Work-family Dynamics Research Articles

Causes and Countermeasure of Job Burnout of Funeral Workers from the Perspective of Public Management in Anhui Province, China

Background and Aim: The purposes of this study were 1) to study the causes of job burnout of funeral workers from the perspective of public management in Anhui Province.2) to study the countermeasures of job burnout of funeral workers from the perspective of public management in Anhui Province and 3) to study the recommendations of job burnout of funeral workers from the perspective of public management in Anhui Province. In this study, semi-structured in-depth interviews were conducted with 8 funeral practitioners from 4 funeral institutions in Anhui province (taking 4 funeral institutions in Hefei, Anhui Province as examples). Materials and Methods: Through interviews with key informants who represented a range of roles within the funeral industry and a focus on four funeral agencies, the study carefully investigated the funeral industry in Anhui Province. Eight people—funeral directors, cremators, embalming surgeons, funeral attendants, and people who handle remains—provided insights between 2023 and 2023, offering a thorough picture of the dynamics and practices of the industry in the area. Results: (1) The causes of job burnout of funeral workers from the perspective of public management in Anhui Province on the whole are under great pressure. The social prejudice against the funeral profession and the oppressive working environment. (2) In terms of personal characteristics, funeral workers have significant differences in their work stress responses due to differences in gender, age, working hours, and specific work content; In terms of education level, marital status, and position, there is no significant difference in work stress response of funeral workers. (3) From the analysis of various dimensions of work stress sources for funeral workers, the five dimensions of workload, colleague relationship, work environment, family relationship, and social 2influence have significant predictive effects on the overall work stress response. Conclusion: Funeral workers in Anhui Province experience severe job burnout as a result of social prejudice, oppressive working conditions, and a variety of personal issues. Workload, colleague relationships, the work environment, family dynamics, and social influence all have a significant impact on work stress, and reactions vary by gender, age, and job type.

Unravelling the Path to Employee Satisfaction: Interplay of Work-Family Dynamics

The study aims to inspect the effect of work stress and work-family conflicts on job satisfaction in the context of institutional work-family support. We collected the data through a self-administered questionnaire of 400 employees working in the banking sector. The study applied AMOS software of SEM to test the hypotheses. The empirical results of the study showed that both work stress and work-family conflicts had significant detrimental effects on job satisfaction. In addition, work-family and institutional supports partially mediated the association between work stress and work-family conflicts on job satisfaction. Hence, to fortify the job satisfaction, the study concluded that institutions must strengthen their support structure in the work and familial context as strategic tools to lessen the detrimental effect of work stress and work-family conflicts. Thus, the present psychological conditions of the empluyees in the context of work stress and work-family conflicts must be taking into account before assigning new tasks.

Work-Family Dynamics of Nurses: Insights from a Qualitative Diary Study

Work-Family Dynamics of Nurses: Insights from a Qualitative Diary Study

Effects of Work–Family Conflict and Facilitation Profiles on Work Engagement

Achieving the balance between work and family life needs a holistic viewpoint on how these two aspects interact. It poses a significant challenge due to its impact on individuals, organizations, and society. Research suggests that employees engaged in both spheres tend to exhibit more favorable work attitudes, and experience improved health and wellbeing. In this study, we examined the interplay between work–family dynamics and work engagement among 654 university professors in Portugal. Using several statistical methods, including confirmatory factor analysis, correlation analysis, cluster analysis, and multivariate analysis, we identified distinct conflict and facilitation patterns within work–family relationships. Our findings revealed four clusters representing different conflict-facilitation profiles: those characterized by either work → family facilitation or conflict, and, similarly, family → work facilitation or conflict. Notably, we observed a significant association between work engagement and work–family facilitation, particularly evident in dimensions such as vigor and dedication. Absorption showed fewer significant effects than the other dimensions. We discuss these results, suggesting interventions within the university professors’ careers, as well as further research directions.

