Investigating female employees’ work-life balance practices under the Covid-19 pandemic

Alang, Tho; Tran, Quang Tri

doi:10.46223/hcmcoujs.soci.en.12.1.2182.2022

Cited by 3 publications

(4 citation statements)

References 36 publications

(42 reference statements)

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“…According to Soliman and Wahba (2019), there exists a positive correlation between the working environment and EE, which is defined as the establishment of a safe and healthy work atmosphere (Anitha, 2014). From the perspectives of generation Z, a meaningful workplace motivating them entails flexibility and independence in work arrangements that promotes the balance of work-life barriers (Alang & Tran, 2022). Moreover, Maslach, Schaufeli, and Leiter (2001) hold the same view about the state of disengagement from a perceived sense of unfairness within the organisation.…”

Section: Working Environment and Eementioning

confidence: 99%

Understanding generation Z’s job engagement and performance in generationally diverse workplace

Nguyen,

Tho,

Nguyen

2023

HCMCOUJS - ECONOMICS AND BUSINESS ADMINISTRATION

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While many experts and professionals recognize the significance of employee engagement for job performance, there is a lack of research focused on generation Z, who are expected to constitute the majority of Vietnam’s future workforce. The emergence of generation Z in the workplace could create difficulties for organizational management and human resources professionals due to the increase in generational diversity. This study addressed the gap above by investigating key factors affecting the employee engagement of Vietnamese generation Z, and examine the degree of engagement influencing their job performance in the context of Vietnamese generationally diverse workplaces. Quantitative methods were utilized with primary data from an online structured survey of 258 Vietnamese generation Z in Ho Chi Minh City. The data were analysed by statistics techniques such as EFA, CFA and SEM via SPSS and AMOS software. The findings showed that supporting supervisor, working environment, and co-worker relationships positively influenced generation Z’s engagement, which leads to higher job performance. However, training and development, and compensation and benefit demonstrated no relationship with their engagement, hence, no correlation with job performance was found. This study provides an academic contribution to the comprehension of generational diversity and employee engagement within the Vietnamese business setting. Additionally, practical recommendations for employee engagement were suggested, with an emphasis on the importance of supportive supervisors.

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Section: Working Environment and Eementioning

confidence: 99%

Understanding generation Z’s job engagement and performance in generationally diverse workplace

Nguyen,

Tho,

Nguyen

2023

HCMCOUJS - ECONOMICS AND BUSINESS ADMINISTRATION

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“…Work-life balance, from an employer's perspective, pertains to an organization's policies and practices that facilitate the attainment of a high-quality personal and professional life, minimizing conflicts between the two domains (Khateeb, 2021). This balance is especially challenging for women, who often find themselves multitasking to satisfy both personal and professional obligations (Tho & