Negative Work-home Interference Research Articles

The relationship between physicians' self-kindness and professional fulfillment and the mediating role of personal resilience and work-home interference: A cross-sectional study.

Professional fulfillment is crucial for physicians' well-being and optimal patient care. Highly demanding work environments, perfectionism and self-critical attitudes jeopardize physicians' professional fulfillment. To explore to what extent a kinder attitude towards the self, i.e. self-kindness, was associated with physicians' professional fulfillment and whether this relationship was mediated by personal resilience and work-home interference. In 2020, cardiologists (n = 374) in the Netherlands participated in a web-based survey. Self-kindness was measured by the self-kindness subscale of the Self-Compassion Scale, personal resilience by the Brief Resilience Scale, work-home interference by the negative Work-Home Interference subscale of the Survey Work-Home Interaction-Nijmegen, and professional fulfillment by the corresponding subscale of the Professional Fulfillment Index. Using Hayes' SPSS macro PROCESS v3.5, the authors tested the parallel mediation model. Self-kindness was not directly associated with professional fulfillment (direct effect = .042, p = .36, 95% CI: -0.048, 0.132). Self-kindness was indirectly related to professional fulfillment through individual resilience (indirect effect = .049, 95% CI: .020, 0.086) and work-home interference (indirect effect = .057, 95% CI: .023, 096). This study suggests that improving physicians' self-kindness may enhance professional fulfillment through personal resilience and work-home interference. Our findings may stimulate and remind physicians to be kind towards themselves as it may benefit them and their patients.

The experiences of work-life balance, stress, and coping lifestyles of female professionals: insights from a developing country

PurposeGiven the limiting conditions of the gender roles confronting professional working women and drawing on spillover theory, the purpose of this paper is to explore the experiences of work-life balance with an emphasis on the causes of the imbalances, perceived stress, and coping techniques experienced by female medical doctors in an African context – Nigeria, a geographical location that is considered under-researched.Design/methodology/approachThe qualitative data is based on one-to-one in-depth interviews with 52 Nigerian female medical doctors.FindingsBased on the findings of the thematic analysis, it is clear that time squeeze, as a well-known factor in the medical profession, exacerbates negative work-home interference. However, other themes, such as patriarchal proclivities and task-pay disparity, that affect female doctors but are rarely considered in studies on work-life balance also emerged as sources of stress and work-family conflicts, leaving these doctors to devise individual coping methods as mitigating strategies.Research limitations/implicationsThe study relies on a limited qualitative sample size, which makes the generalisation of findings difficult. However, the study contributes to the limited literature on the implications of stress and work-family incompatibilities facing women in a society that is not particularly egalitarian, with an extremely pronounced culture of masculine hegemony that is contrary to western cultures. The article unveils the socio-cultural difficulties of the work-life demands facing women specific to the Nigerian society and experienced with a different level of intensity.Originality/valueThe majority of the research on work-life balance has been undertaken in western countries and has focused on various professional groups and organisations, including the health sector. Nevertheless, work-life balance is a novel concept within the Nigerian work environment, where female medical doctors, as a professional group, are rarely studied. The article also provides valuable insights into the macro-contextual features influencing the work-life balance of Nigerian professional women.

Mental health problems and support needs of PhD students: bottle necks of the phD trajectory

Abstract Background A substantial part of PhD students is struggling with mental health problems. These complaints can lead to dropping out and societal costs. Various bottlenecks that students may face during the PhD process can undermine mental health. We aim to test what bottlenecks are predictive of mental health problems. Furthermore, we aim to address the responsibility of the University. Methods In a cross-sectional survey design (N = 427), both mental health status, and possible bottlenecks of the PhD trajectory were studied amongst PhD students at the University of Amsterdam. Mean age was 29 years; 29% was male; 71% female. Participants were recruited through emails and newsletters (response rate 14%). Regression analysis’ were performed with depression and anxiety as dependents (k6, ek10). We controlled for gender, age, international PhD student yes/no. Results PhD students that score higher on anxiety, are more often international students (β=.09; p<.05), score significantly higher on negative work home interference (β=.46; p<.001), and on negative home work interference (β=.12; p<.01), score significantly lower on social support (β=.19; p<.001) and on self-efficacy (β=-.18; p<.001). [F(15, 413) = 20.00; p = .000]. PhD students that score higher on depression score significantly higher on negative work home interference (β=-.54; p<.001), and on negative home work interference (β=-.07; p<.05), score significantly lower on social support (β=-.23; p<.001) and on self-efficacy (β=.03; p<.001). [F(15, 416) = 41.68; p = .000]. Conclusions The bottlenecks that we found to be predictive of a worse mental health status can be addressed in the university context through providing information to PhD students, PhD supervisors and PhD student counselors. Extra attention needs to be paid to international PhD students. The University could offer interventions such as coaching, career guidance, relaxation training, time management, intervision, and sports to meet support needs. Key messages Work home interference, home work interference, social support and self-efficacy are important aspects of mental health in PhD students. Extra attention needs to be paid to international PhD students. The University has a responsibility and an interest regarding its PhD students’ mental health and wellbeing: appropriate interventions can be deployed for the support needs of PhD students.

