scholarly journals Work–family and family–work conflicts and health: the protective role of work engagement and job-related subjective well-being

2020 ◽  
Vol 71 (1) ◽  
pp. 33-46
Author(s):  
Anna Zalewska
Keyword(s):  
Work Engagement ◽  
Well Being ◽  
Protective Role ◽  
Subjective Well Being ◽  
Family Work ◽  
Work Family

scholarly journals WORK – FAMILY CONFLICTS AND JOB-RELATED SUBJECTIVE WELL-BEING – A MEDIATING ROLE OF WORK ENGAGEMENT

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Anna Zalewska ◽  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Well Being ◽  
Subjective Well Being ◽  
Work Family Conflict ◽  
Satisfaction Scale ◽  
Family Work ◽  
Mediating Role ◽  
Work Family ◽  
Job Affect

Introduction: The aim of this study was to analyze relations between work-family conflict (WFC) and family-work conflict (FWC) and job-related subjective well-being (job satisfaction, positive – PA and negative – NA affects at work).considering work engagement as variable that can mediate these relationships. Method: 114 employees (31.6% men) aged 25-55 (M=35.39; SD=7.42) completed a set of questionnaires: Work-Family and Family-Work Conflicts, Utrecht Work Engagement Scale (UWES-17), Job Affect Scale, and Job Satisfaction Scale. Results: All variables were related each to other. WFC and FWC predicted NA and work engagement and through it job satisfaction and PA, and then NA. Work engagement effect was stronger than conflicts effect – higher work engagement predicted higher job satisfaction and PA, and lower NA. When work engagement was controlled the job satisfaction- PA relation was ns. Conflict-work engagement interaction effects were not significant. Conclusions: Relationships are similar regarding both FWC and WFC. Work engagement do not moderate “conflict – job-related subjective well-being” relations but it mediates them. Conflicts increase NA and decrease work engagement and through it job satisfaction and PA. Work engagement enhances job-related subjective well-being protecting against adverse conflict impacts. Job satisfaction-PA relation is spurious – it results from work engagement impact on both variables. Key words: work-family and family-work conflicts, work engagement, job satisfaction, positive affect, negative affect, mediator, moderator

Work-family enrichment and well-being: the role of occupational future time perspective

2018 ◽  
Vol 23 (6/7) ◽  
pp. 542-556 ◽  
Author(s):  
Hélène Henry ◽  
Donatienne Desmette
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Older Workers ◽  
Time Perspective ◽  
Well Being ◽  
Future Time Perspective ◽  
Content Type ◽  
Work Family ◽  
The Relationship

Purpose In the context of workforce aging, the purpose of this paper is to investigate the mediating role of occupational future time perspective (OFTP) in the relationship between work–family enrichment (WF-E) and two well-being outcomes (i.e. work engagement and emotional exhaustion). In addition, the moderating role of age on the relationship between WF-E and OFTP, and consequently, on the indirect effects of WF-E on work engagement and emotional exhaustion through OFTP, will be examined. Design/methodology/approach Cross-sectional survey research (n=263) was conducted in a public sector company in Belgium. Structural equation modeling and bootstrap analyses were performed to investigate the hypothesized relationships. Findings The dimension “remaining opportunities” of OFTP mediated the positive relationship between WFE and work engagement, and the negative relationship between WFE and emotional exhaustion. Chronological age moderated the positive relationship between WFE and the dimension “remaining time” of OFTP, with stronger effects among older workers. Research limitations/implications This research has confirmed that OFTP is influenced by WFE and that WFE matters, especially for older workers. Future research should continue to study the effects of the work–family interface on older workers. Practical implications Age management practices should take WFE into consideration when managing an aging workforce. In particular, older workers may benefit from WFE to increase their perception of remaining opportunities at work, which, in turn, increase well-being. Originality/value This study contributes evidence for the role of personal resources (i.e. remaining opportunities) in the relationship between WF-E and well-being at work.

