Work-family Imbalance Research Articles

외식종사원의 일과 생활의 불균형, 직무 스트레스, 이직의도 간의 관계

This study aims to increase the quality of work and life of food service employees and also the quality of employment of managerial subjects in the future by understanding the effects of work-life imbalance on the relation between job stress and turnover intention. Using the judgment sampling of the non-probability sampling method, this study targeted the culinary employees and food & beverage employees working for food service companies and small-size stores of food service industry in Seoul region. The results of this study could be summarized as follows. First, the work-family imbalance and the work-growth imbalance had positive(+) effects on the job stress. Thus, the time conflict, role conflict, and conflict between family members at home, would have close relations with job stress. Second, the work-family imbalance and the work-growth imbalance had positive(+) effects on the turnover intention while the job stress also had positive(+) effects on the turnover intention. In the level of organization, the turnover of competent talent causes considerable losses such as the decrease of productivity and competitiveness. The work-life balance and the decrease of job stress could be the important requirements for motivating employees and also securing/maintaining excellent talent. Third, the job stress showed the mediating effects on the relations of work-family imbalance, work-growth imbalance, and turnover intention.

Is the effect of work-related psychosocial exposure on depressive and anxiety disorders short-term, lagged or cumulative?

To determine the short-term, lagged, and cumulative effects of psychosocial factors (PSF) on the incidence of depression and anxiety. Major depressive disorders (MDD) and generalized anxiety disorders (GAD) were diagnosed in 2006 and 2010 using the Mini International Neuropsychiatric Interview among 5684 workers from the French SIP cohort. The outcome considered here was diagnosis of MDD and/or GAD (MDD/GAD) in 2010. The frequency of 17 PSF, covering labour intensity and working time, emotional demand, autonomy, social relationships, conflict of values, and job insecurity, was self-reported in 2006 and 2010. For each PSF, four groups (A-D) were considered: exposed neither in 2006 nor in 2010 (A as the reference), exposed in 2010 but not in 2006 (B as a short-term association), exposed in 2006 but not in 2010 (C as a lagged association), exposed in both 2006 and 2010 (D as a cumulative association). In men, short-term and cumulative-and to a lesser extent lagged-associations of four labour-intensity factors with MDD/GAD occurrence were observed (high volume of work, pressure at work, high complexity, and long working hours). In women, the short-term and cumulative associations of five PSF were observed, mostly emotional demand factors, lack of reward and work-family imbalance. Job insecurity had strong, short-term, cumulative and lagged associations in both men and women. According to PSF and gender, the results suggest that the relationships between PSF exposure and MDD/GAD were mostly short-term and cumulative rather than lagged.

An Empirical Bivariate study on Work Life Balance of Women Labors with special reference to Tannery Industry

In the present competitive scenario, any industry is focusing work life balance of their employees, to create a healthy win-win environment for both the employees and organisation. The literatures studies display that male employees or workers are affected by work life imbalance but females are more prone to work family imbalance issues. The work life balance issues are not only dependent on women's capability and energy but also dependent on various factors related to work environment (like working conditions, work flexibility, work demands, working hours, travelling time, advancement of technology, etc.) and family related factors (like family demands, support from family members, demographic profile, time, energy and other personal factors). When these family and work related factors tend to interfere with each other by making individual to concentrate on one role leaving the other an imbalance occurs between family and work, that results in work family conflict, family work conflict, stress, tension, poor performance, absenteeism and turnover from workplace. This article discusses about the work life balance of women workers working with tannery industry in Tamil Nadu, India. The researcher found that the less experienced labours have less work life balance issues when compared to high experienced labours.

Quality of Life at Work of Janitors Workers

The aim of the study was to analyze the perception of quality of life in the work of janitor employees. The design was descriptive with a mixed approach. The 11 janitor workers of a Faculty of a public university participated and they responded individually to a questionnaire. In addition, eight of them participated in semi-structured interviews where the theme of study was addressed. The results showed that janitor workers have a high general perception of the quality of life at work associated with a high level of subjective wellbeing and satisfaction with work, good health and social interaction with coworkers, boss and members of the organization. For all janitor workers, the family is a great motivator and support in their daily lives and works. However, a work-family imbalance was found that women perceive greater than men.

