The influence of work-life balance, choice and a meaningful location on work transitions

Lisson, Selene; Mee, Laura; Gilbert, Kristen

doi:10.3233/wor-2012-01564

Cited by 5 publications

(6 citation statements)

References 2 publications

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“…Everyday, individuals engage in many divergent roles that come with different responsibilities and challenges, which can lead to work–life conflict (Cheng and McCarthy, 2013). Work–life conflict does not have to be about one having supremacy over the other; work–life conflict can be about how work and non-work responsibilities can coexist in harmony (Lisson et al , 2013). As Foy (2015) and others (Jang et al , 2011; Murphy and Doherty, 2011) have noted, the relationship between work and life is, for example: family friendly; balanced; conflicted; and flexible.…”

Section: Work–life Conflictmentioning

confidence: 99%

Managing job performance, social support and work-life conflict to reduce workplace stress

Foy

Dwyer

Nafarrete

et al. 2019

IJPPM

112

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Purpose Workplace stress costs £3.7bn per annum in the UK and in excess of $300bn per annum in the USA. The purpose of this paper is to examine the existence, strength and direction of relationships between perceptions of social support, work–life conflict, job performance and workplace stress in an Irish higher education institution. Design/methodology/approach The selected theoretical framework consisted of a combination of reward imbalance theory, expectancy theory and equity theory. An organizational stress screening survey instrument was used to survey the staff (n = 1,420) of an academic institution. Multiple linear regression analysis was used to evaluate the relationships between the independent variables (social support, work–life conflict, job performance), the covariates (staff category, direct reports, age, gender), and the dependent variable (workplace stress). Findings The results showed a negative correlation between social support and workplace stress, a positive correlation between work–life conflict and workplace stress, and a negative correlation between job performance and workplace stress (p < 0.05). The results also revealed significant relationships between the covariates direct reports and gender and the dependent variable workplace stress. Practical implications The findings from this research can trigger an organizational approach where educational leaders can enable workplace change by developing and implementing social support and work–life strategies, and potential pathways to reduce levels of workplace stress and improve quality of life for employees and enhance performance. Originality/value The examination and establishment of particular relationships between social support, work–life conflict and job performance with workplace stress is significant for managers.

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Section: Work–life Conflictmentioning

confidence: 99%

Managing job performance, social support and work-life conflict to reduce workplace stress

Foy

Dwyer

Nafarrete

et al. 2019

IJPPM

112

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“…Work–life balance policies were one of PC's constructs, which is very important for the organization (Freese et al , 2008). Past studies showcase the relationship between work–life balance and organizational outcomes (Armstrong et al , 2015; Beutell et al , 2019; Lisson et al , 2013). Thus, this caters to the balanced situation where explorative and exploitative activities were present (with the help of work–life balance work practices).…”

Section: Discussionmentioning

confidence: 99%

“If you fulfill your promise, I will be an asset for you”: exploring the relationship between psychological contract fulfillment and individual ambidexterity

Karani

Jayswal

Panda

et al. 2021

IJSSP

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PurposeHealthcare is a vital sector in any economy, and the healthcare industry employees should be treated well. Work policies and practices shape the psychological contract (PC) of an individual. The purpose of this paper is to explore healthcare employees' PC fulfillment from the lenses of work practices and how it affects their ambidextrous behavior (explorative and exploitative activities).Design/methodology/approachThis study follows a mix-method research design. First, the authors conducted telephonic interviews to enlist the PC fulfillment items, and after checking the reliability and validity, the authors conducted the survey using a descriptive research design. The sampling method was snowball sampling, where 786 respondents from 6 hospitals were surveyed, and AMOS (analysis of a moment structures) 20 was used for the structural equation modeling (SEM).FindingsFor the healthcare sector employees, a sense of belongingness has contributed the highest in exploration activities followed by work–life balance, rewards and managerial support. Work–life balance has contributed highest in exploitation activities, followed by a sense of belongingness, teamwork and managerial support.Research limitations/implicationsThe study offers important implications for researchers and employers of the healthcare sector and highlights the significance of the PC fulfillment, leading to the employees' ambidextrous behavior. There was no prior work that had empirically proved the relationship between PC fulfillment and ambidextrous behavior.Originality/valueIn the study, an attempt was made to identify the healthcare industry's work practices and how that is associated with explorative and exploitive ambidextrous behavior. The paper instigates the imperative deliberation on PC fulfillment and ambidextrous behavior for healthcare sector employees.

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“…This finding is similar to a study conducted by Longo , which found that nurses (including F‐LNMs) demonstrated caring behaviours towards their colleagues by coming to know them on both a professional and a personal level. The concept of work‐life balance is about achieving a state of equilibrium between the demands of work and home life . A vast body of literatures has documented the issue of work‐life balance , which indicates the importance of balance between people's professional and personal lives.…”

Section: Discussionmentioning

confidence: 99%

“…The concept of work‐life balance is about achieving a state of equilibrium between the demands of work and home life . A vast body of literatures has documented the issue of work‐life balance , which indicates the importance of balance between people's professional and personal lives. Striking balance between work and life is the foundation of wellbeing and incorporates elements such as developing and maintaining good physical health and fitness, maintaining an appropriate level of energy and vitality, enjoying emotional and psychological stability, engaging in harmonious relationships and developing effective stress management strategies and coping skills .…”

Section: Discussionmentioning

confidence: 99%

“…Although the social and family structure have changed dramatically over the years, some aspects of Chinese traditional culture cause people to think that women should be mainly responsible for household affairs and child rearing, and many nurses are primary caregivers for family members, including children, parents and spouses. Gradually, time and stress management for work‐life balance can come to be an overwhelming problem for these nurses . Therefore, they appreciate F‐LNMs support of work‐life balance and perceive it as caring towards them.…”

Section: Discussionmentioning

confidence: 99%

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Caring behaviour perceptions from nurses of their first‐line nurse managers

Peng

Liu

Zeng

2015

Scandinavian Caring Sciences

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The influence of work-life balance, choice and a meaningful location on work transitions

Cited by 5 publications

References 2 publications

Managing job performance, social support and work-life conflict to reduce workplace stress

Managing job performance, social support and work-life conflict to reduce workplace stress

“If you fulfill your promise, I will be an asset for you”: exploring the relationship between psychological contract fulfillment and individual ambidexterity

Caring behaviour perceptions from nurses of their first‐line nurse managers

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