scholarly journals Occupational Satisfaction of Physicians: The Impact of Demands and Resources

2019 ◽  
Vol 29 ◽  
Author(s):  
Michelle Morelo Pereira ◽  
Maria Cristina Ferreira ◽  
Felipe Valentini
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Equation Modeling ◽  
Work Demands ◽  
Occupational Satisfaction ◽  
Work Family ◽  
The Impact ◽  
Work Family Enrichment ◽  
Passion For Work ◽  
Family Enrichment

Abstract According to the Work Demands and Resources Model, work demands exhaust workers while personal and work resources contribute to their growth. The present study aimed to identify the impact of a work resource (work-family enrichment) and a work demand (overload) on the occupational satisfaction of physicians, as well as the role of a personal resource (harmonious passion for work) as mediator of these relationships. A total of 284 Brazilian physicians participated in the study, of which 52.1% were females. The results of the structural equation modeling showed that work-family enrichment was positively related to occupational satisfaction, while overload was negatively related to this variable. Both relationships were partially mediated by passion for work. It was concluded that the identification and strengthening of the feelings of passion for work of physicians can contribute to the improvement of their occupational well-being, and, consequently, that of their families and customers.

Informal learning, work engagement and their effects on work-family enrichment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mansi Rastogi ◽  
Osman M. Karatepe
Keyword(s):  
Informal Learning ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Hotel Employees ◽  
Work Family ◽  
The Impact ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeDrawing from work-family enrichment (WFE) model and path-goal theory of motivation, this paper proposes and tests work engagement (WE) as a mediator between informal learning and WFE.Design/methodology/approachQuestionnaires measuring informal learning, WE and WFE were filled out by 290 hotel employees in India. The abovementioned linkages were tested via structural equation modeling.FindingsThe findings suggest that hotel employees' informal learning fosters their WE and WFE. The findings also reveal that WE partly mediates the impact of informal learning on WFE.Originality/valueMost of employees' learning efforts in the workplace emerge from informal learning. However, there is still limited information whether employees' informal learning activates their WE, which is a timely and significant topic. Importantly, there is a paucity of evidence appertaining to the effect of informal learning on WFE, which is underrepresented in the current literature. Evidence about the mechanism linking informal learning to WFE is also sparse.

Perceived organizational support and employee well-being

2018 ◽  
Vol 12 (2) ◽  
pp. 469-484 ◽  
Author(s):  
Mashal Ahmed Wattoo ◽  
Shuming Zhao ◽  
Meng Xi
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Work And Family ◽  
Equation Modeling ◽  
Family Responsibilities ◽  
Content Type ◽  
Work Family ◽  
The Impact

Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit. Findings Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being. Originality/value Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

scholarly journals The Impact of Work–Family Enrichment on Subjective Career Success through Job Engagement: A Case of Banking Sector

2021 ◽  
Vol 13 (16) ◽  
pp. 8872
Author(s):  
Khalil Awan ◽  
Naveed Ahmad ◽  
Rana Tahir Naveed ◽  
Miklas Scholz ◽  
Mohammad Adnan ◽  
...  
Keyword(s):  
Career Success ◽  
Banking Sector ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Job Engagement ◽  
Subjective Career Success ◽  
Work Family ◽  
The Impact ◽  
Work Family Enrichment ◽  
Family Enrichment

To survive in the current competitive era, organizations need continuous performance and development. The performance of any organization is linked with their employees’ performance. However, employees give their best when they see subjective career success in the organization. There are certain factors such as work–family enrichment (WFE) that affect employee’s subjective career success. The purpose of this research is to investigate the relationship between work–family enrichment and subjective career success through the mediating effect of work engagement. The data for this study were collected from various private banks located in a large metropolitan city through a self-administered questionnaire. The data were analyzed through the structural equation modeling (SEM) method. The results confirmed that work–family enrichment (WFE) positively affects subjective career success (SCS), and job engagement (JE) completely mediates this relationship. These findings will be helpful for banking sector policymakers to improve the subjective career success of personnel at the workplace through WFE and JE.

