJBM/15-5-06 Publication date: February 28 th 2023

Partner's generalized locus of control and domains of job satisfaction: evidence from Australia

PurposeThis study examines the relationship between partners' locus of control and their spouses' domains of job satisfaction (job satisfaction and its domains, personal income and promotion) among Australian couples.Design/methodology/approachData were obtained from the Household, Income and Labor Dynamics of Australia (HILDA) Survey. Various estimation strategies including ordinary least squares (OLS), Mundlak approach and instrumental variable (IV) method are used to reveal the relationship between spouse's locus of control and domains of job satisfaction.FindingsTo reduce sex heterogeneity, the analysis used in this study is disaggregated by sex. In particular, the findings of this study show that wives' locus of control positively influences husbands' satisfaction with pay and working hours, while there is no relationship between husbands' locus of control and wives' domains of job satisfaction.Social implicationsThe study's findings emphasize the importance of locus of control in couples. A good work–life balance and a healthy marital relationship potentially facilitate positive effects of characteristics from the partner on employees' job satisfaction. Thus, on the organizational level, employers may consider creating a working environment that promotes a healthy marital relationship for their staff, including flexible working schedules, work from home options, family days or family-extended staff events.Originality/valueThis study is the first to reveal the relationship between spousal locus of control and domains of job satisfaction, enriching the current literature on this topic.