Work-home Interaction Research Articles

Work Engagement: A Double-Edged Sword? A Study of the Relationship between Work Engagement and the Work-Home Interaction Using the ARK Research Platform

The aim of the present study was to investigate how being engaged at work affects academics’ work-home interaction. Using the Conservation of Resources theory as a theoretical framework, the study contributes to existing research by examining the relationship between the work engagement subscales (i.e. vigour, dedication, and absorption) and both work-home facilitation and work-home conflict. In order to test the hypotheses, a Partial Least Squares-Structural Equation Modelling analysis was conducted using a large sample of academics from the Norwegian university sector (N = 4378). The results indicated that vigour and dedication had a positive relationship with work-home facilitation and a negative relationship with work-home conflict. In contrast, absorption was not significantly related to work-home facilitation, but was positively associated with work-home conflict. Thus, we conclude that work engagement seems to have the potential to create both positive and negative outcomes.

Antecedents of flourishing at work in a fast-moving consumer goods company

The aims of this study were to investigate antecedents of flourishing in the workplace. A cross-sectional survey design was used with a stratified random sample of 779 employees in a fast-moving consumer goods company in South Africa (females = 40.4%, blacks = 33.4%). The participants responded to the Flourishing-at-Work Scale -Short Form, Job Demands-Resources Scale, one subscale of the Survey Work-Home Interaction – Nijmegen, and Authentic Leadership Questionnaire. The results showed that advancement, negative work-home interaction (inverse), and authentic leadership predicted flourishing at work. Workload, job insecurity, and compensation did not predict workplace flourishing or languishing. The study confirms the relevance of the Job Demands-Resources model for understanding flourishing in the workplace.

Parental Beliefs on the Efficacy of Productive Struggle and Their Relation to Homework-Helping Behavior

Productive struggle—expending effort to make sense of something beyond one’s current level of understanding—aids in learning mathematics concepts and procedures. In this study, we surveyed 197 parents with children in the 1st to the 5th grade on their beliefs about productive struggle. Beliefs were assessed via questionnaire and rating of a recorded lesson involving productive struggle. Parents also reported how often they helped with math homework and their child’s ability in math. The results show that parents had diverse beliefs about the efficacy of productive struggle, with fathers favoring it more than mothers. A significant relation was found between parents’ beliefs about productive struggle and reports of their child’s ability in math. The findings of this study suggest that for productive struggle to be effective, parents must intentionally facilitate experiences through student-centered approaches. Programs for parents should emphasize specific evidence-based behaviors rather than broad generalizations about increased involvement with homework. Schools and educators should also provide guidance for parents to explain the potential harmful effects of gender stereotypes and parents’ own math anxiety and to teach methods for limiting homework interaction while students grapple with difficult problems.

Analysis of responses to work-home interaction as measured by the SWING

The primary objective of this study was to analyse the responses of the Survey Work-home Interaction-Nijmegen – (SWING) using the Rasch measurement model. A quantitative, cross-sectional research design was used. Paper-and-pencil copies of the SWING were distributed to heterosexual working couples that lived in the greater Gauteng region in South Africa (n = 318; females = 50%; age range 25 to 65, Black Africans = 35%, various work sectors). The main findings of this study indicate that work-home interaction is a multidimensional construct that can validly be measured by the four SWING subscales: (1) negative work-home interaction; (2) positive work-home interaction; (3) negative home-work interaction; and (4) positive work-home interaction. Further validation work should seek to develop shorter and more efficient measures of SWING subscales.

Conditions de travail, stress et burnout des professionnels belges de radiothérapie : analyse comparative et exploration du rôle du travail émotionnel

PuposeThis national survey aims, on the one hand, to perform a comparative analysis of working conditions, job strain and burnout of Belgian nurses, physicists and radiation oncologists working in radiotherapy and, on the other hand, to explore the role of emotional labor in the development of stress and burnout. MethodsWe used the Working Conditions and Control Questionnaire, the Positive and Negative Occupational States Inventory, the Maslach Burnout Inventory, the negative work–home interaction subscale of the Survey Work–Home Interaction Nijmegen (NEGWHI), Perceived Organizational Support Scale and Emotional Labor Scale. One open question asked about problematic job situations. ResultsNinety-eight nurses and physicists participated (33 % response rate), in addition to 66 radiation oncologists from a previous study. Although global scores of working conditions, job strain and burnout corresponded to normal scores, comparative analysis identified physicists as focus group concerning job strain and burnout. Moreover, nurses and physicists surface acting was a good predictor of job strain (β=0.22, P=0.01), emotional exhaustion (β=0.32, P<0.001) and depersonalization (β=0.43, P<0.001). Nevertheless, perceived organizational support was a moderator in this relation. ConclusionRadiotherapy employees were in the norms. The importance of organizational support was demonstrated to avoid potential health problems, for workers experiencing high levels of emotional demands.

