Work Nonwork Research Articles

Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life?

Given ever increasing work and nonwork demands, achieving work-nonwork (WNW) balance is an important priority for many employees. Scholars have only recently settled on a definition of WNW balance as multidimensional and, as such, our understanding of its antecedents and outcomes is limited. Drawing on Conservation of Resources theory, we explore how organizations can support employees to achieve WNW balance and whether ‘balanced’ employees are more productive at work and satisfied with life. In detail, we hypothesize that the positive effect of supervisor WNW support (FSS) on employees’ life satisfaction and job performance is mediated by multidimensional WNW balance. We find, across two studies with two waves each, that only the dimension of WNW balance effectiveness and not the dimension of WNW balance satisfaction mediated the relationships between FSS, life satisfaction (Study 1 and 2) and self-rated job performance (Study 1). The relationship between FSS and supervisor-rated job performance (Study 2) was not mediated by either WNW balance dimension. As such, organizations can facilitate WNW balance through FSS, while ‘balanced’ employees seem indeed happier with their life and consider themselves to be better performing at work. We discuss the unexpected finding regarding the superior role of WNW balance effectiveness over WNW balance satisfaction for our outcomes in relation to the conceptualization of WNW balance as multidimensional and delineate important theoretical and practical implications.

Supplemental Material for The Effectiveness of Work–Nonwork Interventions: A Theoretical Synthesis and Meta-Analysis

Supplemental Material for The Effectiveness of Work–Nonwork Interventions: A Theoretical Synthesis and Meta-Analysis

Gender Differences in Job Resources and Strains in Authority Positions

In contrast to the rich literature on the causes of the gender gap in workplace authority, relatively little is known about how the jobs and experiences of women and men compare once they have positions with authority. Using linked survey and administrative data of about 100,000 women and men working in Dutch organizations, I analyzed differences in job resources (earnings, autonomy, and nonroutine work) and strains (workplace harassment, work–nonwork interference, and job burnout) between women and men in positions of workplace authority. I find that women in authority report lower levels of job resources than men with authority jobs, and are more likely to report experiences of work-related strains. Crucially, women with authority jobs are the most likely of all gender/authority status groups to report experiencing sexual harassment, bullying, and intimidation at the workplace, and they have the highest probability of reporting job burnout symptoms. These findings suggest that women’s entry into authority positions alone is not sufficient for achieving gender equality.

How Work–Nonwork Conflict Affects Remote Workers’ General Health in China: A Self-Regulation Theory Perspective

Difficulty in balancing the demands of work and nonwork has been shown to be associated with lower physical and psychological health. Grounded on the self-regulation theory, we examined the effect of work-nonwork conflict on general health among employees who transitioned to remote work (remote workers), and we tested whether this association was mediated by impaired self-control capacity. The study further examined the perceived boundary control as a moderator of these associations. We collected two waves of questionnaire data with a one-month interval from 461 remote workers, and the results of regression-based analyses revealed that work-nonwork conflict was negatively related to remote workers' general health through increased self-control capacity impairment. In addition, this indirect effect was weaker for remote workers with higher perceived boundary control than those with lower perceived boundary control. These findings expand our understanding of remote workers' work-nonwork conflict and have practical implications for promoting the general health of remote workers who are experiencing work-nonwork conflict.

Role Theory Perspectives: Past, Present, and Future Applications of Role Theories in Management Research

Role theories examine how individual behavior is shaped by prevailing social roles and provide insights into how behavior is perceived by others in light of such roles. Current movements for police reform as well as the landmark decision by the U.S. Supreme Court concerning the employment rights of LGBTQIA individuals have brought conversations concerning roles and their potential impact to the forefront of public discourse. Academic perspectives in management research have aided in building knowledge concerning how roles impact individuals and organizations in a variety of research domains, including entrepreneurship, human resource management, organizational behavior, and strategic management. While the utilization of role theory has gained tremendous momentum over the past two decades, its central tenets are often blurred given that several related but unique perspectives surrounding roles exist in the literature. We trace the origins and development of specific role theories by defining central constructs to bring clarity to the conceptual ambiguities between various role theories and key concepts. Next, we provide an integrative review of empirical role research in management journals over the past 20 years. Here, we identify the five most prominent research themes in the management literature: roles and identity, work–nonwork interface, biases and stereotypes, career life cycles, and ethics and other-oriented behavior. Finally, we provide an agenda for future research that highlights missed opportunities in management research that draws from the key themes identified in our review.

