Effects of work-life conflict on job outcomes and the moderating role of recovery

2012 ◽  
Author(s):  
Silke Weisweiler ◽  
Katharina Hoerner
Keyword(s):  
Work Life ◽  
Job Outcomes ◽  
Moderating Role ◽  
Work Life Conflict

scholarly journals Employee well-being in the COVID-19 pandemic: The moderating role of teleworking during the first lockdown in the province of Quebec, Canada

Work ◽  
2021 ◽  
pp. 1-13
Author(s):  
Annick Parent-Lamarche ◽  
Maude Boulet
Keyword(s):  
Public Sector ◽  
Well Being ◽  
Work Life ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Public And Private ◽  
The Public ◽  
Business Sectors ◽  
Moderating Role

BACKGROUND: The COVID-19 pandemic has had a profound effect on all aspects of society, including mental health. Many employees have had to pivot suddenly to teleworking to prevent the virus from spreading. While teleworking may have some negative consequences, it may also represent a human resources practice that may improve employee well-being. OBJECTIVE: The study main objective was to determine if teleworking played a moderating role in the relation between potential stressors and employee well-being during the first months of the COVID-19 pandemic when working from home. This was based on the theory of conservation of resources. METHODS: Multivariate regression analyses were conducted with Stata 13 software to determine the contribution of potential stressors on employee well-being, as well as the moderating role of teleworking on a sample of 480 Canadian employees. Data were collected once for white and blue collar from both public (67.08%) and private (32.92%) business sectors. RESULTS: Results indicated that work-life imbalances, workload, and marital tension were associated with lower levels of well-being. On the other hand, teleworking and household income were associated with higher levels of well-being. Teleworking also moderated the differences in well-being between the public and private sectors. Teleworking in the public sector seems to increase employee well-being. Conversely, working on-site in the public sector seems to decrease well-being. CONCLUSIONS: Employers need to proactively address work-life imbalances, workloads, and teleworking to maintain employee well-being. Specific recommendations are offered to ensure that teleworking remains positive for employee well-being both during a pandemic and afterward.

scholarly journals The Roles of Work-Life Conflict and Gender in the Relationship between Workplace Bullying and Personal Burnout. A Study on Italian School Principals

2020 ◽  
Vol 17 (23) ◽  
pp. 8745
Author(s):  
Ilaria Buonomo ◽  
Caterina Fiorilli ◽  
Luciano Romano ◽  
Paula Benevene
Keyword(s):  
Organizational Support ◽  
Workplace Bullying ◽  
School Principals ◽  
Well Being ◽  
Work Life ◽  
Work Experiences ◽  
Family Demands ◽  
The Relationship ◽  
Work Life Conflict

The present study sought to investigate the associations between workplace bullying and personal burnout both directly and indirectly via work-life conflict. Furthermore, the moderating role of gender in these relations was examined. Traditional research on stress at work focuses on the role of dimensions related to job tasks, demands, and organizational support in influencing the risks for stress-related problems in employees. At the same time, other experiences at work may reduce employees’ well-being, such as workplace bullying and family life. Specifically, considering the detrimental role of work-life conflict, it is possible to hypothesize that it would exacerbate workplace bullying’s harmful effects on employees’ health. Moreover, since previous studies have reported mixed or inconsistent results when considering gender differences with the above-mentioned dimensions, it seems worth investigating the role of employee gender in representing (and response to) the bullying experiences. Building on these considerations, this work verifies whether: (1) work-life conflict mediates the relationship between workplace bullying and burnout; (2) gender moderates all the possible relationships among the constructs. Such hypotheses are verified on a sample of school principals, in light of their peculiar job role. Overall, our findings showed that: (1) Workplace bullying and burnout are associated, both with and without the perception of a concurring work-life conflict; (2) Gender does not moderate all the possible relationships among workplace bullying, work-life conflict and burnout. Overall, being female heightens the risk to perceive work-life conflict in general, as well as to be burnt out, when bullied, with and without the presence of work-life conflict; being male heightens the risk to perceive work-life conflict when bullied. Furthermore, the current findings suggest that family demands may influence school principals’ feelings of exhaustion regardless of gender. These findings confirm and expand previous literature, especially concerning a less studied occupation, namely school principals, shedding a new light on their work experiences. Furthermore, the present study offers interesting implications for trainings on principal’s skills and professional identity.

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