Jakość relacji praca–dom oraz dom–praca w kontekście posiadanych zasobów osobistych

The aim of the study was to examine whether gain or loss of personal resources is associated with conflict or facilitation between work and family. The study involved 90 employees (mean age: 34.5 years). The Polish version of COR-Evaluation (Conservation of Resources-Evaluation) questionnaire, developed by Hobfoll and adapted by Dudek et al, was used to assess personal resources. The questionnaire enables to estimate gain and loss of 40 resources and calculate the overall level of gained or lost resources. SWING Questionnaire (Survey Work-Home Interaction, Nijmegen), developed by Geurts et al. and adapted by Mośicka-Teske and Merecz), was used to examine the quality of work-home and home-work relationship. The gain of personal resources positively correlates with both home-work facilitation (HWF) and work-home facilitation (WHF). Improvement of the family relations proved to be the most significant predictor of HWF and WHF. The loss of personal resources coincides with high level of conflict between the investigated areas of life. The main predictor of home-work conflict (HWC) was the variable relating to restrictions of access to medical services. In case of work-home conflict (WHC) the reduction of material security in case of dramatic life events was the major predictor. The results confirmed that the gain of resources is crucial for HWF/WHF, while their loss is an important factor, when the HWC/WHC is considered. The resources, which proved to be the main predictors of work-home and home-work relatiohship were alsoindicated. The obtained information may be beneficial to human resources managers, especially in designing the activities aimed at increasing the satisfaction and effectiveness of employees.

Burnout and demographic characteristics of workers experiencing different types of work-home interaction.

The purpose of this study was to explore configurations of positive versus negative interactions between work and home (WHI) and their relation to burnout and demographic characteristics. Sample of 533 Polish workers were interviewed by means of self-administered questionnaires (SWING and MBI-GS). Demographic and work characteristics were also controlled. Cluster analysis distinguished 5 types of WHIs: positive WHI (18%), negative WHI (15.9%), no interaction (29.3%), mutual positive interactions (15.4%) and positive HWI (21.4%). The quality of WHI was associated with number of work hours and tenure at main place of employment. The effect of gender on the quality of work-home interaction was not significant. Configuration of WHIs affected the level of burnout. Again, there was no significant difference between men and women in terms of burnout and its sub-dimensions. The least burned-out were people from positive WHI, positive HWI and mutual positive interaction groups. The most burned-out were people who experienced negative WHI the most often. In this group, predominance of men working more than 10 h per day was observed. The majority of study group (71%) experienced rather integration than segmentation of both spheres. Our results suggest that segmentation is not an universal and effective strategy of coping with work and home demands - it may prevent the positive home-work spillover, which can be buffer or remedy against stress or burnout. We consider cluster analysis the appropriate method in research on relation to work-family balance issue, which may be useful in unraveling relationships between this phenomenon and attitudes and behaviors.

Working conditions, job strain and work engagement among Belgian radiation oncologists

PurposeThis national survey has measured the working conditions, work engagement, job strain, burn out, and the negative work–home interaction among Belgian radiation oncologists with validated questionnaires. In fact, previous studies had in general shown an interest to burn out and its association with working conditions among oncology workers, but not focused on radiation oncologists in particular. Moreover, few studies concerned work engagement and its association with working conditions although this could be important in preventing burn out. MethodsWe used the WOrking Conditions and Control Questionnaire, the Positive and Negative Occupational States Inventory, the Maslach Burn out Inventory, and the negative work–home interaction subscale of the Survey Work–home Interaction Nijmegen. One open question asked about problematic job situations. ResultsSixty-six radiation oncologists participated (30% response rate). Median scores of most of working conditions corresponded to normal scores. Control over time management (45.8) was close to low score, while control over future (60.9) was high. Median score of job strain (48.9) was normal, whereas median score of work engagement (60) was high. Median score of burn out was low. The mean of negative work–home interactions (1.1) was higher than the mean of 0.84 in a reference sample (t=4.3; P<0.001). The most frequent problematic situations referred to work organization (e.g. time pressure) and specific resources (e.g. chief support). ConclusionsRadiation oncologists showed a very high level of work engagement and experienced several job resources. However, some resources (as supervisor support) were missing and needed to be developed. These results were discussed in the context of motivational process described in the Job Demands-Resources Model.