Two in Distress Make Sorrow less: A Work-Life Conflict Moderated Mediation Model

Drawing on the Job Demand-Resource model this paper examines the influence of the social comparison orientation personality trait. It is hypothesized that high social comparison orientation will moderate the negative effect of job demands in the health impairment process on work engagement, mediated by a work-nonwork conflict. A total of 510 nurses from different healthcare centres participated in this study. PROCESS macro was used to test simple and moderated mediation. Results demonstrate that the negative indirect effect of job demands on work engagement via work-non work conflict appears only with low levels of social comparison orientation. Theoretical insights from social comparison literature and the work-nonwork interface into JD-R theory are integrated. The strengths of social comparison orientation employees are highlighted to reduce the depletion of resources needed to cope with non-work demands and promote work engagement.

Work–Nonwork Balance: Impact on Subjective Health and Life Satisfaction of People Across 47 Nations

Using theories of role-balance and conservation of resources (COR), we take a cross-cultural view of an employee’s engagement in the work-nonwork domains of living. Employing the World Value Survey (WVS) with a sample of 21,270 married employees from 53 nations, we find cross- cultural variations in the relationship between employees’ degree of work-nonwork domain engagement and their subjective health and life satisfaction. To explore the impact of the national focus on motivation for economic productivity and innovation, we used a country’s global competitiveness index (GCI), predicting that a nation’s GCI would moderate the relationship between the degree of work-nonwork domain engagement and both subjective health and life satisfaction. Overall, the results support our predictions that high work-nonwork domain engagement (or congruence between work and nonwork roles) would enhance individuals’ subjective health and life satisfaction more strongly in high GCI nations than in low GCI nations. Theoretical and methodological contributions are discussed, along with implications for future research on national culture concerning work and its impact on employed persons.

Recessionary changes at work and employee well-being: The protective roles of national and workplace institutions

The recession following the 2008 financial crisis brought major changes to employees’ experiences at work. We investigate the adverse effects of two of such changes: perceived organizational distress and job deterioration. We also examine the extent to which institutions at national level (employment protection legislation and collective bargaining coverage) and at workplace level (employment contract and union membership) may act as buffers against these effects. Using data from 21 European countries, we show that recessionary changes were associated with reduced psychological well-being and greater levels of work–nonwork interference.

Half a Century of Work–Nonwork Interface Research: A Review and Taxonomy of Terminologies

The extensive interest in the work‐nonwork interface over the years has allowed scholars from multiple disciplines to contribute to this literature and to shed light on how professional and personal lives are related. In this paper, we have identified 48 terminologies that describe the interface or relationship between work and nonwork, and have organised them into mature, intermediate, and immature categories according to their stage of development and theoretical grounding. We also provide a taxonomy that places work‐nonwork interface terminologies into a matrix of six cells based on two dimensions: (1) type of nonwork being narrow or broad; and (2) nature of the mutual impact of work and nonwork domains on one another, characterising the impact as negative, positive, or balanced. The type of nonwork dimension was informed by Frone’s (2003) classification of employees’ lives into multiple subdomains; the mutual impact dimension was informed by frameworks that organised the literature in part by negative, positive, and balanced work‐nonwork interface constructs (e.g., Allen, 2012; Greenhaus & Allen, 2011). Theoretical contributions of the proposed taxonomy are discussed along with suggestions on important avenues for future research.

Use of work–nonwork supports and employee well-being: the mediating roles of job demands, job control, supportive management and work–nonwork conflict

This paper examines the impact of the use of work–nonwork supports on well-being. It first develops hypotheses regarding how a reduction in job demands, and an increase in both job control and supportive management may explain this relationship. We then test these hypotheses using data from Britain’s Workplace Employee Relations Survey of 2011. The research reveals that the use of work–nonwork supports has a positive association with job control and supportive supervision. These in turn mediate a relationship between the use of supports and three dimensions of employee well-being, job satisfaction, anxiety-contentment and depression-enthusiasm, some of the effect being through their reducing work–to–nonwork conflict. Use of work–nonwork supports is, however, positively associated with job demands, but this effect of use on job demands does not affect well-being. Since job autonomy and supportive supervision are major mediators, and have a direct influence on work–nonwork conflict and well-being, policy should focus on integrating job quality and work–life balance issues.