The Factors Affecting of Parenting Stress and Work-Family Imbalance Conflict on the Quality of Life in Married Nurses Working in Shifts

The Factors Affecting of Parenting Stress and Work-Family Imbalance Conflict on the Quality of Life in Married Nurses Working in Shifts

THE PSYCHOLOGICAL PECULARITIES OF WORK — FAMILY AND FAMILY — WORK CONFLICTS IN OPHTHALMOLOGICAL MEDICS

In the article the current issue of work-family imbalance in medical staff of all levels in ophthalmological cliniсs in the context of the reform of the Ukrainian health care system. The purpose of the paper is to identify the psychological peculiarities of the work-family and family-work conflicts and their impact on work satisfaction. 127 medics were studied, of which 99 were representatives of junior and secondary medical personnel, and 82 were doctors. The Ukrainian version of Work-Family Conflict and Family-Work Conflict Scales and Job Satisfaction Scale were used. It is shown that in all subsamples the level of expressiveness of the work-family conflict is higher than the level of expressiveness of the family-work conflict. But the level of conflicts in these areas is below average. This indicates that the representatives of the subsamples are not inclined to consider the factors of the family and professional environment as critical mutual obstacles. The bayesian approach to linear regression were used. It is shown that for female doctors the «work-family» and «family-work» conflicts do not affect their feeling of job satisfaction, while for other categories of medics, this effect is small or moderate negative. Perspectives of further research in this direction are outlined.

Community college minority female administrators as mentors of minority female students

PurposeMinority female students are increasingly faced with issues such as financial instability, work-family imbalance, and few growth opportunities in their careers. Within the context of community colleges, the presence of minority female administrators may serve as a venue for the empowerment and attainment of academic and professional goals for minority female students through administrators’ mentoring practices. The purpose of this paper is to explore the lived experience of community college minority female administrators in their role as informal mentors to community college minority female students.Design/methodology/approachThe author used a qualitative phenomenological approach to explore community college minority female administrators’ experiences as mentors of female minority students. Mullen’s (2009) alternative mentoring model guided the study as well as a feminist lens. The purposive sample included six minority female administrators from two Florida community colleges, with individual interviews based on 18 open-ended questions. Data were analyzed with Atlas.ti™ qualitative software.FindingsThe findings uncovered four common themes and seven subthemes regarding the experience of informal mentoring as a minority female administrator: facilitating empowerment with two subthemes – modeling and coaching; administrator-student relationship with three subthemes – encouragement, life experiences, and past mentors; personal growth; and formalized mentoring with two subthemes – create a support system and access to information.Research limitations/implicationsIn any study, phenomenological or otherwise, the researcher’s biases may cloud the data analysis process, and the researcher may code the data incorrectly or leave out crucial information during the transcription of the interview. It was essential for the author to understand the concept of epochè to bracket the author’s own experiences as a minority female (Bloomberg and Volpe, 2012). The purposeful sample was small and only focused on one region in the US, and the study’s findings may not be transferable to other contexts.Originality/valueMinority female administrators’ experiences mentoring minority female students have not been comprehensively explored in the scholarly realm; hence, their mentoring journey is unknown. The study sought to shatter that silence and create a dialogue that will hopefully continue in the field of mentoring.

Are Workplace Psychosocial Factors Associated With Work-Related Injury in the US Workforce?: National Health Interview Survey, 2010.

Psychosocial hazards in the workplace may adversely impact occupational and general health, including injury risk. Among 16,417 adult workers in the 2010 National Health Interview Survey Occupational Health Supplement, weighted prevalence estimates were calculated for work-related injuries (WRI) and any injuries. The association between injury and psychosocial occupational hazards (job insecurity, work-family imbalance, hostile work environment) was assessed adjusting for sociodemographic and occupational factors. WRI prevalence was 0.65% (n = 99); any injury prevalence was 2.46% (n = 427). In multivariable models job insecurity, work-family imbalance, and hostile work environment were each positively associated with WRI prevalence (odds ratio [OR]: 1.60, 95% CI: 0.97-2.65; OR: 1.69, 95% CI 0.96-2.89; and 2.01, 95% CI 0.94-4.33, respectively). Stressful working conditions may contribute to injuries. There is need for ongoing surveillance of occupational psychosocial risk factors and further study of their relationship with injury.