Actor, Partner and (Dis)Similarity Effects of Vocational Interests on Work-Family Interface

The study explored the predictive role of vocational interests in work-family conflict and work-family enrichment in 271 employed heterosexual couples. We administered questionnaires measuring vocational interests, time-based and strain-based work-family conflicts and work-family enrichment. Going beyond prior studies, we (a) utilized a dyadic paradigm to examine actor and partner effects of interest types, (b) considered two characteristics of the interest profile - differentiation and elevation, and (c) simultaneously tested (dis)similarity effects. Actor-partner interdependence modelling and dyadic response surface analysis were employed. The results revealed modest negative actor effects of Investigative, Social, and Enterprising interests on various types of work-family conflict, along with positive actor effects of Social, Enterprising and Conventional interests, profile elevation and differentiation on work-family enrichment. Partner effects supported the interpersonal relevance of people-oriented interest types. The effects obtained were similar for women and men, and evidence generally spoke against the (dis)similarity effects of interests on work-family conflict or enrichment. A higher educational level in women was associated with increased work-family enrichment but also family-work conflict. This study highlights the interdependence of vocational interests in romantic dyads and their contribution to work-family dynamics.

Impact of work design and work-family conflict on professional gratification and life satisfaction. Insight from Nyamasheke District

Work-Family Conflict (WFC) is a prevalent challenge in modern workplaces, significantly impacting employee well-being. This study explores WFC dynamics and their effects on professional gratification and life satisfaction among Nyamasheke, Rwanda, employees. Investigating the interplay of work and family stressors, the study finds WFC insignificantly influences job and life satisfaction. The model used to understand the relationship between job and life satisfaction lacks efficacy, emphasizing the need for further context-specific exploration. Implications highlight the necessity for future studies to delve into unexplored facets of WFC, especially its connection with self-efficacy. The findings advocate for targeted employer policies addressing WFC challenges. The study recommends expanding research to diverse Nyamasheke groups for a comprehensive understanding of work-family dynamics. This pursuit of knowledge informs interventions and policies to enhance employee well-being amid the pervasive challenges of work-family conflict.

Balancing the equation: assessing the impact of management practices on staff and faculty wellbeing in Chinese higher education institutions.

The intersection of work-family dynamics and job contentment has become a pivotal area of investigation within the higher education landscape, drawing scholarly attention, especially in the Chinese context. This study delves into the intricate relationship between work-family culture and job satisfaction, with a particular spotlight on the mediating influence of perceptions of organizational fairness. The impetus behind this emphasis lies in the burgeoning acknowledgment of organizational justice as a pivotal force shaping employee attitudes and conduct within academic establishments. This research was conducted using two distinct groups. The first group consisted of 1,075 faculty members at Chinese universities, while the second group comprised 972 administrative and technical employees at these institutions. The mediational analyses provided in this study offer an enhanced comprehension of the intricate relationships under discussion. Significantly, the findings reveal that Work-Family Culture plays a crucial predictive role in influencing perceptions of Organizational Justice among both faculty and administrative staff. More importantly, the study uncovers that Work-Family Culture indirectly affects Job Satisfaction through its impact on Organizational Justice. This insight underscores the importance of harmonious work-family interactions as a determinant of job-related attitudes and satisfaction levels.

Mapping the family incivility, dissatisfaction and organizational support after the COVID-19 outbreak.

Stress is a pivotal aspect of organizational psychology. Although an individual's attitude and behaviour at work have received greater investigation, scant attention has been given to family-related dynamics and their impact on work. This study contributes to understanding work-family dynamics by investigating the connection between family incivility and job dissatisfaction during the pandemic. Based on the conservation of resources theory, the research explores the potential moderating role of perceived organizational support. The investigation uses structural equation modelling (SEM) for data analysis while controlling for age, gender, and experience. Data has been collected with an adapted scale and time-lag technique in which the first wave encompassed independent variables and demographics. The second wave gathered moderator and dependent variables through a non-probability sampling of IT employees. Findings reveal a significant positive link between family incivility and job dissatisfaction, implying higher family incivility is linked to increased job dissatisfaction. Moreover, the study indicates that organizational support can mitigate the negative impact of family incivility on job dissatisfaction. This research underscores the pivotal role of organizational support in enhancing employee job outcomes. Hence, organizations should prioritize employee well-being, recognizing it as an integral aspect of their functioning.

