Exploring the psychological mechanisms linking work-related factors with work–family conflict and work–family facilitation among Taiwanese nurses

Chen, Shu-Chen; Chiang, Yu Hsien; Huang, Yijun

doi:10.1080/09585192.2015.1118140

Cited by 36 publications

(42 citation statements)

References 92 publications

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“…Instrumentally, Grzywacz and Butler (, p. 99) noted that high levels of autonomy may enhance “motivation, energy, new skills, or attitudes that can be mobilized to facilitate functioning in other life domains.” Voydanoff () also suggested that having autonomy may allow employees to develop skills and energy that can be applied to other life domains. Affectively, as high levels of autonomy give employees more control in where and when to conduct work activities, they may experience more positive emotions due to their ability to more effectively engage with their family (Carlson et al., ; Chen, Chiang, & Huang, ). Consistent with these arguments, past research has shown that higher autonomy was related to more work–family enrichment (Grzywacz & Butler, ).…”

Section: Hypothesis Developmentmentioning

confidence: 99%

General mental ability, conscientiousness, and the work–family interface: A test of mediating pathways

Huang

Shaffer

et al. 2018

Personnel Psychology

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This study proposed a model in which employee general mental ability (GMA) and conscientiousness are linked to work–family conflict and enrichment through their relationship with occupational prestige and coping styles. We evaluated this model in a sample of 709 working adults from the National Survey of Midlife Development II in the United States. Results indicate that, through occupational prestige and subsequent psychological job demands and financial well‐being, GMA was related to work‐to‐family conflict (WFC) and family‐to‐work conflict (FWC). GMA was also related to work‐to‐family enrichment (WFE) but not family‐to‐work enrichment (FWE) through occupational prestige and autonomy. In contrast, conscientiousness did not influence work–family outcomes through occupational prestige. Additionally, GMA and conscientiousness were both related to WFE/FWE through problem coping, whereas conscientiousness was related to FWC through avoidance coping. Examining the relative effects of GMA and conscientiousness, we found that the indirect effects of GMA through occupational prestige were stronger than those of conscientiousness, whereas the indirect effects of conscientiousness through problem coping were stronger than those of GMA. We discuss our findings in terms of the mechanisms through which stable individual differences may exert influences on work–family outcomes.

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Section: Hypothesis Developmentmentioning

confidence: 99%

General mental ability, conscientiousness, and the work–family interface: A test of mediating pathways

Huang

Shaffer

et al. 2018

Personnel Psychology

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“…Currently, job autonomy has been conceptualized as a job characteristic that can bring positive results (Lu et al 2017 ). Based on the logic of the job demand–resource model, we believe that providing employees with resources, such as job autonomy, may promote job satisfaction through work–family harmony (Chen et al 2017 ). Previous studies demonstrated that employees with high levels of WFC have lower job satisfaction (Kossek and Ozeki 1998 ).…”

Section: Discussionmentioning

confidence: 99%

How the configurations of job autonomy, work–family interference, and demographics boost job satisfaction: an empirical study using fsQCA

Jing

Zhou

2020

Asian Bus Manage

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In the gig economy era, job characteristics that affect employees' job satisfaction have undergone significant changes. However, this has not been studied adequately in the context of Asia. This study applies the job demand-resource model to understand the effect of job autonomy and work-family interference on the job satisfaction of full-time and part-time employees in China, while considering the role of demographics. A total of 415 respondents were analyzed through fuzzy set qualitative comparative analysis. The results show that the employees' demographics have a corrective effect on the impact of job characteristics and job satisfaction. This study also identifies six causal conditions for the high job satisfaction of full-time employees and three causal conditions for part-time employees. Our research finds that full-time employees need high job autonomy, while part-time employees need low work-family interference. The results provide guidelines for managers to redesign jobs in the era of the gig economy.

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“…Working in these types of medical units involves dealing with complex and high physical, cognitive and emotional demands [ 7 , 8 , 9 ]. Therefore, these workers are exposed to multiple psychosocial risks such as job stress, burnout, emotional labour, workplace aggressions, or work-family conflict, among others [ 10 , 11 , 12 , 13 ]. In turn, these risks have been associated with poorer physical and mental health [ 14 , 15 ], reduced psychological well-being [ 16 ], and lower quality of care [ 8 , 17 , 18 ].…”

Section: Introductionmentioning

confidence: 99%

Daily Work-Family Conflict and Burnout to Explain the Leaving Intentions and Vitality Levels of Healthcare Workers: Interactive Effects Using an Experience-Sampling Method

Blanco‐Donoso

Moreno-Jiménez

Hernández-Hurtado

et al. 2021

IJERPH

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There is an intensification of work in global health systems, a phenomenon that could increase work-family conflict, exhaustion, and intentions to leave among healthcare workers. The main objective of this study is to analyze if daily work-family conflict and burnout could explain the daily leaving intentions and vitality of healthcare workers. This is a diary study, which employs an experience-sampling methodology (ESM). A total of 56 physicians, nurses, and nursing aides from intensive care and nephrology units filled out various quantitative scales during 5 working days (56 × 5 = 280 observations). Multilevel hierarchical analysis showed that daily work-family conflict and burnout were significantly associated with higher daily intentions of leaving the profession, and with lower levels of daily vitality. In addition, those workers who experienced more work-family conflict and depersonalization on a daily basis were those who showed more intentions to leave and less daily vitality, showing an interactive effect. The results highlight the importance of examining the psychosocial risks experienced by healthcare workers by employing experience-sampling methodologies, which could help us to deepen our understanding of the proximal antecedents of their intentions to leave and their psychological well-being.

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Exploring the psychological mechanisms linking work-related factors with work–family conflict and work–family facilitation among Taiwanese nurses

Cited by 36 publications

References 92 publications

General mental ability, conscientiousness, and the work–family interface: A test of mediating pathways

General mental ability, conscientiousness, and the work–family interface: A test of mediating pathways

How the configurations of job autonomy, work–family interference, and demographics boost job satisfaction: an empirical study using fsQCA

Daily Work-Family Conflict and Burnout to Explain the Leaving Intentions and Vitality Levels of Healthcare Workers: Interactive Effects Using an Experience-Sampling Method

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