JOB SATISFACTION OF MIDWIVES: A LITERATURE REVIEW

Aim: The aims of the literature review were to identify and analyze factors affecting job satisfaction of midwives. Design: A literature review. Methods: Included in the literature review were full texts of papers published in English language from 1990 to 2014. The search for relevant data was performed using the electronic databases CINAHL, Medline, Science Direct and Wiley Online Library. From a total of 43 studies found, 11were analyzed as quantitative studies that fulfilled the specified criteria. Results: Job satisfaction of midwives is affected by a lack of support from the management of healthcare facilities, low salary, understaffing, insufficient time for professional activities, work-family imbalance, high workload, physical demands, inadequate professional development, working environment, stress and low autonomy at work. Midwives showed signs of exhaustion, fatigue, hostility and depression, contributing to job turnover. Conclusion: The literature review presents the factors influencing job satisfaction of midwives. This is affected by many variable determinants, which create a feeling of job satisfaction of midwives, but can also lead to job dissatisfaction and, consequently, high turnover.

Psychosocial factors at work and sleep problems: a longitudinal study of the general working population in Norway

A growing number of longitudinal studies report associations between adverse psychosocial factors at work and sleep problems. However, the evidence regarding the direction of these associations and the effects of changes in exposure across time is limited. This study examined the plausibility of normal, reverse, and reciprocal associations between ten psychosocial factors at work and sleep problems. In addition, we analyzed if reduced exposure across time had the anticipated result of reducing the risk of sleep problems. Randomly drawn from the general working-age population, the cohort comprised respondents with an active employee relationship in 2009 and 2013 (N=5760). Exposures and outcome were measured on two occasions separated by 4years. We computed several sex-stratified logistic regression models with adjustments for various plausible confounders. We found support for the commonly hypothesized unidirectional forward associations between psychosocial factors at work and sleep problems among women only. Among men, psychosocial stressors at work and sleep problems were reciprocally and reversely related. Nevertheless, reduced exposure levels across time pertaining to effort-reward imbalance (OR=0.36; 95% CI=0.19-0.69) and lack of social support (OR=0.55; 95% CI=0.32-0.93) among men, and work-family imbalance (OR=0.26; 95% CI=0.15-0.46) among women were associated with a robust significant lower risk of sleep problems compared to those in the stable high exposure groups. The study results suggest that preventive measures targeting effort-reward imbalance and lack of social support among men, and work-family imbalance among women, might contribute to reduce the risk of troubled sleep among employees.

Problems of Rural Entrepreneurs:A Case Study of District Jalandhar

The present study is an effort to examine the problems of rural entrepreneurs in Jalandhar. The results of the study found that 'inadequate finance', 'inadequate marketing', 'restricted mobility', 'lack of managerial skills', 'technical experience', 'lack of modernization', 'work-family imbalance, 'lack of awareness', 'lack of skilled manpower', 'inadequate supply of power', 'insufficient supply of inputs', 'cut throat competition', 'inflation' and 'reducing subsidies' are the fourteen problems that have an adverse impact over the growth of rural entrepreneurship in Jalandhar. The significant value of Kendall Coefficient of Concordance signifies that there is a close concordance among the perceptions of the respondents pertaining to the statements designed for the study. The findings of the present study will be useful for the various stakeholders' viz., centre and state governments especially dealing with the micro and small scale industry, non-governmental organizations etc. to formulate effective policy for the promotion of rural entrepreneurship in our economy.

Impact of Big Five Personality on Work Family Balance among Academics of Selected Public Universities in Western Province, Sri Lanka

Area of the Study This study attempts to scrutinize the impact of „big five personality (BFP)‟ on work-family balance (WFB) among academics of selected public universities in the Western Province. Problem of the Study There is an empirical and theoretical gap in the study of the impact of BFP and WFB in the Sri Lankan context. Hence, the research problem of this study is „how big five personality impact on the work-family balance among married management faculty academics of selected public universities in Western Province?‟. Method of the Study The primary data were collected using a self-administered questionnaire consisting of 63 statements with five points Likert Scale from the study population which consisted of married management faculty academics of three public universities in Western Province. Seven hypotheses were formulated in this regard under the deductive approach and the study was conducted using a random sampling technique having the total of the 181 married academics. The SPSS package with the univariate and bivariate analyses was used for the purpose of data analysis. Findings of the Study The results of the study emphasize that there is a positive relationship between the BFP and WFB. It is suggested through the overall results that each of the five-factor model dimensions are unique and significant predictors of some form of positive or negative WFB in terms of time, involvement and satisfaction with life. Conclusion of the Study In conclusion, it could be noted that there is a significant positive relationship between BFP and WFB. The result provides clear evidence that the personality type extraversion, consciousness, openness and agreeableness are able to strike a proper balance between the work and the family. It was also identified that neuroticism causes negative effects on the maintenance of the balance between the work and the family. Hence, it is concluded that the personality type neuroticism is more vulnerable to work-family imbalance. Keywords: Big Five Personality, Public Universities, Western Province, Work-Family Balance