Supplemental Material for The Jingle-Jangle of Work–Nonwork Balance: A Comprehensive and Meta-Analytic Review of Its Meaning and Measurement

Supplemental Material for The Jingle-Jangle of Work–Nonwork Balance: A Comprehensive and Meta-Analytic Review of Its Meaning and Measurement

The influence of simultaneous interference and enrichment in work–family interaction on work-related outcomes

This study aimed to determine how work–nonwork interference and work–family enrichment operate simultaneously to influence the work-related outcomes job satisfaction, organisational commitment, and subjective career success. By employing South African work–family instruments, the study tested substantive hypotheses in this regard. A cross-sectional survey design among a sample of permanently employed married parents ( n = 212) was utilised. Statistical analyses included confirmatory factor analyses and validity assessments. Second-order measurement models were utilised in a structural equation modelling to test various hypotheses in this regard. Results indicate that work–nonwork interference and work–family enrichment operate simultaneously and are independently significantly related to work-related outcomes (except work–nonwork interference with commitment). Work–family enrichment was positively related to job satisfaction, organisational commitment, and subjective career success, while work–nonwork interference was found to be negatively related to job satisfaction and subjective career success. The findings suggest that these concepts should not be viewed as opposites on a continuum, but rather as phenomena that act independently in the nomological net of the work–family domain. The findings also suggest that work–family enrichment contributes more to the work-related outcomes than in the case of work–nonwork interference. The implication is that, in order to obtain positive work-related outcomes, it is more important to focus on fostering positive interaction in the work–family context than trying to eliminate the conflict in this regard.

Challenge and hindrance stressors and wellbeing-based work–nonwork interference: A diary study of portfolio workers

Stress-based work–nonwork interference, or negative spillover, is associated with transference of negative emotions from the work to the nonwork domain. It is argued that work–nonwork interference resulting from high work demands does not necessarily entail the reproduction of any affective states. First, calmness can result in lower work–nonwork interference and enthusiasm in higher levels. Second, hindrance stressors can be negatively related to enthusiasm and calmness, while challenge stressors are positively associated with them. Hypotheses about the relationship between stressors and interference that reflect this rationality are developed and tested using longitudinal data from a six-month diary study of portfolio workers. The results offer some support for them and indicate that both challenge and hindrance stressors are positively related to interference. However, for hindrance stressors the indirect effect is positive when mediated by calmness and negative for enthusiasm. In contrast, for challenge stressors the indirect effect is negative when mediated by calmness and positive when mediated by enthusiasm. The mediation paths are significant only for transient effects. Thus, there are indications that well-being can both increase or decrease interference depending on the nature of the stressor and whether it is mediated by calmness or enthusiasm.

Blurred Boundaries: Gender and Work–Family Interference in Cross-National Context

Although well theorized at the individual level, previous research has neglected the role of national context in shaping overall levels of nonwork–work and work–nonwork interference. This study fills this gap by examining how a national context of gender empowerment affects the likelihood of experiencing nonwork–work and work–nonwork interference at the individual and national levels. Controlling for individual-level differences in the distribution of job demands and resources, results from our multilevel models indicate that women’s empowerment has significant net gender and parenthood effects on nonwork–work interference. By contrast, gender empowerment equally structures work–nonwork interference for these groups. Our results highlight the need to investigate interference bidirectionally and in a multilevel context.

Work–Nonwork Research: Moving Toward a Scientist–Practitioner Collaboration

Work–Nonwork Research: Moving Toward a Scientist–Practitioner Collaboration

Keeping Work in Perspective: Work–Nonwork Considerations and Applicant Decision Making

The work–nonwork supportiveness of an organization may influence applicant decision making among young applicants. This possibility was tested using a phased narrowing decision making task and three organizational attributes (salary, number of work–nonwork supportive policies/benefits and their related culture supportiveness). Data gathered from a sample of 110 graduating college business majors partially supported the hypotheses (p < 0.05), revealing a dynamic influence of the organizational attributes across decision making stages and a differential impact of the attributes depending on their framing as family-friendly or life-friendly. Salary was especially important in initial screening of organizational options, and the organizational culture support of work–nonwork challenges was increasingly influential as the final choice was formed. Implications for young applicant attraction are discussed.