scholarly journals Work Engagement among Prison Officers. The Role of Individual and Organizational Factors in the Polish and Indonesian Penitentiary Systems

2020 ◽  
Vol 17 (21) ◽  
pp. 8206
Author(s):  
Andrzej Piotrowski ◽  
Ewa Sygit-Kowalkowska ◽  
Imaduddin Hamzah
Keyword(s):  
Coping Strategies ◽  
Work Environment ◽  
Work Engagement ◽  
Organizational Factors ◽  
Well Being ◽  
Active Coping ◽  
Subjective Well Being ◽  
Utrecht Work Engagement Scale ◽  
The Relationship

The literature on work engagement among prison officers (POs) remains rather scarce, and there are no analyses on the factors determining this phenomenon. The current study aimed to examine the relationships between work engagement, subjective well-being, coping strategies, and organizational factors utilizing the Utrecht Work Engagement Scale (UWES-9), the Coping Orientation to Problems Experienced (COPE), and Cantril’s Ladder of Health Scale (CLHS), and involving 312 POs from Poland and 467 POs from Indonesia. Results showed a statistically significant relationship between active coping and work engagement in both groups. Subjective well-being was moderately related to work engagement among Polish POs. Mean work engagement and subjective well-being scores were higher among Indonesian POs. The analyses showed a significant indirect effect of subjective well-being for the relationship between penitentiary unit type, active coping, as well as avoidant behaviors and work engagement in the Polish group. Closed prison officers more often declared higher subjective well-being. Work engagement is a complex psychological phenomenon. There exists a justified need for the analyses to consider personal determinants (e.g., coping strategies) as well as organizational factors related to the POs’ work environment. The literature presents a broad picture of the benefits of studying this phenomenon.

Work–Family Spillover and Subjective Well-Being: The Moderating Role of Coping Strategies

2019 ◽  
Vol 21 (8) ◽  
pp. 2909-2929 ◽  
Author(s):  
M. Joseph Sirgy ◽  
Dong-Jin Lee ◽  
Seolwoo Park ◽  
Mohsen Joshanloo ◽  
Minyoung Kim
Keyword(s):  
Coping Strategies ◽  
Well Being ◽  
Subjective Well Being ◽  
Work Family ◽  
Moderating Role

Work–Family Demands and Subjective Well-being among Female Academicians: The Role of Muslim Religiosity

2015 ◽  
Vol 57 (3) ◽  
pp. 419-433 ◽  
Author(s):  
Meguellati Achour ◽  
Mohd Roslan Mohd Nor ◽  
Mohd Yakub Zulkifli Mohd Yusoff
Keyword(s):  
Well Being ◽  
Subjective Well Being ◽  
Family Demands ◽  
Work Family ◽  
Muslim Religiosity

scholarly journals Emotional Intelligence, Subjective Wellbeing, and Work-Family Conflict Among University Lecturers

2019 ◽  
Vol 33 (4) ◽  
Author(s):  
Amalia Juniarly ◽  
Ayu Purnamasari ◽  
Dewi Anggraini ◽  
Heni Andini
Keyword(s):  
Emotional Intelligence ◽  
Family Conflict ◽  
Subjective Wellbeing ◽  
Well Being ◽  
Subjective Well Being ◽  
Emotional Wellbeing ◽  
Work Family Conflict ◽  
Work Family ◽  
University Lecturers

The purpose of this study is to determine the role of emotional intelligence and subjective wellbeing in predicting work-family conflict. The participants for the study were 182 female lecturers at University of Sriwijaya, and the pilot study of the measuring scales was conducted with 52 lecturers. The scales used were the scales of emotional intelligence, subjective well-being and work-family conflict. Data analysis employed multiple linear regression. The results of the analysis were that there is a significant role for emotional wellbeing and subjective wellbeing concerning work-family conflict.

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