Nowadays,the pace of work and life is accelerating rapidly,accompanied by significant changes in work content and family structure.Enterprises and employees are encountering various pressures and conflicts.Female empl...Nowadays,the pace of work and life is accelerating rapidly,accompanied by significant changes in work content and family structure.Enterprises and employees are encountering various pressures and conflicts.Female employees,in particular,are experiencing increasing pressure in both social labor and family affairs,resulting in ongoing conflicts between work and life.Achieving a balance between these two domains is crucial for female employees.This article aims to analyze the influencing factors of work-life balance for female employees and to propose useful strategies to help them improve it.展开更多
Background:Though the COVID-19 pandemic recedes,and our society gradually returns to normal,Chinese people’s work and lifestyles are still influenced by the“pandemic aftermath”.In the post-pandemic era,employees ma...Background:Though the COVID-19 pandemic recedes,and our society gradually returns to normal,Chinese people’s work and lifestyles are still influenced by the“pandemic aftermath”.In the post-pandemic era,employees may feel uncertainty at work due to the changed organizational operations and management and perceive the external environment to be more dynamic.Both these perceptions may increase employees’negative emotions and contribute to conflicts between work and life.Drawing from the ego depletion theory,this study aimed to examine the impact of job insecurity during the post-pandemic era on employees’work-life conflicts,and the mediating effect of workplace anxiety in this relationship.Besides,this study also considered the uncertainty of the external macro environment as a boundary condition on the direct and indirect relationship between job insecurity and work-life conflicts.Methods:A two-wave questionnaire survey was conducted from October to December 2023 to collect data.MBA students and graduates from business school with full-time jobs are invited to report their perception of job insecurity,work anxiety,perceived environment uncertainty,and work-life conflict.This resulted in 253 valid responses.Data analysis was performed using the SPSS,Amos,and PROCESS.Results:The results showed that:(1)Employees’job insecurity would directly intensify the work-life conflict(B=0.275,p<0.001,95%CI[0.182,0.367]).(2)Employees’workplace anxiety mediates the relationship between job insecurity and work-life conflict(B=0.083,p<0.001,95%CI[0.047,0.130]).(3)The mediating effect of workplace anxiety between job insecurity and work-life conflict exists when perceived environmental uncertainty is high(B=0.049,95%CI[0.011,0.114]),while vanishes when perceived environmental uncertainty is low(B=0.024,95%CI[−0.005,0.068]).Conclusion:Job insecurity combined with perceived environmental uncertainty in the postpandemic era fuels employees’workplace anxiety and work-life conflicts.Post-pandemic trauma lingers,necessitating urgent attention and response.展开更多
The female presence in middle management is already significant in Brazil. Yet, women hold only 7% of the board seats. Why are there so few women in corpomtive top ranks？ Is it possible that prejudice and sexism work...The female presence in middle management is already significant in Brazil. Yet, women hold only 7% of the board seats. Why are there so few women in corpomtive top ranks？ Is it possible that prejudice and sexism work selectively, allowing women to ascend not beyond a certain point in corporate hierarchy？ This paper rejects such a perspective and aims at understanding the dynamics that drive women against the executive suite. The premise beneath this research is that women are not victims, but autonomous individuals. In order to test the hypothesis of Brazilian women choosing not to ascend, the first step was to analyze Brazilian Institute of Geography and Statistics＇ （IBGE） data on work force and employment. Thereafter, the research explores the possibility that organizational dynamics is a major factor for women to deal with work-life issues. Studies of scientific organizations show that flexibility helps conciliate work and life. The conclusion is： if corporations could emulate the scientific organizational environment, probably they would not only attract more women to the executive suite, but also adapt to a transforming society.展开更多
Objective: This study investigated the mediating effect of cultural competence in the relationship between person-job (P-J) fit and work-life balance among female nurses. Methods: Participants included 216 (mean age =...Objective: This study investigated the mediating effect of cultural competence in the relationship between person-job (P-J) fit and work-life balance among female nurses. Methods: Participants included 216 (mean age = 31.12;SD = 9.16) female nurses that were conveniently selected from two Federal Teaching hospitals in Nigeria. Three questionnaires via the perceived fit scale, cultural competence scale, and work-life balance scale were utilized for data collection. Data were analyzed using both the Pearson Product Moment Correlation and PROCESS macro statistical tools. Results: Results revealed that both P-J fit and cultural competence positively and significantly associated with work-life balance. Also, cultural competence partially mediated the relationship between P-J fit and work-life balance of nurses. Conclusions: The cultural competence enhances the capacity of nurses to balance work and family roles. Therefore, cultural competence training that enhances nurses’ capabilities to handle cultural diversities of patients is essential.展开更多