Home to work spillover and turnover intentions

PurposeThis paper aims to investigate the relationship between home-to-work spillover, measured as positive and negative home–work interference (HWI) and turnover intentions, as well as the mediating role of perceptions concerning training and development practices.Design/methodology/approachData were collected among 418 respondents who were working at two business schools. A confirmative structural equation modeling analysis was conducted for the analysis.FindingsAs expected, positive HWI showed negative relationships with turnover intentions, while negative HWI related positively to turnover intentions. Training and development practices mediated the relationship between positive HWI and turnover intentions; the mediation effect was stronger for women than it was for men. Training and development practices did not mediate the relationship between negative HWI and turnover intentions, however.Practical implicationsThe outcomes suggest that helping employees to balance their work and home lives can be beneficial for employees, as well as for employers in terms of reducing turnover intentions.Originality/valueAs contributions, additional insight into the relationship between positive and negative non-work factors and turnover intentions by examining the ways in which both positive as well as negative HWI are related to turnover intentions. Furthermore, the research considers the mediating role played by perceptions concerning human resource (HR) practices, and particularly training and development practices as perceived by the employee, in the relationship between positive and negative HWI and turnover intentions.

The relationship between work and home characteristics and work engagement in medical residents.

IntroductionWork engagement is important for medical residents and the healthcare organizations they work for. However, relatively little is known about the specific predictors of work engagement in medical residents. Therefore, we examined the associations of work and home characteristics, and work-home interference with work engagement in male and female residents.MethodsThis study was conducted on a nationwide sample of medical residents. In 2005, all Dutch medical residents (n = 5245) received a self-report questionnaire. Path analysis was used to examine the associations between the potential predictors and work engagement.ResultsIn total, 2115 (41.1%) residents completed the questionnaire. Job characteristics, home characteristics and work-home interference were associated with work engagement. Important positive contributing factors of work engagement were opportunities for job development, mental demands at work, positive work-home interference and positive home-work interference. Important negative contributing factors were emotional demands at work and negative home-work interference. The influence of these factors on work engagement was similar in male and female residents.DiscussionOpportunities for job development and having challenging work are of high relevance in enhancing work engagement. Furthermore, interventions that teach how to deal skilfully with emotional demands at work and home-work interference are expected to be the most effective interventions to enhance work engagement in medical residents.

Workaholism, Home–Work/Work–Home Interference, and Exhaustion Among Sports Coaches

The aims of this study were to (a) examine the associations between workaholism and work-related exhaustion and (b) examine associations between work–home/ home–work interference and work-related exhaustion in 261 Swedish coaches. Quantile regression showed that workaholism is only associated with exhaustion for coaches who score high on exhaustion, that negative work–home interference has a stronger association with exhaustion than negative home–work interference, and that the coaches on a mean level scored low on all measured constructs. In addition, coaches in the higher percentiles have a higher risk for burnout. Our results highlight the importance of studying coach exhaustion with respect to aspects that extend beyond the sports life.

Organizational Justice and Perceived Organizational Support: Impact on Negative Work-Home Interference and Well-being Outcomes.

