Work Stress, Work-Family Conflict, and Work Performance with Mediation of Organizational Support among Public and Private Employees: Case of Covid-19 Pandemic

Asaari, Muhammad Hasmi Abu Hassan; Desa, Nasina Mat

doi:10.18488/journal.1.2021.111.76.87

Cited by 7 publications

(4 citation statements)

References 17 publications

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“…Another explanation for this result may be the increase in organizational, co-worker, and supervisor support in the context of pandemic crises that may mitigate the possible detrimental effects of imposed telework on the WFC [39,60,84]. Additionally, this study collected data in two waves with a 10-month time lag.…”

Section: Discussionmentioning

confidence: 99%

“…This new perspective is essential to ensure that in the post-COVID period, telework may be accepted and adopted by organizations and their workers [4]. Thus, it is of the utmost importance that, by giving workers the possibility of having the flexibility of working from home, they provide them with contextual resources in order to facilitate this change, as well as promoting support from management and colleagues [39,60,84]. Moreover, it is relevant that workers also develop strategies to adapt to telework, such as, for example, segmentation strategies that allow them not to extend working hours [86].…”

Section: Practical Considerationsmentioning

confidence: 99%

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Telework during COVID-19: Effects on the Work–Family Relationship and Well-Being in a Quasi-Field Experiment

2022

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Due to the COVID-19 pandemic, organizations are forced to adopt teleworking. However, little is known about this work modality longitudinally. This study aims to clarify the impact of continuing to work on the organization’s premises and shifting to a telework situation on the work and family relationship and employees’ well-being. Using a sample of 435 bank employees with two waves, two groups were compared: (1) workers who continued to work on the organization’s premises (213), and (2) workers’ who had shifted to a telework situation (222). The first set of data were collected prior to the pandemic and the second approximately 10 months after its onset. The study found no statistically significant change to the work and family relationship (i.e., work–family conflict and work–family enrichment) as a result of a shift to telework. However, the shift to telework had a beneficial effect on work engagement, as opposed to remaining on the premises of the company. This study emphasizes the absence of effects on the work–family relationship resulting from the adoption of telework in response to COVID-19.

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Section: Discussionmentioning

confidence: 99%

Section: Practical Considerationsmentioning

confidence: 99%

Telework during COVID-19: Effects on the Work–Family Relationship and Well-Being in a Quasi-Field Experiment

2022

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“…Khosravan et al discovered no significant differences between WFC scores before the intervention in the test and control groups after a family-focused educationalsupportive program, but considerably lower scores were reported in the test group after the intervention [58]. According to Hasmi et al, organizational support mediates the relationship between job stress and WFC in terms of how well people perform at work [59]. When compared to other medical personnel, WFC was much lower among the medical staff taking the ethics course, according to Mosalanezhad et al [40].…”

Section: Discussionmentioning

confidence: 99%

Work-family conflict, burnout, and related factors among nurses during the COVID-19 pandemic in the Northwest of Iran

Yarifard

Abravesh

Sokhanvar

et al. 2023

WOR

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BACKGROUND: Nurses, as the largest working group in the hospital, experience many problems, conflicts, and stressors in the workplace and family especially after the widespread distribution of coronavirus 2019 (COVID-19). OBJECTIVE: The perceived conflict and burnout among nurses, as well as the correlation between these two variables and the associated factors, were the main subjects of this study. METHODS: This cross-sectional study involved 256 nurses from three COVID-19 referral hospitals in northwest Iran. Participants completed demographic, work-family conflict (WFC), and burnout questionnaires. The nonparametric tests including Mann-Whitney U, Kruskal-Wallis, and Spearman correlation coefficient were applied to statistical analysis. RESULTS: The overall score of conflict was 55.3 (12.7). The time dimension received the highest score 11.4 (2.9). In terms of intensity 27.6 (8.7) and frequency 27.6(8.8), nurses had the most burnout in the lack of personal accomplishment dimension. All aspects of WFC, emotional exhaustion, and depersonalization characteristics of burnout had statistically significant positive correlations (p < 0.01). The ward, hospital and employment status variables were associated with WFC (p < 0.05). The association between taking the crisis management course and the severity of depersonalization, and the frequency of lack of personal accomplishment was confirmed (p < 0.01). Additionally, the frequency and severity of emotional exhaustion were associated with employment status and work experiences (p < 0.05). CONCLUSION: The findings showed that nurses had WFC and burnout rates that were above average. Regarding the negative effects of these two phenomena on health, and also nurse’s clinical practices, rearranging work conditions and providing better organizational support seem necessary.

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“…In certain organizational contexts, employees may be expected to meet specific performance standards that they find overwhelming or unattainable. Moreover, job stress is globally recognized as a societal issue (Lawford- Smith, 2017) with the potential to disturb both the physical and psychological well-being of workers (Xiao et al, 2021), further influencing their overall health (Asaari & Desa, 2021).…”

Section: Work Stressmentioning

confidence: 99%

Stress Management in The Banking Industry of Pakistan: Emotion Regulation as A Moderator in Employee Conflict Behavior

Mubashir,

Arif,

Kazmi

et al. 2023

J. educ. soc. stud.

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This research addresses the critical gap in understanding how different conflict behaviors—Problem-Solving, Dominating, and Non-Confronting—affect work stress in Pakistan's banking sector while also exploring the moderating role of emotional regulation in these dynamics. This research aims to investigate the impact of three distinct dimensions of employees' conflict behavior—Problem-Solving Behavior (PSB), Dominating Conflict Behavior (DCB), and Non-Confronting Conflict Behavior (NCB)—on work stress in the banking sector of Pakistan. The study further examines the moderating role of emotional regulation in these relationships. The study employed a quantitative methodology using a sample size of 387 employees from various banks in Pakistan. Data analysis was conducted using SMART PLS 4. The study confirmed that PSB negatively impacts work stress, while DCB and NCB positively affect work stress. Emotion Regulation was found to play a moderating role in the relationship between PSB and work stress and between DCB and work stress but did not moderate the relationship between NCB and work stress. The sample is restricted to the banking sector in a specific geographic region, and the study uses a solely quantitative approach, limiting the generalizability and depth of understanding. The findings have significant managerial implications for conflict resolution strategies and stress management practices within the banking industry, particularly in Pakistan. This research introduces three novel dimensions of conflict behavior and extends the existing literature by exploring their effects on work stress in the context of the banking sector in Pakistan, with the inclusion of Emotion Regulation as a moderator.

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Work Stress, Work-Family Conflict, and Work Performance with Mediation of Organizational Support among Public and Private Employees: Case of Covid-19 Pandemic

Cited by 7 publications

References 17 publications

Telework during COVID-19: Effects on the Work–Family Relationship and Well-Being in a Quasi-Field Experiment

Telework during COVID-19: Effects on the Work–Family Relationship and Well-Being in a Quasi-Field Experiment

Work-family conflict, burnout, and related factors among nurses during the COVID-19 pandemic in the Northwest of Iran

Stress Management in The Banking Industry of Pakistan: Emotion Regulation as A Moderator in Employee Conflict Behavior

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