Predictors of low back pain in nursing home workers after implementation of a safe resident handling programme

ObjectivesHealthcare workers have high rates of low back pain (LBP) related to handling patients. A large chain of nursing homes experienced reduced biomechanical load, compensation claims and costs following implementation...

Low Back Pain Prevalence and Related Workplace Psychosocial Risk Factors: A Study Using Data From the 2010 National Health Interview Survey

ObjectivesThe objectives of this study were to estimate prevalence of low back pain, to investigate associations between low back pain and a set of emerging workplace risk factors, and to identify worker groups with an increased vulnerability for low back pain in the United States. MethodsThe data used for this cross-sectional study came from the 2010 National Health Interview Survey, which was designed to collect data on health conditions and related risk factors from the US civilian population. The variance estimation method was used to compute weighted data for prevalence of low back pain. Multivariable logistic regression analyses stratified by sex and age were performed to determine the odds ratios (ORs) and the 95% confidence interval (CI) for low back pain. The examined work-related psychosocial risk factors included work-family imbalance, exposure to a hostile work environment, and job insecurity. Work hours, occupation, and other work organizational factors (nonstandard work arrangements and alternative shifts) were also examined. ResultsThe prevalence of self-reported low back pain in the previous 3 months among workers in the United States was 25.7% in 2010. Female or older workers were at increased risk of experiencing low back pain. We found significant associations between low back pain and a set of psychosocial factors, including work-family imbalance (OR 1.27, CI 1.15-1.41), exposure to hostile work (OR 1.39, CI 1.25-1.55), and job insecurity (OR 1.44, CI 1.24-1.67), while controlling for demographic characteristics and other health-related factors. Older workers who had nonstandard work arrangements were more likely to report low back pain. Women who worked 41 to 45 hours per week and younger workers who worked >60 hours per week had an increased risk for low back pain. Workers from several occupation groups, including male health care practitioners, female and younger health care support workers, and female farming, fishing, and forestry workers, had an increased risk of low back pain. ConclusionsThis study linked low back pain to work-family imbalance, exposure to a hostile work environment, job insecurity, long work hours, and certain occupation groups. These factors should be considered by employers, policymakers, and health care practitioners who are concerned about the impact of low back pain in workers.

Workplace psychosocial and organizational factors for neck pain in workers in the United States.

Neck pain is a prevalent musculoskeletal condition among workers in the United States. This study explores a set of workplace psychosocial and organization-related factors for neck pain. Data used for this study come from the 2010 National Health Interview Survey which provides a representative sample of the US population. To account for the complex sampling design, the Taylor linearized variance estimation method was used. Logistic regression models were constructed to measure the associations. This study demonstrated significant associations between neck pain and a set of workplace risk factors, including work-family imbalance, exposure to a hostile work environment and job insecurity, non-standard work arrangements, multiple jobs, and long work hours. Workers with neck pain may benefit from intervention programs that address issues related to these workplace risk factors. Future studies exploring both psychosocial risk factors and physical risk factors with a longitudinal design will be important. Am. J. Ind. Med. 59:549-560, 2016. © 2016 Wiley Periodicals, Inc.

Getting working parents for surveys: using paradata to assess the ease of contact and rescheduling needs of busy work–family jugglers

Work–family balance is a frequently studied topic, often examined using survey data. Yet studies have shown that work–family imbalance can lead to survey non-response. Missing people experiencing (more) problems with juggling work and family demands in surveys on work and family life is problematic as it can lead to biased results. Therefore, it is important to know whether some respondents are ‘harder to get’ in work-related and family-related surveys. This study investigates whether combined workloads of work and family life affect the ease of contact, the necessary precondition for survey participation, in face-to-face surveys on work and family life. Moreover, it tests whether it leads to a greater need for rescheduling the actual interview – an additional, often overlooked cost in the contact process. Using indicators of combined workloads and contact history data of two Belgian surveys on work and family life, differences in ease of contact and rescheduling needs are found according to employment status and family composition.