Employee engagement: The effects of work-home/home-work interaction and psychological conditions

The aim of this study was to investigate the relationship between work-home and home-work interference, psychological conditions and employee engagement. A cross-sectional survey design was used. The participants were 292 employees of a uranium mine in Namibia residing in towns distant from their workplace. The following measuring instruments were used: Survey Work-Home Interaction – Nijmegen, Psychological Conditions Scale and Employee Engagement Questionnaire. Negative work-home interaction (work-home/home-work spillover) was negatively related to psychological meaningfulness, psychological availability, and employee engagement. Positive work-life interaction (work-home/home-work interaction) was positively related to psychological meaningfulness, psychological availability, and employee engagement. The study builds on the work-life interaction literature by showing that negative and positive interactions indirectly affect employee engagement via psychological meaningfulness and psychological availability.

Burnout and work-family interaction among nurses: An exploratory study with the Survey Work-Home Interaction Nijmegen (SWING)

Burnout and work-family interaction among nurses: An exploratory study with the Survey Work-Home Interaction Nijmegen (SWING)

Person-organization fit and organizational identification as predictors of positive and negative work-home interactions

The aim of the presented research was to explore the links between complementary and supplementary dimensions of Person-Organization fit (P-O fit), organizational identification (OI) and negative (WHI(-)) versus positive (WHI(+)) work-home interactions. It was assumed that both complementary and supplementary P-O fit and OI were positively related to WHI(+) and negatively to WHI(-). The study was conducted on a large sample of Polish blue and white collar workers. The subjects were interviewed by means of questionnaires measuring: supplementary and complementary dimensions of P-O fit, OI and WHI. General work ability and demographic variables were also controlled in the study, and statistical analysis of ANOVA, pairwise comparison as well as regression were performed. P-O fit and OI differentiated the subjects in terms of WHI. For women supplementary fit was a significant predictor of WHI(-) and explained 12% of its variance, for men it was complementary fit with the number of working days per week and the level of education, which explained 22% of variance. Supplementary fit and OI explained 16% of WHI(+) variance in women; OI, tenure at the main place of employment and the level of education explained 8% of WHI(+) variance in men. It has been proven that not only are the effects of P-O fit and OI limited to the work environment but they also permeate boundaries between work and home and influence private life - good level of P-O fit and good OI play facilitating role in the positive spillover between work and home. Gender differences in the significance and predictive values of P-O fit and OI for WHI were also found. The innovative aspect of the work is the inclusion of P-O fit and OI in the range of significant predictors of work-home interaction. The results can serve as rationale for employers that improvement of P-O fit and employees' organizational identification should be included in work-life balance programs.

Šeimos ir darbo sąveikos ir sutuoktinių tarpusavio santykių sąsajos

Family-work spillover is important for each pair of spouses and partners, especially when growing children. The aim of the study is to investigate positive and negative interactions of family and work domain and it’s connection of spouse relationship. The subject of the study was 120 men and women living in Vilnius. All participants were maried and half of the participants had children. Family and work spillover was measured by the Work-home interaction questionnaire (the SWING), whereas spouse relationship was measured by the Multidimensional Relationship Questionnaire (MRQ) and also using a form of demographics data. The results of the study showed that a family, which has children, experiences a more negative connection betwwen family and work. Also, independently whether the family has children or not, there are some differences in spouse relationship – internal relationship control, depression, relationship consciousness. Moreover, spouses experience a negative familywork spillover, which affects their relationship. The aim to combine work and family areas is a challenging task for both men and women. That is why it is important that a family-friendly environment is created and developed in a workplace, and that there is a possibility given to employ a flexible schedule of work, or if it is necessary – to work at home. Decrease of stress in a working place could simultaneously reduce a number of conflicts and disagreements at home. The results of the research and analysis encourages further discussions of complex issues arising from the combination of family and work, especially in bringing gender differences perspective. Further research can be directed to understanding what type of work environment factors influences men’s and women’s relationships in the family in participation in social activities and in relationships with their children.

