Uncertain Time: Precarious Schedules and Job Turnover in the US Service Sector

ILR Review ◽  
2021 ◽  
pp. 001979392110484
Author(s):  
Joshua Choper ◽  
Daniel Schneider ◽  
Kristen Harknett
Keyword(s):  
Service Sector ◽  
Food Service ◽  
Job Turnover ◽  
Work Family Conflict ◽  
Employment Relation ◽  
Earnings Losses ◽  
The Us ◽  
Hourly Workers ◽  
Work Family ◽  
Uncertain Time

The authors develop a model of cumulative disadvantage relating three axes of disadvantage for hourly workers in the US retail and food service sectors: schedule instability, turnover, and earnings. In this model, exposure to unstable work schedules disrupts workers’ family and economic lives, straining the employment relation and increasing the likelihood of turnover, which can then lead to earnings losses. Drawing on new panel data from 1,827 hourly workers in retail and food service collected as part of the Shift Project, the authors demonstrate that exposure to schedule instability is a strong, robust predictor of turnover for workers with relatively unstable schedules (about one-third of the sample). Slightly less than half of this relationship is mediated by job satisfaction and another quarter by work–family conflict. Job turnover is generally associated with earnings losses due to unemployment, but workers leaving jobs with moderately unstable schedules experience earnings growth upon re-employment.

scholarly journals Job Demands-Control model and employees’ mental health: The mediate role of work-family conflict

Psicologia ◽  
2020 ◽  
Vol 34 (1) ◽  
pp. 13-23
Author(s):  
Maria José Chambel ◽  
Vânia Sofia Carvalho ◽  
Mariana Neto
Keyword(s):  
Mental Health ◽  
Family Conflict ◽  
Structural Equation ◽  
Service Sector ◽  
Job Demands ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family

This paper has two goals: examine the effect of job characteristics proposed in the Job Demands-Control (JDC) model on work-family conflict (WFC) and the effect of this variable on employees’ mental health; examine the mediate role of WFC between these job characteristics and employees’ mental health. The hypotheses, using structural equation modeling, were tested with cross-lagged analyses based on two waves over a 6-months period in a sample of 958 employees with different functions in a Portuguese organization from service sector. The findings show that job demands are significant in determining WFC, which in turn mediates the relationship between these job characteristics and employees’ mental health six months later. No relationship is found between job control and WFC. The paper highlights the relevance to intervene on job demands and WFC to control employees´ mental health.

Integrating work and home when patients are dying: a mixed-methods study of hospice care workers and work–family conflict in the US

2020 ◽  
Author(s):  
Cindy L. Cain ◽  
Jack Lam
Keyword(s):  
Turnover Intention ◽  
Hospice Care ◽  
Work And Family ◽  
Work Family Conflict ◽  
Home Life ◽  
Home Based ◽  
Care Workers ◽  
The Us ◽  
Hospice Workers ◽  
Work Family

Scholars of work and family have argued that flexibility in hours and location may support integration between work and home. Home-based hospice care is a type of work that has a great deal of flexibility but it is not clear that it is used to support workers. Using interview and survey data from 179 US hospice workers, we show that the speeding up of care and culture of self-sacrifice make integration difficult. Almost a third of workers report that work takes too much time from home life, which is associated with higher turnover intention, higher burnout and lower life satisfaction.

Work-family conflict and female employees’ turnover intentions

2018 ◽  
Vol 33 (8) ◽  
pp. 636-653 ◽  
Author(s):  
Mamoona Rasheed ◽  
Salman Iqbal ◽  
Faisal Mustafa
Keyword(s):  
Family Conflict ◽  
Service Sector ◽  
Turnover Intentions ◽  
Work And Family ◽  
Future Research ◽  
Work Family Conflict ◽  
Content Type ◽  
Female Employees ◽  
Work Family ◽  
The Impact

Purpose The purpose of this study is to examine the influences of informal organisational and family support on work-family conflict (WFC) and its subsequent impact on turnover intentions among female employees. Design/methodology/approach To evaluate the WFC among female individuals, data were collected through a questionnaire distributed among female employees in the service sector in Lahore, Pakistan, by using convenience-sampling technique. The collected data were analysed through a well-known statistical technique, SEM, using AMOS software. Findings The findings suggest that supports (informal organizational and family) have no impact to resolving the issues of WFC arising because of female members of the family working. Also, it was found that WFC is positively linked to employee turnover intentions. Practical implications By addressing WFC issues, this research has key implication for WFC practically. This study has essential implications for organization, so it can reduce the WFC by creating a supportive environment to create balance amongst work and family life. Specifically, managers need to be aware of the impact that social support and WFC have on turnover intention. Originality/value This study provides the model of WFC that helps in future research. The research also improves past studies’ methodology by testing the direct and mediation impacts between the constructs specifically in female employees. This study is a valuable addition to the existing body of literature.

