The Relationship Between Telework, Job Performance, Work–Life Balance and Family Supportive Supervisor Behaviours in the Context of COVID-19

Campo, Angela María De Valdenebro; Avolio, Beatrice; Carlier, Sandra Idrovo

doi:10.1177/09721509211049918

Cited by 60 publications

(62 citation statements)

References 65 publications

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“…Therefore, the existence of FSSB is essential to improve employees’ job satisfaction and job performance. Hence, these findings agree with the past studies that present a positive influence of FSSB on job satisfaction and job performance ( Rofcanin et al, 2018 ; Talukder et al, 2018 ; Campo et al, 2021 ). Henceforth, these findings confirm the assertion of social exchange theory and organizational support theory that supervisors’ formal and informal support further increase employees’ attitude toward the job, which improves job satisfaction and job performance ( Talukder et al, 2018 ).…”

Section: Conclusion and Discussionsupporting

confidence: 93%

“…Past studies have argued that when management provides benefits to employees, employees tend to feel indebted to the organization and make more substantial efforts to ensure its well-being and achieve its goal ( Eisenberger et al, 2001 ; Vayre, 2019 ). Several studies found evidence in the work-life balance literature that when organizations or supervisors care about their employees’ personal and professional well-being, employees tend to reciprocate by helping them achieve their goals through improved performance ( Campo et al, 2021 ). Therefore, based on the social exchange theory, this study argues that when organizations take care of the balance between employees’ personal and professional lives, employees’ perceived positive feelings increase their job satisfaction, and they are more inclined to reciprocate the favor through high job performance ( Talukder et al, 2018 ).…”

Section: Literature Reviewmentioning

confidence: 99%

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Work-Life Balance, Job Satisfaction, and Job Performance of SMEs Employees: The Moderating Role of Family-Supportive Supervisor Behaviors

et al. 2022

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Even though studies on work-life balance and family-supportive supervisor behaviors are prevalent, there are few studies in the SME setting, and the implications are yet unexplained. Thus, the study examines the effect of work-life balance on the performance of employees in SMEs, along with the mediating role of job satisfaction and the moderating role of family-supportive supervisor behaviors. We have developed a conceptually mediated-moderated model for the nexus of work-life balance and job performance. We collected data from SMEs and employed SEM-PLS to test the research hypothesis and model. Empirical results demonstrate that work-life balance positively influences job satisfaction and performance. Our empirical findings also revealed that job satisfaction partially mediates the relationship between work-life balance and job performance. We also found that when FSSB interacts with work-life balance and job satisfaction, it moderates the relationship between work-life balance and job performance and job satisfaction and job performance. Hence, our findings provide exciting and valuable insights for research and practice.

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Section: Conclusion and Discussionsupporting

confidence: 93%

Section: Literature Reviewmentioning

confidence: 99%

Work-Life Balance, Job Satisfaction, and Job Performance of SMEs Employees: The Moderating Role of Family-Supportive Supervisor Behaviors

et al. 2022

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“…Mininni and Manuti (2020) also identified that younger individuals, as well as those working more technical roles, benefited the most from teleworking. Other factors, like supportive supervisor behaviours (Campo et al, 2021) and boundary management style (Allen et al, 2021), can positively impact adjustment to telework. Other studies have identified the type of telework arrangement and ability to multitask as potential positive moderators for improving telework (e.g., Dilmaghani, 2021; Rodríguez-Modroño & López-Igual, 2021; Xu et al, 2021).…”

Section: Resultsmentioning

confidence: 99%

Teleworking and work–life balance during the COVID-19 pandemic: A scoping review.

Elbaz¹,

Richards²,

Savard³

2023

Canadian Psychology / Psychologie canadienne

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Telework, a work modality that allows employees to work outside the boundaries of an office through information and communication technologies, is rising. As the COVID-19 pandemic imposed social distancing regulations, alternative ways to work are growing in popularity. However, given the rapid growth of telework and the interest by employees to continue using this mode of operation, examination of the available literature is essential to guide future work. The current scoping review aimed to examine the effects of telework on employees' work and nonwork domains. Key attention was given to the effects on work-life balance. Under the umbrella of work-life balance, consequences on psychological health and performance were also examined. Six databases were consulted to gather articles published between January 2020 and December 2021. A total of 42 articles from Asia, Europe, North and South America, as well as Oceania, were included. Heterogenous findings were identified with regard to work-life balance and psychological health and these inconsistencies seemed to depend on moderating factors such as biological sex, boundary management strategies, and frequency of telework to name a few. Performance seemed to benefit the most from telework, albeit some exceptions (e.g., having pets, young children, or dependents) seemed to affect it negatively. We conclude that telework may not be beneficial for all and that a more thorough understanding of how teleworking can impact employees' various personal and private domains is further required. Public Significance StatementDue to COVID-19, the environments that employees must work in have changed. Teleworking may at first glance offer a potential solution to help workers gain more control over both their work and family lives; however, various factors may affect the ensuing work-life balance. Future research is needed to explore how these effects will unfold in the current context of adaptation to the massive use of telework.

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“…Research presented numerous favorable employee outcomes of WLB such as improving job performance (Campo et al, 2021), enhancing employees' psychological wellbeing (Haider et al, 2018), and reducing turnover intention (Kerdpitak and Jermsittiparsert, 2020). Employees' IWB requires maintaining a highly focused state of mind and full engagement (Pieterse et al, 2010).…”

Section: Work-life Balance and Innovative Work Behaviormentioning

confidence: 99%

Employee Engagement and Innovative Work Behavior Among Chinese Millennials: Mediating and Moderating Role of Work-Life Balance and Psychological Empowerment

Ali

Qiu

2022

Front. Psychol.

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Given the ever-changing business environment, organizations are forced to consider innovation as an essential prerequisite to enhance their efficiency, productivity, and sustainability. In this regard, organizations pay increased attention to enhancing employees' engagement (EE) and stimulating their innovative work behaviors (IWBs). Research emphasizes the importance of employees' IWBs in achieving competitive advantages and organizational sustainability. In this research, we address the question of whether employee engagement leads to stimulating IWBs of the Chinese millennial workforce in service industries. In addition, we explore the potential mediating effect of work-life balance (WLB) and the moderating influence of psychological empowerment (PE) on the relationship between EE and IWBs. Self-administered questionnaires were used to collect data from 372 Chinese senior employees working in the IT, trade, real estate, financial, and telecommunication industries. Our empirical findings showed that highly engaged employees are most likely to exhibit IWBs and maintain a WLB. In addition, the relationship between EE and IWB was partially mediated by WLB. Moreover, the interaction between EE and PE was found to strengthen employees' IWBs. Our study contributes to understanding the importance of EE as an essential prerequisite for millennials' IWBs and provides new insights for service organizations to encourage employees' IWBs. This study contributes to the human resource management field by offering valuable implications vis-à-vis how service organizations operating in a turbulent business environment stimulate the IWBs of their millennial workforce.

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The Relationship Between Telework, Job Performance, Work–Life Balance and Family Supportive Supervisor Behaviours in the Context of COVID-19

Cited by 60 publications

References 65 publications

Work-Life Balance, Job Satisfaction, and Job Performance of SMEs Employees: The Moderating Role of Family-Supportive Supervisor Behaviors

Work-Life Balance, Job Satisfaction, and Job Performance of SMEs Employees: The Moderating Role of Family-Supportive Supervisor Behaviors

Teleworking and work–life balance during the COVID-19 pandemic: A scoping review.

Employee Engagement and Innovative Work Behavior Among Chinese Millennials: Mediating and Moderating Role of Work-Life Balance and Psychological Empowerment

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