Work-family balance and cultural dimensions: from a developing nation perspective

Purpose – The purpose of this paper is to examine the relationship between cultural dimensions and the roots of work-family balance issues in a developing non-Western cultural context. Drawing upon Hofstede’s cultural dimensions, the study suggests national cultural dimensions can shape the roots of work-family balance. Design/methodology/approach – A survey was distributed among employees of 12 companies operating in the health industry. The survey collected both quantitative and qualitative data through two separate approaches: seven-point Likert scales and open-ended questions. The data were analyzed via thematic exploratory analysis and fuzzy-set qualitative comparative analysis. Findings – The quantitative data confirms the extant literature in relation to the negative effects of moonlighting, economic hardship and the absence of a comprehensive work-family balance strategy on employee work-family balance. The qualitative data proposes a new variable, weak social interaction, which becomes the most important roots of work-family imbalance at both work and family domain. Practical implications – The present study suggests certain cultural dimensions such as high power distance hinders social interactions in the work and family domains, thereby increasing levels of work conflict, family conflict, and stress. Findings suggest organizations, especially multinationals, need to be cognizant of the role of cultural dimensions on human resource management practices related to work-family balance. Originality/value – Very little literature addresses the impact of Hofstede’s cultural dimensions on work-family balance issues. The present study has contributed to the existing body of literature by introducing a new variable (weak social interaction) as an antecedent of work-family imbalance. Further, the study is the first in Iran that has collected qualitative data to investigate work-family balance issues.

The Consequences of a Work-Family (Im)balance: From the Point of View of Employers and Employees

Finding the right balance between the different spheres of life of an individual, especially in the case of balancing work and family, requires a variety of measures and good cooperation from all stakeholders–employees, employers, trade unions, local communities and the state. A work-family balance (WFB) has a number of positive consequences, while an imbalance will have negative consequences for both employees and the organisations and society in general. The aim of this paper is to present the results of two studies comparing the positive consequences of WFB and the negative consequences of a work-family imbalance as perceived by employers and employees in Slovenia. The results of the surveys showed, firstly, that employers and employees recognize similar (but not identical) consequences of WFB, secondly, that the WFB of employees is better in companies where both stakeholders share a similar perception of consequences, and thirdly, that the perception of negative consequences of poor WFB differs the most between the organizations offering employees good possibilities for WFB and the organizations in which managers invested little or no effort in helping their employees balance their work and family lives.

Work–family balance: perspectives from higher education

The article examines different types of work–family pressures amongst people working within the Australian university sector. We were specifically interested in work–family experiences between domestic and migrant Australians. Among the major findings, domestic Australians experience greater levels of work–family imbalance across most of the measures used. Limitations and implications for future research are discussed.

Prevalence of Obesity Among U.S. Workers and Associations with Occupational Factors

Along with public health and clinical professionals, employers are taking note of rising obesity rates among their employees, as obesity is strongly related to chronic health problems and concomitant increased healthcare costs. Contributors to the obesity epidemic are complex and numerous, and may include several work characteristics. To explore associations between occupational factors and obesity among U.S. workers. Data from the 2010 National Health Interview Survey were utilized to calculate weighted prevalence rates and prevalence ratios (PRs) for obesity in relation to workweek length, work schedule, work arrangement, hostile work environment, job insecurity, work-family imbalance, and industry and occupation of employment. Data were collected in 2010 and analyzed in 2012-2013. Overall, 27.7% of U.S. workers met the BMI criterion for obesity. Among all workers, employment for more than 40 hours per week and exposure to a hostile work environment were significantly associated with an increased prevalence of obesity, although the differences were modest. Employment in health care and social assistance and public administration industries, as well as architecture and engineering, community and social service, protective service, and office and administrative support occupations was also associated with increased obesity prevalence. Work-related factors may contribute to the high prevalence of obesity in the U.S. working population. Public health professionals and employers should consider workplace interventions that target organization-level factors, such as scheduling and prevention of workplace hostility, along with individual-level factors such as diet and exercise.