Work-home interaction of employees in the mining industry

Abstract

This study aimed to test the construct validity, factorial invariance and reliability of the Survey Work-Home Interaction-NijmeGen (SWING) and to explore whether and how the work-home interaction of various socio-demographic groups differ. Random samples (n = 320) were taken of employees in the mining industry. The confirmatory factor analysis results supported the proposed four-factor structure measuring negative/positive work-home interference and negative/positive home-work interference. The multi-group invariance analyses' results for two language and ethnic groups also supported the factorial invariance of the SWING. All the scales were found to be reliable. Statistically significant differences in work-home interaction were found, based on age, ethnicity, gender, education, marital status, parental status, language, flexibility at work and individuals who had a partner with a paid job. JEL J24, J28

Balancing the Scales of Gender and Culture in Contemporary South Africa

“…Work demands do not affect ill-health directly, but affect health through a process of "spill-over" of work load effects (Mostert, 2009). In a cross-sectional industry study with 2040 employees, De Klerk & Mostert, (2010) confirmed the finding of other studies (Mostert & Oldfield, 2009;Pieterse & Mostert, 2005) that South African men demonstrate significantly higher negative WHI than women in the sample. They argue that this may be due especially to men having to accept more responsibilities at home because their partners are also working.…”

An exploratory study of the interaction between work and personal life: Experiences of South African employees

“…These studies, in accordance with previous international research trends and integrative frameworks, focused on the prevalence of work-family interaction (Rost & Mostert, 2007), demographic differences (Coetzer, 2006;De Klerk & Mostert, 2010;Mostert & Oldfield, 2008;Pieterse & Mostert, 2005), psychometric properties of WFC instruments (Marais, Mostert, Geurts & Taris, 2009;Pieterse & Mostert, 2005;Rost & Mostert, 2007), possible antecedents and wellbeing outcomes of WFC (Koekemoer & Mostert, 2006;Mostert, Cronjé & Pienaar, 2006;Mostert & Rathbone, 2007;Patel, Govender, Paruk, Ramgoon, 2006). With only a few additional studies exploring the occupancy of multiple social roles and role salience, along with limited qualitative studies (Donald & Linington, 2008;Mclellan & Uys, 2009), very little is known about the specific way in which employees in the South African context experience the interaction between their work and personal life, for example as opposed to employees from other societies and social contexts.…”

“…This identification was done based on previous literature in South Africa, where the following industries were identified: South African Police Service, the educational sector (i.e. secondary and tertiary institutions) and also the mining industry (Jorgenson & Rothmann, 2008;Mostert, Rothmann, Mostert & Nell, 2008;Mostert & Oldfield, 2008;Oosthuizen & Berndt, 2008;Pienaar & Rothmann, 2006). Therefore, prior to the interviews, written consent to conduct the research within these four occupational groups was obtained from management bodies in the various organisations (i.e.…”

<img src="http://openjournals.net/files/pics/CEU.gif"/> The construction of work–life balance: The experience of Black employees in a call-centre environment

“…Furthermore, in studies where work-life balance or related constructs are explored, researchers seem to have used several different approaches to operationally define and measure the construct (Grant-Vallone & Donaldson, 2001;Greenhaus et al, 2003). Conceptual difference is also evident in the variety of related terminology that is used to denote work-life balance, for example work-home interaction (Mostert & Oldfield, 2009), work-life alignment (Parkes & Langford, 2008), work-family balance (Greenhaus et al, 2003) and work-family interface (Heraty et al, 2008). In summary, Kalliath and Brough (2008) state that while the term work-family balance is widely adopted a formal definition of this term remains elusive … an array of definitions and measures populate the literature … [providing] limited value for both the theoretical advancement of the construct and for practical human resource interventions.…”

“…International trends regarding employee and organisational wellness emphasise work-life balance (Grant-Vallone & Donaldson, 2001;Lewis & Cooper, 1995) and have directed a significant shift in the workplace towards work-life balance and quality of life (Parkes & Langford, 2008;Schreuder & Coetzee, 2006). As such, research and literature in the past decade reflect an increased interest in work-life balance issues internationally (Greenhaus et al, 2003; and in work-home interaction/interface in the South African work context (Lee & Steele, 2009;McLellan & Uys, 2009;Mostert & Oldfield, 2009;Van Aarde & Mostert, 2008).…”