It is well established that negative work-home interference (NegWHI) impacts upon several work attitudes and behaviors. In the interests of both organizational effectiveness and employee well-being, it is important to identify concepts related to NegWHI and investigate their effects on well-being outcomes. This study examines the mediating role of (1) perceived organizational support (POS) in the relationship between organizational justice (OJ) and NegWHI; and (2) NegWHI in the relationships between POS and four well-being outcomes. A total of 509 employees of a Belgian hospital were surveyed. Data were analyzed using structural equation modeling and the bootstrapping method. Results showed that POS partially mediates the relationships between distributive and passive procedural justice and NegWHI, and fully mediates the relationship between the other justice dimensions and NegWHI. NegWHI partially mediates the relationships between POS and both job satisfaction and intention to quit, and fully mediates the relationship between POS and job strain. Furthermore, POS is positively related to job engagement. This study showed that organizations can help employees to better manage their work and family lives and reduce the impact of NegWHI by enhancing employees’ feeling that they are supported by their organization. In order to increase POS, organizations need to promote justice in the workplace.

Factors associated with mental health status of medical residents: a model-guided study.

Residency is a stressful period in a physician's development, characterized by long work hours, time pressure, and excessive work load, that can exert negative effects on residents' mental health. Job burnout and negative work-home interference may play a major role in residents' mental health problems. The present study used the job demands-resources model as a theoretical framework to examine the way in which job demands (e.g., workload, emotional demands) and job resources (e.g., supervisor support, job autonomy) were associated with residents' mental health. From a pool of 290 medical residents, 264 (91%) completed the questionnaires. Applying structural equation modeling techniques, the results showed that greater emotional exhaustion (β=-.65, SE=.09, p<.001) and more work-home interference (β=-.26, SE=.10, p<.05) were related to poor mental health. Specific job demands (i.e., high workload) and particular job resources (i.e., low opportunities for professional development and low supervisor support) were related to poor mental health not directly but only indirectly, via emotional exhaustion or work-home interference. Thus, through work-related emotional exhaustion, the impact of work conditions might be transmitted to and interfere with non-work related domains such as family life, as well as with domain-unspecific aspects of well-being, such as mental health and psychological distress. Implications of the results and suggestions for future research and practice are outlined.

Job characteristics and coping strategies associated with negative and positive work-home interference in a nursing environment

The aim of this study is to determine which job characteristics and coping strategies predict negative and positive work-home interference (WHI) in the nursing environment. Random samples (n=300) were taken of registered nurses in the Johannesburg, Klerksdorp, Krugersdorp, Potchefstroom and Pretoria regions. A self-constructed questionnaire was used to measure job characteristics. The Coping Strategy Indicator (CSI) was used to measure coping strategies, and the Survey Work-Home Interaction-Nijmegen (SWING) to measure WHI. The results show that time demands, pressure, role clarity and colleague support are the main job characteristics that predict negative WHI. Problem-solving coping predicts less negative WHI and avoidance coping predicts more negative WHI. Time demands, autonomy and role clarity are the main variables that predict positive WHI. Problem-solving coping is the only coping strategy that predicts positive WHI.

Burnout and Occupational Factors among Romanian Healthcare Professionals Working in Obstetrics and Gynecology Clinics

The present research aims to identify the relations between burnout, job demands and negative work-home interference. One hundred and sixty seven physicians, residents and nurses working in obstetrics and gynecology clinics filled out the Maslach Burnout Inventory-General Survey, the Questionnaire on the Experience and Evaluation of Work and the Survey Work-Family Interaction Nijmegen. Results of multiple regression analyses indicate that while job demands predict burnout, the negative work-home interference partially mediates the relation between job demands and burnout. The present results have implications for designing interventions focused on reducing burnout among healthcare professionals.

Work stress, work–home interference and perceptions of organisational culture amongst insurance employees in Zimbabwe

The objective of the study was to determine the relationship between work stress, work-home interference, and perceptions of organisational culture amongst insurance employees in the Zimbabwean context. Data were collected from a sample of 190 employees (females=46%) who completed the Occupational Stress Inventory-Revised (OSI-R), the Work-Home Interference Questionnaire (SWING), and the Organisational Culture Index (OCI). Data analysis consisted of correlational and standard multiple regression analyses. The results revealed significant positive correlations between the sub-scales Role Overload, Role Insufficiency, Role Ambiguity, Role Boundary, Responsibilities, and Physical Environment of the OSI-R, the sub-scales Positive Work-Home Interference and Negative Work-Home Interference of the SWING, and the sub-scales Bureaucratic, Innovative and Supportive Culture of the OCI. These findings contribute to new knowledge in terms of the work stress experienced by insurance employees who are always under continuous pressure from the industry. Furthermore, it could be used to gain insight to enhance the work-life balance of insurance employees and the effect of organisational culture as perceived by insurance employees.