EXPLORATION OF DEMOGRAPHIC PROFILES AND WORK-FAMILY INTERFACE AMONG MUSLIM WOMEN IN INDIA

The work-family interface is a pivotal topic in contemporary discourse on women and gender dynamics, representing the evolution and development of gender roles in sync with modern advancements and evolving socio-economic paradigms. This study ventures into the nuanced complexities of the work-family interface among Muslim women in India, illuminating a previously uncharted realm. Employing a survey-based methodology, this research aims to unravel the intricate web of motivating factors propelling these women into the workforce, resulting in a delicate balancing act encompassing financial, social, and personal aspirations. Furthermore, it unveils a spectrum of challenges spanning traditional, cultural, political, social, and religious dimensions, which hinder their pursuit of work and endeavor from confining them within traditional family roles. By providing invaluable insights into the lived experiences of Indian Muslim women, this paper establishes itself as a foundational resource for comprehending their distinctive work-family dynamics, ultimately offering guidance for enhancing their socio-economic well-being and empowerment.

When business is personal: a mixed methods examination of workaholism in family business leaders

ABSTRACT Family business leaders are heavily devoted to their business, but to what degree does this manifest as workaholism? To examine this question, a mixed methods approach was used which included online survey of 265 family business leaders recruited from a family business center, followed by focus group interviews of a subsample of 36 of these family business leaders. Results of the quantitative survey shows a positive relationship between workaholism and work interference with family but not family interference with work. Workaholism was positively related to greater use of technology after work hours. We also examined whether results differed based on whether the family business leader was an owner (vs. non-owner) and a family member (vs. non-family member). Leaders who were owners and family members both reported significantly higher workaholism than non-owners/non-family members. Results from the focus groups further revealed leaders showed distinct patterns in the types of after-work activities, types of conflicts, as well as reasons for their heavy work investment based on leaders’ level of workaholism. Overall, this study demonstrates the important role of workaholism in work-family dynamics for family business leaders, as well as the unique struggles of family business leaders who are owners and family members.

Uncovering the Work-Family Interface: The Impact of Facilitators and Stressors on the Health of Farm Women.

Work-family interface (WFI) theory has identified many stressors that influence work-family dynamics from the standpoint of employees. However, work-family facilitators, as well as the effects of gender differences and the impact of sociocultural environments that differ from a formal employment situation, have received much less attention. Our research aimed to fill these theoretical gaps by analyzing the facilitators and stressors involved in work-family dynamics and determining their consequences for farm women's physical, psychological, and social health. We used a qualitative method with a grounded theory design to collect data via semi-structured interviews with 46 farm women from the region of Araucanía in Chile. Our results explain how facilitators, stressors, and outcomes take place in a process of work-family balance that, paradoxically, implies exhausting journeys, a gender-based overload, a risk of diffuse body pain and distress, and a lack of time for personal healthcare and productive autonomy. Addressing these issues requires a comprehensive approach involving improved healthcare infrastructure and services focused on changing the pressures that the farming WFI exerts on rural women.

Dynamic work trajectories and their interplay with family over the life course.

This review examines major bodies of literature, interrelated but usually considered separately, focused on work trajectories and their intersections with family dynamics through the life course. It begins with a consideration of the life course paradigm, which draws attention to the temporal dimensions of human lives, and recently developed analytic techniques that are well-suited to empirical investigation of life course transitions and trajectories over time. The review proceeds to examine empirical research on work career mobility (including both inter- and intra-generational mobility) measured as either trajectories of continuous outcomes or sequences of categorical outcomes, and their long-term consequences for socioeconomic attainment. Work-family trajectories are then addressed, focusing on the impacts of family on work, notably expressed in the motherhood wage penalty, and how family structure and processes affect long-term labor market outcomes. Research documents considerable heterogeneity in work-family dynamics over the life course across social groups with unequal resources. The review concludes with an assessment of the interplay of work and family trajectories studied longitudinally and makes recommendations for future research. It is argued that while extant studies of the work-family interface are compatible with, and sometimes deliberately reflect, a life course perspective, these bodies of research would benefit from more fully incorporating the life course principles of "agency" and "time and place".

