Direct and Indirect Links Between Organizational Work-Home Culture and Employee Well-being

Beauregard, T. Alexandra

doi:10.1111/j.1467-8551.2010.00723.x

Cited by 63 publications

(70 citation statements)

References 75 publications

(48 reference statements)

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“…A supportive WLB culture has been linked to lower levels of employee stress (Beauregard, 2011), and research has shown that informal WLB support is a stronger predictor of job satisfaction, stress and turnover intentions than formal supports such as organizational WLB initiatives (Behson, 2005). To what extent will informal support counteract the effects of fairness perceptions?…”

Section: Fairness Perceptions Of Work−life Balance Initiatives 785mentioning

confidence: 99%

Fairness Perceptions of Work−Life Balance Initiatives: Effects on Counterproductive Work Behaviour

Beauregard

2014

British J of Management

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This study examined the impact of employees' fairness perceptions regarding organizational work−life balance initiatives on their performance of counterproductive work behaviour (CWB). Moderating effects of adaptive and maladaptive perfectionism were also explored. Quantitative data collected from 224 public sector employees demonstrated significant main and moderating effects of informational justice, adaptive perfectionism and maladaptive perfectionism on CWB. Adaptive perfectionism weakened the link between informational justice and CWB, while maladaptive perfectionism strengthened it. Qualitative data collected from 26 employees indicate that both the social exchange and job stress models are useful frameworks for understanding CWB in the context of work−life balance initiatives; CWB emerged as both a negative emotional reaction to unfairness and as a tool used by employees to restore equity in the exchange relationship with their employer. Theoretical and practical implications are discussed.

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Section: Fairness Perceptions Of Work−life Balance Initiatives 785mentioning

confidence: 99%

Fairness Perceptions of Work−Life Balance Initiatives: Effects on Counterproductive Work Behaviour

Beauregard

2014

British J of Management

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“…Previous research has found that workplace factors, including support from colleagues and managers and flexibility in shift scheduling, enabling workers to establish satisfactory work patterns, contribute to PE fit, leading to positive outcomes for both individuals and organizations (Beauregard, 2011;Weale, Wells, & Oakman, 2017). Due to enduring gendered patterns of work and care-giving, poor work-life fit is particularly problematic for women .…”

Section: Person-environment Fitmentioning

confidence: 99%

The relationship between workplace characteristics and work ability in residential aged care: What is the role of work–life interaction?

Weale

Wells

Oakman

2019

Journal of Advanced Nursing

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Aims To examine whether the work–life interface (through work–family conflict and overall work–life balance) moderates the relationship between work ability and workplace demands and resources. Design This study used a cross‐sectional survey design to collect data from 426 employees working in residential aged care. Methods A paper‐based questionnaire was distributed to all permanent and casual employees at eight aged care facilities in Melbourne, Australia, between June ‐ September 2013. Moderation analyses were conducted using PROCESS v. 2.13 in SPSS v. 22. Results/Findings As expected, workplace demands and resources directly influenced workers’ work ability. In addition, moderate‐to‐high levels of work–family conflict and low‐to‐moderate levels of satisfaction with work–life balance combined interactively with particular workplace demands and resources (relationships with management, physical demands, and safety climate) to reduce work ability. Conclusions This study advances understanding of how work–life balance and work–life conflict can influence work ability levels and shows that addressing the work–life interface may be a legitimate means to improve work ability, potentially leading to continued workforce participation. Impact Staff retention in the residential aged care sector needs to be addressed. One possible means of achieving this is through improving work ability. This study expanded knowledge of how the work–life interface may influence work ability. The research demonstrated that relationships between work ability and particular workplace demands and resources were moderated by the work–life interface. This finding has implications for how human resources managers of residential aged care facilities may improve workforce retention—through facilitating employees to manage the work–life interface better.

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“…Empirical studies to date have found relationships between a family-friendly work culture and reduced psychological stress, psychosomatic symptoms, anxiety, fatigue, and depression as well as more positive emotional well-being. 28,36,37 Apart from having direct effects on health outcomes, company culture can also have indirect effects on these outcomes, with negative and positive work-home interaction serving as potential mediating factors (Fig. 1).…”

mentioning

confidence: 97%

Work–Life Balance Culture, Work–Home Interaction, and Emotional Exhaustion

Nitzsche

Pfaff

Jung

et al. 2013

Journal of Occupational &Amp; Environmental Medicine

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Direct and Indirect Links Between Organizational Work-Home Culture and Employee Well-being

Cited by 63 publications

References 75 publications

Fairness Perceptions of Work−Life Balance Initiatives: Effects on Counterproductive Work Behaviour

Fairness Perceptions of Work−Life Balance Initiatives: Effects on Counterproductive Work Behaviour

The relationship between workplace characteristics and work ability in residential aged care: What is the role of work–life interaction?

Work–Life Balance Culture, Work–Home Interaction, and Emotional Exhaustion

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