Leadership style and negative work-home interference in the hospitality industry

Purpose– The purpose of this paper is to discuss the impact of leadership styles on negative work-home interference among highly educated employees in the hospitality industry.Design/methodology/approach– A survey was conducted among a sample of 126 highly educated hospitality employees working in various different companies. Hierarchical regression analyses were carried out to examine the effects of leadership styles, work-home arrangements and overtime on perceived negative work-home interference.Findings– Autocratic leadership style, working overtime and a lack of work-home arrangements contributed significantly to negative work-home interference.Research limitations/implications– The study was conducted with a limited sample in a relatively limited part of the sector. Further research is needed in other layers of hospitality organisations.Practical implications– The findings provide insight into the impact of leadership on negative work-home interference. A variety of studies have identified negative work-home interference as an important precursor for employee turnover, and this study helps managers in developing beneficial management styles as well as HR policies to address negative work-home interference and its subsequent organisational effects.Originality/value– What is new in this paper is the measurement of leadership style in relation to negative work-home interference in the hospitality industry. In addition, next to charismatic and transactional leadership styles, autocratic leadership style is taken into account.

The Influence of Organizational Culture on Negative Work-Home Interference Among Highly Educated Employees in the Hospitality Industry

An issue which has recently come to the fore in studies conducted among hospitality industry employees is the effect of negative work-home interference on the turnover of highly educated employees. This article examines the role of organizational culture with regard to negative work-home interference. The study was conducted among 418 respondents from the hospitality industry and non-hospitality industries. The results show that the experienced organizational culture, expressed as the number of hours worked overtime, the availability of work-home arrangements, and a supportive culture, was different for hospitality and non-hospitality employees. In addition, the results show that overtime, lack of support with work-home arrangements, and the absence of an experienced clan culture contribute to negative work-home interference. The results give an indication as to what hospitality organizations can do to minimize negative work-home interference and employee turnover.

The effect of effort expenditure, job control and work-home arrangements on negative work-home interference in the hospitality industry

This study investigates the role of job expenditure and job control on negative work-home interference according the Effort-Recovery model. In addition, the role of work-home arrangements, as a measure of home control, is investigated. This study concerns higher educated employees who have been graduated from a business university. Working overtime, work-home arrangements and autonomy were significantly related to negative work-home interference giving proof to the Effort-Recovery model. Especially employees who work in the hospitality industry indicated significantly more working overtime and less being positive about the work-home arrangements while these were the most important predictors of negative work-home interference. The results give directions to what HRM policies organizations should pay attention to, to minimize negative work-home interference and its negative consequences among their employees.

Job characteristics, work–home interference and burnout: testing a structural model in the South African context

The aim of this study was to test a structural model that included job demands and job resources, negative work–home interference (WHI) and burnout (exhaustion, cognitive weariness and cynicism). A cross-sectional survey design was used. Random samples (n = 330) were taken of workers employed in the earthmoving industry in eight provinces of South Africa. Job characteristics (including job pressure, job control and job support) were measured by items that were adapted from the Job Content Questionnaire and a validated questionnaire on experience and evaluation of work. The Survey Work–Home Interaction – Nijmegen was used to measure negative WHI, while the Maslach Burnout Inventory-General Survey and cognitive weariness scale were administered to measure exhaustion, cognitive weariness and cynicism. Structural equation modelling with Amos showed that job demands (e.g. job pressure) and job resources (job control, supervisor support and colleague support) contributed to negative WHI. Negative WHI mediated the relationship between job demands and burnout and partially mediated between job resources and burnout.

Work–home interference and the relationship with job characteristics and well‐being: a South African study among employees in the construction industry

AbstractAlthough the relationship between job characteristics, work–home interference (WHI) and work‐related well‐being has been researched in Western societies, this relationship has not often been tested in non‐Western societies such as South Africa and among low‐wage non‐professional workers, like construction workers. The aim of this study was to test the mediating effect of negative and positive WHI in the relationship between job characteristics (job demands and job resources) and work‐related well‐being (burnout and work engagement) in a sample of 528 employees in the construction industry in South Africa. Structural equation modelling showed that, as expected, job demands and job resources were partially related to burnout, both directly and indirectly through negative WHI. Similarly, job resources were partially related to work engagement, both directly and indirectly, through positive WHI. It can be concluded that these results extend previous research by showing that the relationships between job characteristics, WHI and well‐being hold true for low‐wage workers in a non‐Western society. Copyright © 2011 John Wiley &amp; Sons, Ltd.