Gender‐ethnicity intersectional variation in work–family dynamics: Family interference with work, guilt, and job satisfaction

AbstractAlthough guilt is often considered the most prevalent emotional outcome of work–family conflict (WFC), most work–family research focuses on family‐related guilt stemming from work interference with family, rather than job‐related guilt stemming from family interference with work (FIW). In addition, there is little understanding of how different employee social groups experience the implications of FIW in their daily lives. To address these research gaps, this study explores the relationship between daily FIW and job‐related guilt, and its subsequent impact on job satisfaction. It also investigates variation in these relationships by (1) gender and (2) the intersection of gender and ethnicity. Bayesian multilevel structural equation modeling using data from 5‐day diary surveys from 210 solicitors in Britain shows daily FIW is associated with higher job‐related guilt and subsequently lower job satisfaction. The relationship is stronger for women than men in general, but is also stronger for South Asian women than white British women (and men), and for South Asian men than white British men. This suggests that studies focusing on single social group characteristics (e.g., gender) are likely to obscure intersectional effects that might produce significant within‐group variation. The findings also highlight the importance of integrating workplace inequality arguments into theorization of WFC.

Impact of Changed Work Environment and Family Dynamics on Work Life Balance: A Study on Indian Working Women during the Ongoing Covid-19 Pandemic

Impact of Changed Work Environment and Family Dynamics on Work Life Balance: A Study on Indian Working Women during the Ongoing Covid-19 Pandemic

To predict and to explain: a multigroup analysis of gender on job and family satisfaction among hospitality employees

PurposeThe recent trends of work and family issues have prompted a proliferation of research in the work-family study; however, evidence from the hospitality industry is limited. This paper aims to examine the relationships between the work-family interface on job satisfaction (JS) and family satisfaction (FS). Additionally, the authors have adopted person-centered perspectives to determine if gender affects the magnitude of these relationships.Design/methodology/approachData were collected from 295 hospitality employees, and the hypotheses were tested using the partial least squares method of structural equation modeling. Other than assessing the path model’s explanatory power, the authors examined the model’s predictive power using PLSpredict to predict new cases.FindingsThe results supported the originating domain view where the domain in which work-family enrichment (WFE) or conflict originates would have the immediate effect. Simultaneously, the authors found empirical evidence demonstrating the complimentary transfer of resources from the family domain to the work domain, enriching an individual’s satisfaction level. Finally, multigroup analysis reveals that women displayed higher job dissatisfaction than men when facing work-family conflict.Originality/valueTo the best of the authors’ knowledge, this study is the first study that allows a better understanding of the effect of the COVID-19 pandemic on employees’ work-family dynamics. This is the first study relating WFE and conflict to matching-domain satisfaction in one model. By examining these constructs’ simultaneous pathways, the authors extend the body of knowledge by contrasting the source attribution perspective with the cross-domain theory of enrichment and conflict. Consequentially, the authors answer Premchandran and Priyadarshi’s (2020) call to examine work-family dynamics in different cultures on different genders.

Why and When Family-Supportive Supervisor Behaviors Relate to Performance: A COR Perspective

Drawing on Conservation of Resources (COR) theory, this study examined why and when family-supportive supervisor behaviors (FSSB) relate to overall performance (a second order construct comprising task proficiency, task adaptivity, and task proactivity). Specifically, we examined work-family balance effectiveness and sleep quality as serial mediators of, and use of family-supportive paid leave as a boundary condition of, the FSSB-overall performance relationship. Data obtained in Ghana from healthcare employees (n = 481) and their supervisors (n = 117) were used to test our hypotheses. Results of Multilevel Structural Equation Modeling (MSEM) revealed that FSSB related to overall performance through the serial mediation of work-family balance effectiveness and sleep quality. Additionally, use of family-supportive paid leave moderated the FSSB-overall performance relationship such that this relationship was stronger when use of family-supportive paid leave was high rather than low. We interpret these findings as underscoring the generalizability of work-home resource-based theories of the work-family interface in accounting for work-family dynamics as well as contributing to the growing interest in workforce sustainability.

Impact of Absolute and Relative Commute Time on Work-Family Conflict: Work Schedule Control, Child Care Hours, and Life Satisfaction.