This study examines long work hours and work-life balance in relation to wage level, workaholism, and consumerism in both Korea and Japan. Findings of this study can be summarized as follows. First, the hypothesis tha...This study examines long work hours and work-life balance in relation to wage level, workaholism, and consumerism in both Korea and Japan. Findings of this study can be summarized as follows. First, the hypothesis that the wages and working hours have positive but differential effects depending on wage level categories are supported. Second, effects of cultural factors, such as workaholism and consumerism, on long work hours, however, are not significant in both countries. Third, for Korean manual workers, the probability of working long hours is high, but the level of time scarcity is low; but the effect of union membership on long work hours is not significant in both Korea and Japan. Fourth, the hypothesis that negative effects of long work hours and time scarcity on satisfaction with work-life balance are supported. These findings suggest that an increase in wage for non-regular workers and a minimum wage are required to reduce working hours. In addition, they also suggest that reducing working hours, overtime work in particular, and wage gap are crucial to raising the level of satisfaction with work-life balance in both Korea and Japan.展开更多
Social media technologies have made it increasingly feasible for employees to be connected to work. WeChat, a newly emerging social media platform, is widely used in daily life, yet there is still little understanding...Social media technologies have made it increasingly feasible for employees to be connected to work. WeChat, a newly emerging social media platform, is widely used in daily life, yet there is still little understanding of the consequences of the use of WeChat groups in enterprise. Based on boundary theory, we suggested that the use of WeChat groups in enterprise have both pros and cons for employees. We gathered data from an online survey of 202 employees. Results show that posting work-related content in enterprise WeChat groups had a beneficial impact on work for employees but also caused work-life conflict （WLC）. However, posting life-related content in enterprise WeChat groups contributes to employees＇ life-work enhancement （LWE）. Contributions and future study directions of these findings are discussed.展开更多
Background:Thepostdoctoral workforce has been expanding worldwide,playing a vital role in scientific progress,innovation,and knowledge dissemination.Nevertheless,their mental health is also increasingly a global conce...Background:Thepostdoctoral workforce has been expanding worldwide,playing a vital role in scientific progress,innovation,and knowledge dissemination.Nevertheless,their mental health is also increasingly a global concern,exacerbated by challenges such as intense competition,growing responsibilities,and pressure to publish.Purpose:Research on work characteristics is essential for guiding policy and interventions,offering valuable insights into the factors that affect postdoctoral researchers’mental health.Hence,this study aims to examine the impact of work characteristics on postdocs’mental health and explore the underlyingmechanisms drawing on the Job Demands-Resources(JD-R)model.Methods:Using data from Nature’s 2020 Global Postdoc Survey,this study examines how work-related factors influence mental health through regression analysis and percentile bootstrap methods,and eight hypotheses are proposed.Results:Working hours,overtime frequency,and job insecurity negatively predicted postdocs’work-life balance satisfaction and directly increased the likelihood of mental health problems.Mentor support,job autonomy,and rewards enhanced work-life balance satisfaction and directly decreased the possibility of mental health problems.All six job characteristics indirectly influenced postdocs’mental health through worklife balance satisfaction.Working hours had a stronger negative impact on work-life balance satisfaction for female postdocs,while job insecurity had a stronger negative impact onmale postdocs’work-life balance satisfaction.However,no significant gender differences were found in the impact of overtime frequency on work-life balance satisfaction.Conclusion:Job demands(working hours,overtime frequency,and job insecurity)significantly increased postdocs’mental health problems whereas job resources(mentor support,job autonomy,and rewards)mitigated these problems.All these impacts were mediated through work-life balance satisfaction.Gender differences were evident regarding the relationship between job demands(working hours and job insecurity)andwork-life balance satisfaction.These findings provide a basis for future research on the broader causal relationships between work characteristics and postdocs’mental health,as well as studies examining variations across countries,cultures,and disciplines.This study also offers actionable recommendations for institutions,funding agencies,and mentors to foster better working conditions to improve postdocs’well-being.展开更多
文摘Nowadays,the pace of work and life is accelerating rapidly,accompanied by significant changes in work content and family structure.Enterprises and employees are encountering various pressures and conflicts.Female employees,in particular,are experiencing increasing pressure in both social labor and family affairs,resulting in ongoing conflicts between work and life.Achieving a balance between these two domains is crucial for female employees.This article aims to analyze the influencing factors of work-life balance for female employees and to propose useful strategies to help them improve it.