Job crafting and work-family enrichment: the role of positive intrinsic work engagement

2018 ◽  
Vol 47 (3) ◽  
pp. 651-674 ◽  
Author(s):  
Mansi Rastogi ◽  
Richa Chaudhary
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Job Crafting ◽  
Equation Modeling ◽  
Content Type ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose The purpose of this paper is to examine the role of job crafting behaviors in predicting work-family enrichment. It is hypothesized that employees who are able to adjust their work environment proactively by increasing structural and social job resources, increasing challenging job demands and decreasing hindering job demands would be more engaged and experience work-family enrichment. Design/methodology/approach The sample for the study consisted of 496 employees working in diverse nature of organizations in India. Structural equation modeling with the help of SPSS AMOS 20 was used for testing the study hypotheses. Findings The results reveal a strong relationship between job crafting and work-family enrichment experiences among employees. The study also established the role of work engagement as a mediator of the relationship between job crafting and work-family enrichment. Research limitations/implications The study significantly advances the underdeveloped literature on work-family enrichment by establishing job crafting as a predictor and illuminating the underlying psychological processes in a non-western collectivist culture. The study also contributes to theory building around the construct of job crafting which is still in its infancy. Practical implications The practitioners are encouraged to provide opportunities, support and freedom for job crafting to their employees for better work and home outcomes. Originality/value The present study is one of the pioneer attempts to examine how employees themselves can influence work-family enrichment by enhancing their work engagement using job crafting.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

Work–family interface: Effect of enrichment and conflict on job performance of Korean workers

2012 ◽  
Vol 18 (3) ◽  
pp. 383-397 ◽  
Author(s):  
Doo Hun Lim ◽  
Ji Hoon Song ◽  
Myungweon Choi
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Cultural Context ◽  
Structural Equation ◽  
Work Performance ◽  
Organizational Context ◽  
Well Being ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family

AbstractMany studies conducted in Western societies indicated that work–family enrichment (WFE) and conflict influence employees' work performance positively and/or negatively. However, few studies have been conducted in collectivist, rapidly growing societies like Korea. The purpose of this study was to identify the extent to which those work–family interface variables influence the work performance of employees within the Korean organizational context. We performed forward and backward translation procedure to develop the Korean language versions of the WFE scale, work–family conflict (WFC) scale, and other scales assessing life satisfaction and job performance. Data were collected from a sample of 425 workers from various for-profit firms and universities in Korea. For data analysis, basic descriptive analyses, item reliability and construct validity tests, and a two-step structural equation modeling (SEM) approach were employed to identify influential relationships among WFE/WFC, life satisfaction, and job performance. Results indicated that WFE was a significant factor influencing Korean workers' life satisfaction (WLS) and job performance, whereas WFC was not. Implications of the study findings, including the strategies for improving employee well-being within the Korean cultural context, were presented.

scholarly journals I Can’t Go to Work Tomorrow! Work-Family Policies, Well-Being and Absenteeism

2020 ◽  
Vol 12 (14) ◽  
pp. 5519
Author(s):  
José Aurelio Medina-Garrido ◽  
José María Biedma-Ferrer ◽  
Jaime Sánchez-Ortiz
Keyword(s):  
Direct Effect ◽  
Structural Equation ◽  
Service Sector ◽  
Well Being ◽  
Health Problems ◽  
Equation Model ◽  
Family Policies ◽  
Work Family ◽  
Positive Direct ◽  
The Impact

Among the main causes of absenteeism are health problems, emotional problems, and inadequate work-family policies (WFP). This paper analyses the impact of the existence and accessibility of WFP on work absenteeism, by considering the mediating role of the well-being, which includes emotional as well as physical or health problems, that is generated by these policies. We differentiate between the existence of the WFP and its accessibility, as the mere existence of the WFP in an organisation is not enough. Additionally, workers must be able to access these policies easily and without retaliation of any kind. The model includes the hierarchy and the gender as moderating variables. To test the proposed hypotheses, a structural equation model based on the partial least squares structural equation modelling (PLS-SEM) approach is applied to a sample of employees in the service sector in Spain. On the one hand, the findings show that the existence of WFP has no direct effect on absenteeism; however, accessibility to these policies does have a direct effect on absenteeism. On the other hand, both the existence and accessibility of WFP have positive direct effects on emotional well-being. In addition, emotional well-being is positively related to physical well-being which, in turn, promotes a reduction in absenteeism. Finally, significant differences in the relationship between the existence of WFP and emotional well-being confirm the special difficulty of female managers in reconciling family life and work life.