Workaholism in the Netherlands: Measurement and Implications for Job Strain and Work–Nonwork Conflict

Cette recherche traite de la mesure et des conséquences du travail comme conduite addictive aux Pays‐Bas. La première étude décrit le développement et la validation d’une version hollandaise de la Work Addiction Risk Scale (WART) de Robinson (1999). Une analyse factorielle portant sur les réponses de 356 sujets a montré que la structure factorielle de la WART hollandaise était analogue à celle de la version américaine. La deuxième étude (N= 232) avait pour objectif de décider si la sous‐échelle ≪tendances compulsives≫ (CT) de la WART pouvait être utilisée comme mesure abrégrée du travail addictif. Le recouvrement entre l’échelle complète de 25 items et la sous‐échelle CT était large et la répartition des corrélations avec les autres concepts très proche. La troisième étude (N= 199) mit à l’épreuve un modèle des effets du travail addictif (CT) sur l’épusiement et le conflit travail—hors‐travail, montrant que le travail addictif affectait ces deux variables dépendantes à la fois directement et indirectement (par l’intermédiaire des exigences perçues du travail). On conclut 1) que la version hollandaise de la WART est très proche de la version américaine d’origin; 2) que la WART et la sous‐échelle CT sont toutes deux des mesures valides du travail addictif; 3) que le travail addictif est un concept virtuellement majeur pour l’étude du travail et du stress.This research deals with the measurement and consequences of workaholism in the Netherlands. Study 1 describes the development and validation of a Dutch version of Robinson's (1999) Work Addiction Risk Scale (WART). Confirmatory factor analysis (total N= 356) revealed that the factorial structure of the Dutch WART was similar to that of the US original. Study 2 (N= 232) examined whether the Compulsive Tendencies (CT) subscale of the WART could be used as a short measure of workaholism. The overlap between the full 25‐item WART and the CT subscale was high, whereas the patterns of correlations with other concepts were very similar. Study 3 (N= 199) tested a process model for the effects of workaholism (i.e., CT) on exhaustion and work–nonwork conflict, showing that workaholism affected these two outcome variables both directly and indirectly (via perceived job demands). It is concluded that: (i) the Dutch version of the WART is very similar to the US original; (ii) the WART and the CT subscale are both valid measures of workaholism; and (iii) workaholism is a potentially important concept in the study of work and stress.

Actual stress, psychopathology and salivary cortisol levels in the irritable bowel syndrome (IBS).

Although irritable bowel syndrome (IBS) can be considered a biopsychological disorder in which an association between life stress and physiological changes leading to bowel irregularity is present, there is a lack of data concerning possible modifications of the adrenal function during the disease. The aim of the present study was to measure biological and psychological variables related to the activity of the hypothalamo-pituitary-adrenal axis in IBS patients compared to healthy subjects. Cortisol was measured in the saliva (obtained by a stress-free, non invasive collection procedure) of 55 IBS outpatients and 28 matched controls. Moreover, each subject completed the following self-administered questionnaires: the Rome Burnout Inventory (RBI) in its physical (RBI-PE) and emotional-mental exhaustion (RBI-EME) components, Beck Depression Inventory, State and Trait Anxiety Inventory (STAI), Perceived Social Support Scale (PSSS) and a Scale for the Assessment of Perceived Actual Work-Non Work Stress. Compared with controls, IBS subjects showed significantly higher levels of cortisol in the morning and lower in the evening, while they maintained the physiological circadian fluctuation (i.e. cortisol morning level higher than in the evening). Moreover, IBS patients presented a significant difference from controls in RBI-PE scores, which confirms the presence of fatigue, a symptom frequently reported by the patients. Compared with controls, no differences were found in IBS patients with respect to other psychological parameters. These findings suggest a dysregulation of the adrenal activity in IBS patients. The results may be relevant considering that changes in cortisol levels have been shown to be sensitive indicators of psychosocial stress and coping patterns in both laboratory and life situations.