文摘Background:Though the COVID-19 pandemic recedes,and our society gradually returns to normal,Chinese people’s work and lifestyles are still influenced by the“pandemic aftermath”.In the post-pandemic era,employees may feel uncertainty at work due to the changed organizational operations and management and perceive the external environment to be more dynamic.Both these perceptions may increase employees’negative emotions and contribute to conflicts between work and life.Drawing from the ego depletion theory,this study aimed to examine the impact of job insecurity during the post-pandemic era on employees’work-life conflicts,and the mediating effect of workplace anxiety in this relationship.Besides,this study also considered the uncertainty of the external macro environment as a boundary condition on the direct and indirect relationship between job insecurity and work-life conflicts.Methods:A two-wave questionnaire survey was conducted from October to December 2023 to collect data.MBA students and graduates from business school with full-time jobs are invited to report their perception of job insecurity,work anxiety,perceived environment uncertainty,and work-life conflict.This resulted in 253 valid responses.Data analysis was performed using the SPSS,Amos,and PROCESS.Results:The results showed that:(1)Employees’job insecurity would directly intensify the work-life conflict(B=0.275,p<0.001,95%CI[0.182,0.367]).(2)Employees’workplace anxiety mediates the relationship between job insecurity and work-life conflict(B=0.083,p<0.001,95%CI[0.047,0.130]).(3)The mediating effect of workplace anxiety between job insecurity and work-life conflict exists when perceived environmental uncertainty is high(B=0.049,95%CI[0.011,0.114]),while vanishes when perceived environmental uncertainty is low(B=0.024,95%CI[−0.005,0.068]).Conclusion:Job insecurity combined with perceived environmental uncertainty in the postpandemic era fuels employees’workplace anxiety and work-life conflicts.Post-pandemic trauma lingers,necessitating urgent attention and response.
文摘The female presence in middle management is already significant in Brazil. Yet, women hold only 7% of the board seats. Why are there so few women in corpomtive top ranks？ Is it possible that prejudice and sexism work selectively, allowing women to ascend not beyond a certain point in corporate hierarchy？ This paper rejects such a perspective and aims at understanding the dynamics that drive women against the executive suite. The premise beneath this research is that women are not victims, but autonomous individuals. In order to test the hypothesis of Brazilian women choosing not to ascend, the first step was to analyze Brazilian Institute of Geography and Statistics＇ （IBGE） data on work force and employment. Thereafter, the research explores the possibility that organizational dynamics is a major factor for women to deal with work-life issues. Studies of scientific organizations show that flexibility helps conciliate work and life. The conclusion is： if corporations could emulate the scientific organizational environment, probably they would not only attract more women to the executive suite, but also adapt to a transforming society.