Adaptación y validación de la versión española de la “Survey Work-Home Interaction – NijmeGen” (SWING) en países hispanohablantes

The purpose of this study is the adaptation and validation of the “Survey Work-Home Interaction – NijmeGen” (SWING) developed by Geurts and colleagues to Spanish speaking countries (SWING-SSC). In order to analyze the questionnaire’s psychometric properties, confirmatory factor analysis (CFA) was carried out with a sample of 203 employees from various Spanish-speaking countries. Criterion related validity was tested by examining correlations between the SWING-SSC, and the theoretically relevant variables: health, role conflict, role clarity and supervisor support. Finally, reliability was tested analyzing the internal consistency of the scales.The analyses carried out indicate that SWING-SSC has good psychometric properties. In addition, the present results support the relation of the construct with health, role conflict, role clarity, and supervisor support. This study offers evidence for a sound work-life balance measure that contributes to the encouragement adequate conditions in the workplace, to reduce the conflict between the two spheres of professional and personal life, and to enhance positive relationships

Predictors of burnout among nurses: an interactionist approach.

Nurses' practice involves working in complex organizational settings and facing multiple stressors over time that can lead to burnout. This study aimed to identify predictors of burnout among nurses working in hospitals. A sample of 1,157 participants from four hospitals in the city of Porto (Portugal) was investigated (78% women, mean age = 34.7 years) using socio-demographic and work variable questionnaires, the Maslach Burnout Inventory (MBI-HSS), Personal Views Survey (PVS), Job Satisfaction Scale (S20/23), and Survey Work-Home Interaction - NijmeGen (SWING). Multiple linear hierarchical regression analyses (stepwise method) showed that gender, age, years of experience at work, working in more than one institution, being involved in management positions, job satisfaction, hardiness, and experience of work-home and home-work interaction, seem to be predictors of burnout among nurses. This study adds support to the interactionist approach to burnout. In other words, it is crucial to investigate the relationship between several factors such as socio-demographic, work, and personality factors to understand burnout. Additionally, these findings should be taken into account when designing burnout prevention programs for nurses working in hospitals.

Burnout and Turnover Intentions Among Romanian Ambulance Personnel

During the last years changes in the Romanian health care system influenced the migration of the medical staff, mostly to western countries. Moreover the literature indicates that turnover intentions are a consequence of burnout. The present research aims to identify burnout predictors and to investigate the impact of burnout on turnover intentions among 105 ambulance personnel. Results of multiple regression analyses highlighted that work demands and negative work-home interaction predicted burnout, while turnover intentions were predicted by all burnout dimensions and workload. These results have implications for designing interventions focused on reducing burnout and turnover intentions among medical professionals.

Work–Life Balance Culture, Work–Home Interaction, and Emotional Exhaustion

To examine the relationships among employees' emotional exhaustion, positive and negative work-home interaction, and perceived work-life balance culture in companies. Data for this study were collected through online surveys of employees from companies in the micro- and nanotechnology sectors (N = 509). A structural equation modeling analysis was performed. A company culture perceived by employees as supportive of their work-life balance was found to have both a direct negative effect on emotional exhaustion and an indirect negative effect meditated by negative work-home interaction. In addition, whereas negative work-home interaction associated positively with emotional exhaustion, positive work-home interaction had no significant effect. The direct and indirect relationship between work-life balance culture and emotional exhaustion has practical implications for health promotion in companies.

RELATIONSHIP BETWEEN HEALTHY LIFE STYLE AND WORK-RELATED FACTORS AMONG CALL CENTER WORKERS / SKAMBUČIŲ CENTRO DARBUOTOJŲ SVEIKATAI PALANKAUS GYVENIMO BŪDO IR ORGANIZACINIŲ DARBO VEIKSNIŲ RYŠYS

