The impact of doctors’ career calling on organizational citizenship behavior mediated by work–life balance and job satisfaction

Vashisht, Sakshi; Vashisht, Ravi

doi:10.1177/03063070211059956

Cited by 4 publications

(4 citation statements)

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“…These insights suggest the possibility of resource transfer from work to personal life and vice versa that enhances overall quality of life. More specifically, in the Indian context, research by Nayak (2016), Shabir and Gani (2020) and Vashisht and Vashisht (2022), has indicated the presence of WFE among healthcare professionals, as demonstrated by low turnover intention, high organizational commitment and better organizational citizenship behavior. These findings provide a foundation for the exploration of WFE among healthcare professionals in the Indian context.…”

Section: Work-family Interface Among Indian Doctorsmentioning

confidence: 99%

“…, 2020). This outlook is echoed in the Indian context by studies reporting low turnover intention, high organizational commitment and strong organizational citizenship behavior among healthcare professionals (Nayak, 2016; Shabir and Gani, 2020; Vashisht and Vashisht, 2022).…”

Section: Introductionmentioning

confidence: 99%

“…Evidence from healthcare fields, for instance, suggests a possibility of a positive, symbiotic relationship between work and family life, as indicated by low turnover intention among doctors and nurses (He et al, 2020). This outlook is echoed in the Indian Work-family interface among Indian doctors context by studies reporting low turnover intention, high organizational commitment and strong organizational citizenship behavior among healthcare professionals (Nayak, 2016;Shabir and Gani, 2020;Vashisht and Vashisht, 2022).…”

Section: Introductionmentioning

confidence: 99%

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From strain to synergy: investigating the positive aspects of work–family interface among Indian doctors

Khateeb

2023

MANM

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PurposeThis research aims to investigate the symbiotic relationship between work and family life among doctors in India, with a focus on work–family enrichment (WFE) as a positive interplay. The study seeks to examine the impact of two aspects of WFE, namely, work-to-family enrichment (WTFE) and family-to-work enrichment (FTWE) on job satisfaction (JS) and life satisfaction (LS), while exploring the mediating role of self-efficacy (SE).Design/methodology/approachThe research employs a comprehensive survey to gather data from Indian doctors. The survey includes measures of WTFE, FTWE, JS, LS and SE. Structural equation modeling (SEM) was employed to examine the proposed connections among the research constructs, using IBM AMOS v.23.FindingsThe findings reveal that WTFE significantly impacts both JS and LS. However, FTWE does not show a direct influence on JS, though it does positively impact LS. SE plays a noteworthy role, having a strong direct influence on both job and life satisfaction. In terms of indirect influence, WTFE impacts job and life satisfaction through the mechanism of SE. Nevertheless, no significant indirect effect was found between FTWE and both types of satisfaction through SE.Originality/valueThis research presents several original contributions to the study of work–life balance among healthcare professionals. Firstly, its unique geographic focus on North India distinguishes it from existing literature, offering fresh insights into the experiences of doctors in this region. Moreover, the study's multifaceted examination of WFE, SE, JS, and LS introduces a comprehensive perspective seldom seen in current research.

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Section: Work-family Interface Among Indian Doctorsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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From strain to synergy: investigating the positive aspects of work–family interface among Indian doctors

Khateeb

2023

MANM

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“…From another approach, it is evident that professional careers have a significant impact on organizational citizenship behavior (OCB) and WLB. Thus, WLB and job satisfaction may indicate a critical link between career and organizational citizenship behavior [96]. Another study indicates that workers claim to have difficulties reconciling work and family, and one-third consider leaving their job for these reasons [97].…”

Section: Wlb and Job Satisfaction In Remote Workmentioning

confidence: 99%

Job Satisfaction in Remote Work: The Role of Positive Spillover from Work to Family and Work–Life Balance

García-Salirrosas,

Rondon-Eusebio,

Geraldo-Campos

et al. 2023

Behavioral Sciences

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The objective of this research is to propose and validate a theoretical model that explains job satisfaction in remote work influenced by family-supportive supervisory behaviors (FSSBs) and, in addition, to evaluate the mediating role of work-to-family positive spillover (WFPS) and work–life balance (WLB) in this influence. A non-experimental cross-sectional study was conducted using a self-administered survey to a sample of 396 teleworkers in Lima, Peru. The hypothesized model was analyzed using PLS-SEM based structural equation modeling. The results show that FSSB has a direct effect on both job satisfaction in remote work and WFPS and WLB. In addition, it shows that WFPS and WLB have positive effects on job satisfaction in remote work. Also, the results show that WFPS and WLB have a mediating role in the influence of FSSB on job satisfaction in remote work. In conclusion, this study highlights the importance of supervisor behavior, positive work-to-family spillover, and work–life balance in remote workers’ job satisfaction. It is suggested that companies adopt policies and practices that encourage work–life balance as well as a favorable supervisory environment.

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When work–life balance fails to boost organizational citizenship behaviors: the moderating role of leader–member exchange

Nguyen,

Haar

2024

EBHRM

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PurposeSupporting employees’ work–life balance (WLB) has been a standard human resource management practice, thus the concern is now shifted toward its outcomes. The present study predicts that while WLB can boost organizational citizenship behaviors (OCBs), this positive effect may depend on the quality of leader–member exchange (LMX) relationships. The study seeks evidence to clarify how the WLB–OCBs relationship can be moderated by the LMX quality.Design/methodology/approachA sample of 216 frontline employees in New Zealand was used to test two moderation models using SPSS, AMOS and PROCESS macro.FindingsWLB was found to have substantial effects on OCBs-individual (OCBs-I) and OCBs-organization (OCBs-O) if the quality of LMX was high. Under low LMX quality, however, WLB failed to boost OCBs-I and OCBs-O. Thus, the influence of WLB on OCBs seems to be conditional on the leader–subordinate relationship as a boundary factor.Practical implicationsSupporting low-LMX-quality employees to balance their work–life roles seems insufficient to push OCBs. Managers and organizations need to improve the quality of leader–subordinate relationships to unblock the desired effects of WLB toward OCBs, and, ultimately, organizational effectiveness and performance.Originality/valueThe findings extend the research stream around the boundary impact of LMX relationships on the employees’ WLB – OCBs link in which the OCBs construct was especially examined in terms of OCBs-I and OCBs-O.

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The impact of doctors’ career calling on organizational citizenship behavior mediated by work–life balance and job satisfaction

Cited by 4 publications

References 71 publications

From strain to synergy: investigating the positive aspects of work–family interface among Indian doctors

From strain to synergy: investigating the positive aspects of work–family interface among Indian doctors

Job Satisfaction in Remote Work: The Role of Positive Spillover from Work to Family and Work–Life Balance

When work–life balance fails to boost organizational citizenship behaviors: the moderating role of leader–member exchange

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