Study of two large Indian companies shows critical role of organizations in helping workers to manage work-family-conflict (WFC)

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Mental Health ◽  
Service Sector ◽  
Critical Role ◽  
Work And Family ◽  
Health Impacts ◽  
Work Family Conflict ◽  
Content Type ◽  
Structural Support ◽  
Work Family ◽  
Work And Family Roles

Purpose The authors felt previous research focused on the mental health impacts of WFC, but did not analyse the constructive role organizations can play. This is what they set out to do. Design/methodology/approach The study took place in the service sector. The authors chose a qualitative method and carried out long interviews with 15 employees at the two companies based in New Delhi. The two main questions were: Q1. Please share a situation where you experienced conflict between your work and family roles. What was your experience? Q2. Please share instances of WFC where the organization played a role in helping you resolve the same. Findings It revealed a number of key factors, including effective two-way communication between employees and top management, structural support from the organization and restructuring jobs to prevent overload. Originality/value The authors felt their study was valuable because most previous research focused on the mental health impacts of WFC, but did not analyse the constructive role organizations can play.

Understanding the role of self-efficacy in moderating work-family interface and emotional exhaustion

2020 ◽  
pp. 1-12
Author(s):  
Ghulam Murtaza ◽  
Mohamed Mousa ◽  
Olivier Roques
Keyword(s):  
Emotional Exhaustion ◽  
Family Conflict ◽  
Self Efficacy ◽  
Service Sector ◽  
Theory And Practice ◽  
Work Family Conflict ◽  
Service Employees ◽  
Family Work ◽  
Work Conflict ◽  
Work Family

BACKGROUND: Over the years, an overwhelming amount of studies demonstrate that Work-family conflict is a major source of employees’ stress that may have obvious implications for organizational members. OBJECTIVE: This article investigates the effect of the work-family interface among service sector employees’ emotional exhaustion and the moderating role played by self-efficacy (SE). METHOD: Based on the responses of 202 telecom service employees, the authors examine proposed hypotheses through multiple moderated regression analyses. RESULTS: The results indicate that work-family conflict (WFC) and family-work conflict (FWC) were positively related to emotional exhaustion and negatively related to the work-family facilitation (WFF) and family-work facilitation (FWF). Additionally, we identify the potential moderating effect of SE on the relationship between facilitation and exhaustion but find no support for conflict and exhaustion. CONCLUSION: Our study findings lend support for one sub-principle of conservation of resource theory, that “gain begets further gain spiral” and enhances wellbeing. Implications for theory and practice regarding service employee management are discussed.

Work-family conflict among IT specialty workers in the US

2016 ◽  
Vol 21 (3) ◽  
pp. 247-271 ◽  
Author(s):  
Lalitha Urs ◽  
Aaron M. Schmidt
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
The Us ◽  
Work Family

scholarly journals Work-Family Conflict and Job Performance: Moderating Effect of Social Support among Employees in Malaysian Service Sector

2021 ◽  
Vol 21 (1) ◽  
pp. 79-95
Author(s):  
Nurhafizah Zainal ◽  
Dahlia Zawawi ◽  
Yuhanis Abdul Aziz ◽  
Mass Hareeza Ali
Keyword(s):  
Social Support ◽  
Job Performance ◽  
Family Conflict ◽  
Service Sector ◽  
Moderating Effect ◽  
Work Family Conflict ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

This study aims to examine the relationship between work-family conflict (work interference family and family interference work) and job performance among employees in Malaysian service sector. In addition, this study focuses on exploring the moderating effect of social support received from supervisors and family members on the relationship of work-family conflict dimensions with employee’s job performance. This study is employed quantitative method whereby the questionnaires are used to gather the data.The data for the present study were collected from a total of 250 employees working in Malaysian service sector.The mean, standard deviations, correlations, and moderated hierarchical regression analysis were performed in analyzing the data by using the IBM SPSS statistics software 23. The results of the study indicate that work interference family and family interference work are negatively correlated with employee’s job performance. Moreover, social support received from supervisors and family members is observed to significantly moderate the relationship of work interference family and family interference work with employee’s job performance.

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