Work–home interference: Examining socio-demographic predictors in the South African context

Orientation: The focus of this study was to investigate the relationship between socio-demographic characteristics and the work–home interaction in different occupational groups in South Africa.Research purpose: The main research aim of the study was to investigate the socio-demographic predictors of negative and positive work–home interaction of South African employees.Motivation for the study: Little information is known about the prevalence of work–home interaction within groups. This study is aimed at enabling the researcher and organisations to identify those groups that are at risk of negative interference and which are prone to positive interaction, to allow for the development of appropriate strategies and intervention programmes.Research design, approach and method: A cross-sectional survey design was used in the study. A sample (N = 2040) was taken from four South African industries (i.e. the police service, the earthmoving equipment industry, mining and nursing). A socio-demographic questionnaire and the Survey Work–Home Interaction-Nijmegen (SWING) were used.Main findings: The results indicated that robust predictors included occupation, gender and language for negative work–home interference; occupation, age and language for positive work–home interference; occupation and language for negative home–work interference; and occupation, age, education and language for positive home–work interference.Practical/managerial implications: The implications of the study are that negative and positive work–home interaction is uniquely associated with socio-demographic characteristics. Work–life balance initiatives should, therefore, be carefully tailored to address the needs of each socio-demographic group.Contribution/value-add: The findings of the study suggest answers to the management of the work–home interaction among various socio-demographic groups in organisations.

The effects of time-spatial flexibility and new working conditions on employees’ work–life balance: the Dutch case

Part-time work, flexible working hours, and home-based teleworking are HR instruments which are used to facilitate reconciliation of work and family life. It can be questioned, however, whether these arrangements really enhance work–life balance. This paper examines whether time-spatial flexibility reduces negative work–home interference, and if so, whether this also holds true for the category of ‘New Employees’ working under so-called ‘New Working Conditions’ which are characterised by professional job autonomy, team working by project, management by objectives, and strict deadlines. Employing survey data collected in 2003 among 807 Dutch employees, it is concluded that time-spatial flexibility does affect the work–life balance of workers positively, also under New Working Conditions. Generally, employees holding a smaller part-time job (12–24 contractual working hours per week) experienced a better work–life balance. In particular, female workers gained from more control over the temporal location of their work. Home-based teleworkers and employees holding larger part-time jobs (25–35 hours per week) did not experience a better work–life balance. In the concluding section, the results of the study are discussed in the context of contemporary Dutch labour market developments.

Work-home interaction of Working females: What is the role of job and home characteristics?

The objective of this study was to examine job characteristics and home characteristics associated with negative and positive work-home interaction of employed South African females. A total of 500 females from six provinces in South Africa participated in the study. Multiple regression analyses were used to analyse the data. The results indicated that negative work-home interference (WHI) was best predicted by job demands (including pressure, overload and time demands) and a lack of job resources (including autonomy, supervisor support, instrumental support and role clarity). Three job resources predicted positive WHI, including autonomy, supervisor support and colleague support. Negative home-work interference (HWI) was best predicted by pressure and a lack of autonomy at home, while positive HWI was best predicted by the presence of home pressure, but with support at home.

Occupational stress, work-home interference and burnout among Belgian veterinary practitioners.

There have been few formal studies on stress in veterinary surgeons and, in the rare studies available, stress is not examined jointly through the levels of job strain and job engagement, the sources of stress in the issue of work environment and the work-home interference. The authors' goal in this study was to analyse job engagement, job strain, burnout, work-home interference and job stress factors among 216 Belgian veterinary surgeons. Rural practice was compared to small animal and mixed activity. The mean job strain and job engagement level in veterinary surgeons was not higher than what we found in other working populations. However, 15.6% of the group were found to be suffering from high burnout. Rural practitioners had a lower level of job engagement than small animal veterinary surgeons. These small animal practitioners had a lower level of job strain than the mixed practitioners. The level of burnout did not differ significantly across the three types of activity. In comparison to other Belgian and Dutch workers, veterinary surgeons perceived more negative work-home interference. Bovine and mixed practitioners were the most concerned with this problem. The two most important sources of stress reported by bovine practitioners were relations to farmers and working time management (including emergencies and availability).