Health-related issues are becoming very popular both in the broad spheres of the society and in organizations. Taking care of employee health helps the employer with maintaining and improving organizational effectiveness. The aim of the study was to identify and assess the relationship between the Five-Factor Wellness Model and work-related factors such as interpersonal conflicts, organizational constraints, workload, work-family conflict, decision latitude, transformational leadership, psychological job characteristics and perceived organizational support. The subjects of the study were 177 employees of a call center. Healthy lifestyle was measured applying a Five-Factor Wellness questionnaire (Myers, Sweeney 2005b). Physical symptoms, interpersonal conflicts, organizational constraints and workload were measured using respective scales designed by Spector and Jex (2007). Decision latitude was measured employing Karasek (1985) questionnaire. Work-family conflict was measured referring to a subscale of negative work-home interaction (Geurts et al. 2005). A transformational leadership style was measured using General Scale of transformational leadership (Carless et al. 2000). Perceived organizational support was measured using a short version of Perceived Organizational Support scale (Eisenberger et al. 1986). Research findings show that healthy lifestyle as measured by the Five-Factor Wellness Model was predicted by lower work-family conflict, whereas physical symptoms - by marked work-family conflict, decision latitude and gender (female). Santrauka Šiuolaikinėse organizacijose ir visuomenėje sveikatai palankaus gyvenimo būdo tema yra dažnai aptariama. Darbuotojų sveikata (sveikatingumu) organizacijos rūpinasi, siekdamos kelti darbuotojų gerovę ir savo organizacijos efektyvumą ir produktyvumą. Tam reikia žinoti, kokie veiksniai organizacijoje skatina ar trukdo sveikatai palankaus gyvenimo būdo realizavimą. Tyrimo tikslas buvo įvertinti ir nustatyti sveikatai palankaus gyvenimo būdo (pagal penkių faktorių sveikatingumo modelį, Myers, Sweeney 2005b) sąsajas su organizaciniais veiksniais: tarpasmeniniais konfliktais, organizaciniais trikdžiais, dideliu darbo krūviu, darbo ir šeimos konfliktu, sprendimų priėmimo laisve, transformaciniu vadovavimu ir suvokiamu organizacijos palaikymu.Tyrime dalyvavo 177 skambučių centro darbuotojai. Sveikatai palankus gyvenimo būdas buvo nustatomas pagal penkių faktorių sveikatingumo klausimyną (Myers, Sweeney 2005b), fiziniai simptomai buvo nustatomi pagal Spector ir Jex (1997) skalę, susidedančią iš 18 simptomų. Tarpasmeniniai konfliktai, organizaciniai trikdžiai, kiekybinis darbo krūvis buvo vertinami pagal atitinkamus kitus Spector ir Jex (1997) klausimynus. Sprendimų laisvei vertinti buvo naudojamas Karasek (1985) klausimynas. Transformaciniam vadovavimo stiliui tirti naudota bendroji transformacinės lyderystės skalė, sudaryta Carless ir bendradarbių (2000). Darbo ir šeimos konfliktams vertinti pasitelkta neigiama darbo ir namų sąveikos subskalė (Geurts et al, 2005). Suvokiamas organizacijos palaikymas buvo vertinamas sutrumpinta suvokiamo organizacijos palaikymo skale (Eisenberger et al. 1986). Gauti rezultatai rodo, kad sveikatai palankų gyvenimo būdą (pagal penkių faktorių sveikatingumo modelį) prognozuoja mažesnis darbo ir šeimos vaidmenų konfliktas bei didesnis darbo krūvis. Fizinę simptomatiką rodo stipresnis darbo ir šeimos vaidmenų konfliktas, didesnis suvokiamas organizacijos palaikymas ir moteriška lytis.

Employees' negative and positive work–home interaction and their association with depressive symptoms

Depression is the leading cause of disability and high costs worldwide. One possibility for preventing depression in the workplace, which has received little consideration so far, is the promotion of a successful balance between work and personal life. The aim of this study was to investigate employees' negative and positive work-home interaction and their association with depressive symptoms. A cross-sectional study was conducted in the micro- and nanotechnology sector in Germany. A stepwise multivariate logistic regression analysis was performed using data from N = 213 employees. The results suggest that while negative work-home interaction is associated with an increased risk for depressive symptoms, positive work-home interaction is correlated with a lower risk. Neither positive nor negative interaction in the home-to-work direction demonstrated a significant association with depressive symptoms. When attempting to prevent mental illnesses, such as depression, it is important to develop strategies aimed at reducing conflict between work and personal life and promoting a positive exchange between these two domains.

Job characteristics and work‐home interaction

PurposeThe purpose of this paper is too investigate whether race moderates the relationship between job characteristics (job demands and job resources) and negative and positive WHI (work‐home interaction) in a sample of white and African South African police members.Design/methodology/approachQuestionnaires were distributed to African (n=197) and white (n=222) ranked police members in the North West Province of South Africa. Hierarchical multiple regression and moderated multiple regression analyses were used to analyse the data.FindingsThe results showed that race had moderating effects on the relationship between the positive spill‐over of mood and overload, as well as the relationship between the positive spill‐over of skills and overload. No interaction terms were found significant for the relationships between job characteristics and negative time‐based WHI, or for the relationships between job characteristics and negative strain‐based WHI. It is therefore concluded that race does not moderate the relationship between job characteristics and negative WHI.Practical implicationsThe paper will raising awareness among police members and police management about the effect of job characteristics on WHI. This can provide a platform from which to start addressing issues that could decrease police stress.Originality/valueThis paper shows that although South Africa is working towards uniting all South Africans as a nation, differences between race groups should still be acknowledged and addressed appropriately.

Worktime control: theoretical conceptualization, current empirical knowledge, and research agenda

Worktime control : theoretical conceptualization, current empirical knowledge, and research agenda