Home, work or both? The role of paradox mindset in a remote work environment during the COVID-19 pandemic

Abstract

PurposeWhy did some individuals have relatively little trouble balancing work and home demands during the COVID-19 lockdown, while others felt overwhelmed? Although ample studies have recently been generated regarding COVID-19 employment challenges, this question has not yet received sufficient scholarly attention. This research integrates work–home conflict theories with the paradox-mindset framework, in order to suggest a new theoretical approach for understanding individual differences in addressing work–home conflict.Design/methodology/approachDuring the first two weeks of the COVID-19 epidemic in Israel, the author gathered 117 completed questionnaires from their colleagues in the Israeli higher-education system, who were working remotely and teaching online during the lockdown imposed to control the epidemic. Based on a path-model analysis, the author examined whether their experiences of strain and tension in the work domain might be indirectly and positively associated with workplace outcomes via positive associations between these experiences and paradox mindset, as well as negative associations between paradox mindset and work-to-home conflict (WTH) and home-to-work (HTW) conflict.FindingsThe study findings highlight the beneficial effect of paradox mindset on the experience of work–home conflict and its outcomes. Although working remotely has great potential to increase the strain and tension experienced by employees, applying a paradox mindset reduces the experience of work–home conflict and is positively associated with certain work outcomes.Originality/valueThis research integrates work–home conflict theories with the paradox-mindset framework. The beneficial effects of a paradox mindset on the experience of work–home conflict and its outcomes are highlighted.

Living with tensions in the workplace: a grounded theory of paradoxical leadership in cultivating subordinates' paradox mindset

“…On the one hand, role models facilitate the process of enhancing subordinates' motivation by reducing their stress and anxiety. This indicates that subordinates feel stress and anxiety when dealing with tensions and they lack the resources to control them (Nadiv, 2021; Miron-Spektor et al. , 2018).…”

“…Notably, since 2020 after the COVID-19 pandemic, employees are surviving in this turbulent and dynamic world, they inevitably face various challenging and conflicting circumstances (Pradies et al. , 2021), paradox mindset provides useful tools for them to cope with competing demands, tensions, strain, and anxiety (Nadiv, 2021).…”

“…Employees who have paradox mindset tend to value, accept, and feel comfortable with tensions; moreover, view them as opportunities and take proactive behaviours to solve them (Smith and Lewis, 2011). Notably, since 2020 after the COVID-19 pandemic, employees are surviving in this turbulent and dynamic world, they inevitably face various challenging and conflicting circumstances (Pradies et al, 2021), paradox mindset provides useful tools for them to cope with competing demands, tensions, strain, and anxiety (Nadiv, 2021).…”

“…For example, they confront increasingly opposing work elements such as variable versus fixed arrangements (Putnam et al. , 2014) and work-home conflict (Nadiv, 2021). To relieve tensions and increase the ability to manage them, employees need to develop a paradox mindset, which refers to the extent to which they accept and are energized by tensions (Miron-Spektor et al.…”

“…As organizations survive in an increasingly turbulent and global environment, especially after the COVID-19 pandemic, employees inevitably experience competing demands and tensions (Smith and Lewis, 2011;Pradies et al, 2021). For example, they confront increasingly opposing work elements such as variable versus fixed arrangements (Putnam et al, 2014) and work-home conflict (Nadiv, 2021). To relieve tensions and increase the ability to manage them, employees need to develop a paradox mindset, which refers to the extent to which they accept and are energized by tensions (Miron-Spektor et al, 2018).…”