文摘Objective: This study investigated the mediating effect of cultural competence in the relationship between person-job (P-J) fit and work-life balance among female nurses. Methods: Participants included 216 (mean age = 31.12;SD = 9.16) female nurses that were conveniently selected from two Federal Teaching hospitals in Nigeria. Three questionnaires via the perceived fit scale, cultural competence scale, and work-life balance scale were utilized for data collection. Data were analyzed using both the Pearson Product Moment Correlation and PROCESS macro statistical tools. Results: Results revealed that both P-J fit and cultural competence positively and significantly associated with work-life balance. Also, cultural competence partially mediated the relationship between P-J fit and work-life balance of nurses. Conclusions: The cultural competence enhances the capacity of nurses to balance work and family roles. Therefore, cultural competence training that enhances nurses’ capabilities to handle cultural diversities of patients is essential.
文摘This study examines long work hours and work-life balance in relation to wage level, workaholism, and consumerism in both Korea and Japan. Findings of this study can be summarized as follows. First, the hypothesis that the wages and working hours have positive but differential effects depending on wage level categories are supported. Second, effects of cultural factors, such as workaholism and consumerism, on long work hours, however, are not significant in both countries. Third, for Korean manual workers, the probability of working long hours is high, but the level of time scarcity is low; but the effect of union membership on long work hours is not significant in both Korea and Japan. Fourth, the hypothesis that negative effects of long work hours and time scarcity on satisfaction with work-life balance are supported. These findings suggest that an increase in wage for non-regular workers and a minimum wage are required to reduce working hours. In addition, they also suggest that reducing working hours, overtime work in particular, and wage gap are crucial to raising the level of satisfaction with work-life balance in both Korea and Japan.
文摘Social media technologies have made it increasingly feasible for employees to be connected to work. WeChat, a newly emerging social media platform, is widely used in daily life, yet there is still little understanding of the consequences of the use of WeChat groups in enterprise. Based on boundary theory, we suggested that the use of WeChat groups in enterprise have both pros and cons for employees. We gathered data from an online survey of 202 employees. Results show that posting work-related content in enterprise WeChat groups had a beneficial impact on work for employees but also caused work-life conflict （WLC）. However, posting life-related content in enterprise WeChat groups contributes to employees＇ life-work enhancement （LWE）. Contributions and future study directions of these findings are discussed.
文摘Background:Thepostdoctoral workforce has been expanding worldwide,playing a vital role in scientific progress,innovation,and knowledge dissemination.Nevertheless,their mental health is also increasingly a global concern,exacerbated by challenges such as intense competition,growing responsibilities,and pressure to publish.Purpose:Research on work characteristics is essential for guiding policy and interventions,offering valuable insights into the factors that affect postdoctoral researchers’mental health.Hence,this study aims to examine the impact of work characteristics on postdocs’mental health and explore the underlyingmechanisms drawing on the Job Demands-Resources(JD-R)model.Methods:Using data from Nature’s 2020 Global Postdoc Survey,this study examines how work-related factors influence mental health through regression analysis and percentile bootstrap methods,and eight hypotheses are proposed.Results:Working hours,overtime frequency,and job insecurity negatively predicted postdocs’work-life balance satisfaction and directly increased the likelihood of mental health problems.Mentor support,job autonomy,and rewards enhanced work-life balance satisfaction and directly decreased the possibility of mental health problems.All six job characteristics indirectly influenced postdocs’mental health through worklife balance satisfaction.Working hours had a stronger negative impact on work-life balance satisfaction for female postdocs,while job insecurity had a stronger negative impact onmale postdocs’work-life balance satisfaction.However,no significant gender differences were found in the impact of overtime frequency on work-life balance satisfaction.Conclusion:Job demands(working hours,overtime frequency,and job insecurity)significantly increased postdocs’mental health problems whereas job resources(mentor support,job autonomy,and rewards)mitigated these problems.All these impacts were mediated through work-life balance satisfaction.Gender differences were evident regarding the relationship between job demands(working hours and job insecurity)andwork-life balance satisfaction.These findings provide a basis for future research on the broader causal relationships between work characteristics and postdocs’mental health,as well as studies examining variations across countries,cultures,and disciplines.This study also offers actionable recommendations for institutions,funding agencies,and mentors to foster better working conditions to improve postdocs’well-being.