Promoting safety participation through diversity and inclusion climates

2016 ◽  
Vol 9 (3) ◽  
pp. 308-327 ◽  
Author(s):  
Anna Paolillo ◽  
Silvia A. Silva ◽  
Margherita Pasini
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Main Concern ◽  
Diversity Climate ◽  
Content Type ◽  
Diversity And Inclusion ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to investigate the impact of diversity climate and inclusion climate on safety participation behaviors through the mediating effect of the motivation to actively promote safety at work. Design/methodology/approach Participants were 491 workers employed in four Italian metal-mechanical companies. They completed a paper questionnaire containing measures of psychological diversity climate, psychological inclusion climate, safety motivation participation and safety participation behaviors. Data were analyzed with structural equation modeling. Findings Results showed that safety participation motivation fully mediates the relationship between diversity climate and safety participation behaviors, whereas it partially mediates the relationship between climate for inclusion and safety participation behaviors. Practical implications The present findings can help managers to motivate employees in pursuing safety goals independently of compensation or obligation by creating an organization in which the main concern is caring for each other’s well-being. Originality/value This is the first study which has empirically tested the relationships between diversity climate, inclusion climate and safety behaviors. It has extended previous research which simply tested the effects of objective types of diversity on safety performance.

Tourist destination perception and well-being

2016 ◽  
Vol 23 (1) ◽  
pp. 55-72 ◽  
Author(s):  
Bernd Frederik Reitsamer ◽  
Alexandra Brunner-Sperdin
Keyword(s):  
Structural Equation ◽  
Local Community ◽  
Positive Impact ◽  
Behavioral Outcomes ◽  
Well Being ◽  
Equation Modeling ◽  
Destination Management Organizations ◽  
Positive Word Of Mouth ◽  
Intention To Return ◽  
The Impact

This study investigates the impact of place perception on tourist well-being to provide an understanding of how destination attributes influence tourists’ response behaviors. Data were collected in a self-administered survey from 631 respondents in three Austrian tourism destinations. Factor analysis and structural equation modeling (Mplus 7.0) were employed to test the hypothesized relationships. Results provide empirical evidence that tourists perceive destination settings holistically and will report higher levels of psychological well-being if a destination provides an adequate combination of sensemaking (i.e. access and amenities) and exploratory attributes (i.e. attractions and activities, entertainment options, and local community). Findings also show that tourists’ well-being has a significant, positive impact on their intention to return and their desire to engage in positive word of mouth about the destination. Most importantly, an indirect-only mediation of well-being on the relationship between both sense-making and exploratory attributes and behavioral outcomes was found. An integrated view of the results can provide important considerations for tourism research and fruitful suggestions for destination management organizations.

scholarly journals Work-Life Programs and Employment Continuity in a Single Organization: Understanding from Whole-Life Approach to Career Development

2021 ◽  
Vol 25 (1) ◽  
pp. 32-44
Author(s):  
Asna Usman ◽  
Waqar Akbar ◽  
Mehren Mansoor ◽  
Naila Imran ◽  
Saba Khan
Keyword(s):  
Career Development ◽  
Work Life ◽  
Partial Least Square ◽  
Equation Modeling ◽  
Mediating Role ◽  
Work Family ◽  
Supervisor Behavior ◽  
Work Family Enrichment ◽  
Family Enrichment

This study examines the effect of work-life programs on employment continuity with a mediating role of work-family enrichment in a single organization using a work-family enrichment model. Consistent with the leader–member exchange theory, this study also examines the moderating role of family-supportive supervisor behavior between work-life programs and work-family enrichment. Data was collected from 218 employees working in the financial sector of Pakistan. Using partial least square structural equation modeling, the study findings suggest that work-life programs have no direct effect on employment continuity; however, the results show an indirect effect of work-life programs on employment continuity through the mediating role of work-family enrichment. Although family-supportive supervisor behavior has a significant impact on work-family enrichment, the findings show that it does not moderate the relationship between work-life programs and work-family enrichment. This study indicates to organizations the various work and nonwork factors that an employee considers while making career decisions, thus encouraging organizations to engage in whole-life approach to career development to retain valuable employees.

Sign in / Sign up

Export Citation Format

Share Document