Decent Work Environment and Work-Life Balance: Empirical Analysis of Banking Sector of Hostile Environments

Kabir, Ibrahim; Gunu, Umar; Gwadabe, Zainab Lawal

doi:10.1007/s10834-022-09843-2

Cited by 6 publications

(12 citation statements)

References 32 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…We used forced response, a facility provided by Qualtrics to avoid missing data and incomplete questionnaires. Although this facility might reduce the response rate, it significantly controls missing values, response bias and incomplete questionnaires (Kabir et al. , 2020).…”

Section: Methodsmentioning

confidence: 99%

Public policy responses to COVID-19 and the survival of ethnic minority businesses (EMBs): does entrepreneurial orientation (EO) matter?

Kabir

Abubakar

2022

IJEBR

View full text Add to dashboard Cite

PurposeThe global economic crisis triggered by the coronavirus disease 2019 (COVID-19) has caused the closure of countless ethnic minority businesses (EMBs) worldwide, partly due to the public policy responses. This paper investigates whether EMBs’ entrepreneurial orientation (EO) mediates the impact of public policy responses to COVID-19 on their survival.Design/methodology/approachUtilizing institutional theory, the authors developed a novel conceptual framework that divides policy responses to COVID-19 into aggressive (imposing restrictions on movement, e.g. lockdowns) and less aggressive policy responses (not imposing restrictions on movement, e.g. social distancing). The authors then surveyed intra-regional EMBs, specifically businesses owned by ethnic minorities in the Kano and Katsina provinces of Nigeria, and analysed the data using structural equation modelling and analysis of variance (ANOVA).FindingsThe authors found that intra-regional EMBs in developing countries are very vulnerable to the public policy responses imposed by governments to curb COVID-19. Aggressive policy responses have a more significant negative effect on the survival of intra-regional EMBs than their less aggressive counterparts. Furthermore, the authors found that EO as a crisis response strategy significantly supports intra-regional EMBs in managing their vulnerability to the hostile institutional environment, reduces the adverse effect of public policy responses and stimulates their survival during the COVID-19 pandemic.Originality/valueThis paper contributes to the institutional theory of small and medium-sized enterprises (SMEs)/entrepreneurship and the literature on EMBs by showing the role of EO in mediating the effects of COVID-19 institutional policies on the survival of intra-regional EMBs.

show abstract

Section: Methodsmentioning

confidence: 99%

Public policy responses to COVID-19 and the survival of ethnic minority businesses (EMBs): does entrepreneurial orientation (EO) matter?

Kabir

Abubakar

2022

IJEBR

View full text Add to dashboard Cite

show abstract

“…This can be attributed to the employees' greater process control over managing their work in terms of job demands and job resources (Bakker et al, 2011). In the context of Nigeria, a positive relationship between flexible work and work engagement is expected, as it has been highlighted that employees generally enjoy flexible jobs (Kabir et al, 2022). Moreover, Nigerian university employees face difficulties balancing work and personal affairs as they must complete various and complex tasks within a restricted time span (Ogbuanya et al, 2017;Ugwu et al, 2022).…”

Section: Discussionmentioning

confidence: 99%

“…Broadly, at the individual level, flexible work helps attain greater job control and, thus, leads to enhanced productivity (Casper & Harris, 2008;Sekhar & Patwardhan, 2021). In the case of Nigeria, Kabir, Gunu, and Gwadabe (2022) reported that Nigerian employees enjoy job autonomy, making their jobs more flexible, which may positively affect their job performance. Reinforcing this argument further, Abioro, Oladejo, and Ashogbon (2018) revealed a positive and significant association between flexitime and employee productivity in the Nigerian university system.…”

Section: Hybrid Workplace Model and Job Performancementioning

confidence: 99%

The future of work: work engagement and job performance in the hybrid workplace

Naqshbandi

Kabir

Ishak

et al. 2023

TLO

View full text Add to dashboard Cite

Purpose Drawing on the job demands-resources (JD-R) model, the authors examine how working in the hybrid workplace model (telework and flexible work) affects job performance via the intervening role of work engagement. Design/methodology/approach The authors adopted a quantitative approach and collected data from 277 employees working in universities in Nigeria. Partial least square structural equation modelling was used to analyse the data and test the hypotheses. Findings The findings reveal that flexible work, not telework, has a significant and positive effect on job performance. It also emerges that flexible work positively affects work engagement, and work engagement significantly mediates the relationship between flexible work and job performance. However, the findings do not support the effect of telework on work engagement and the mediating role of work engagement in the proposed relation between telework and job performance. Originality/value The paper provides fresh insights by linking the components of the hybrid workplace model with job performance and employee work engagement and extending the JD-R model to the hybrid workplace setting. The practitioners can benefit from the findings of this study by factoring in the importance of the hybrid workplace model in designing policies and procedures to promote job performance.

show abstract

“…They have acknowledged that a family-friendly culture or family-supportive organizational culture can play a critical role in reducing employees' burden of work-family conflict (Beigi et al, 2018). Worker-friendly environments help employees achieve a balance between work and family, while hostile work environments worsen work-family conflict (Kabir et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

“…, 2018). Worker-friendly environments help employees achieve a balance between work and family, while hostile work environments worsen work–family conflict (Kabir et al. , 2022).…”

Section: Introductionmentioning

confidence: 99%

The effect of discriminatory culture against women and hierarchical culture on work–family conflict: the mediating role of sexual harassment

Park

2023

BJM

View full text Add to dashboard Cite

PurposeThis study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.Design/methodology/approachData were collected from female employees in South Korea. Structural equation modeling was employed to analyze 202 responses obtained through a self-report survey.FindingsThe findings indicate that (a) discriminatory culture against women and a hierarchical culture were positively related to sexual harassment, and (b) sexual harassment positively affected work–family conflict. Additionally, both a discriminatory culture against women and a hierarchical culture had indirect effects on work–family conflict, which were mediated by sexual harassment.Originality/valueThis study can help researchers better understand the relationship between organizational culture and the work experience of female employees by examining the mechanisms that influence their work–family conflict.

show abstract

Decent Work Environment and Work-Life Balance: Empirical Analysis of Banking Sector of Hostile Environments

Cited by 6 publications

References 32 publications

Public policy responses to COVID-19 and the survival of ethnic minority businesses (EMBs): does entrepreneurial orientation (EO) matter?

Public policy responses to COVID-19 and the survival of ethnic minority businesses (EMBs): does entrepreneurial orientation (EO) matter?

The future of work: work engagement and job performance in the hybrid workplace

The effect of discriminatory culture against women and hierarchical culture on work–family conflict: the mediating role of sexual harassment

Contact Info

Product

Resources

About