Flexibility is crucial when employees manage their work and family demands and their commute between home and work. The current study examined the direct and moderation effects of variables from multiple domains including work schedule control (work domain), childcare hours (family domain), and life satisfaction (overall life domain). The impact of the geographic context on work–family conflict was tested with two contextual variables that were generated with Geographic Information System (GIS) technology, where ‘absolute’ and ‘relative commute time’ were investigated in relation to work–family conflict. The participants participated in the National Study of Changing Workforce and completed an online survey on many work and family related variables. Results support the fact that commute time has an impact on work–family dynamics, that life satisfaction can influence this relationship, and that it is important to consider neighborhood in future research to better comprehend work–family interface issues. The study also highlights the importance of urbanization, relative and absolute commute time, etc. in impacting work–family conflict. Additionally, the study discusses the impact of COVID-19 on commute and one’s work–family dynamics. Future research directions are put forward to better understand work and family experiences in the post COVID-19 world.

Understanding Challenges to Well-Being among Latina FarmWorkers in Rural Idaho Using in an Interdisciplinary, Mixed-Methods Approach.

The aim of this study was to identify social, cultural and workplace-related risk factors affecting well-being among Latina farmworkers in rural Idaho. We recruited 70 Latina farmworkers from southwestern Idaho in 2019. We employed an inter-disciplinary, mixed-methods approach—including surveys, focus groups, interviews, and pesticide biomonitoring—to characterize multiple domains that influence well-being, including food security and access, housing conditions, social supports, access to medical care, and workplace safety. Six major themes emerged as primary challenges to Latina farmworkers’ well-being. In the public sphere, study participants identified these challenges as long working hours, concerns regarding pesticide exposure, and lack of enforcement of regulatory protections. Participants’ concerns regarding pesticide exposure were underscored by biological sampling results; multiple biomarkers of pesticide exposure were detected in all samples, with the highest concentrations measured in samples collected from women who reported mixing, loading or applying pesticides. Within the private sphere, food security and provisioning, childcare responsibilities, and social isolation were identified as significant challenges to well-being. Gender, ethnicity, and geography emerged as important, intersecting statuses that shaped the life experiences of these agricultural workers. Our findings suggest that gender may play a particularly critical role in the unique challenges facing Latina farmworkers. As a result, the services and regulations needed to support well-being in this population may be highly specific, and almost certainly include attention to work–family dynamics, pesticide exposure, and social connections.

Role of support in work–family interface among university faculty in India

PurposeNumerous studies on Western samples exist on work–family conflict (WFC) and work–family enrichment (WFE). Generalizing such results to other cultures may lead to erroneous interpretations of results. The present study emphasizes the role of different types of support on both work–family conflict and enrichment among university faculty in India.Design/methodology/approachAn online survey was administered to university faculty in India. Hierarchical regression analyses were used to test the hypotheses.FindingsResults based on a sample of 199 university faculty in India indicated that supervisor and coworker support did not significantly reduce work–family conflict but increased work–family enrichment. The type of family support (instrumental versus emotional) had an impact, particularly on work-family enrichment.Originality/valueResearch on work–family dynamics in India is still in its nascent stage. This study attempted to address this gap by studying both conflict and enrichment dynamics in the family and work lives of university faculty in India.

Role of Work and Family Factors in Predicting Career Satisfaction and Life Success.

The mediating roles of work-family balance, job satisfaction and family satisfaction in work-family dynamics research has not been explored fully to delineate their probable intervening effects. Using spillover theory as the basis, the current study tests a model to identify the role of these factors in work-family conflict (and work-role ambiguity), career satisfaction and perception of life success. Responses obtained through an online survey from a final sample of 344 academic faculty, across different educational institutions in India, tend to suggest that work-family balance mediated work-family conflict and its potential influence on life success as well as career satisfaction, and also the relationship between work-role ambiguity and both life success and career satisfaction. While job satisfaction also showed similar results except for non-significant mediation between work-role ambiguity and life success, family satisfaction mediated only between work role ambiguity and life success. The importance of job satisfaction and work-family balance is highlighted in the context of reducing the negative impact of work-family conflict and work-role ambiguity on one’s career and life satisfaction. Results and their practical and theoretical implications, and future directions of research to further our understanding of work-family dynamics, etc., are discussed.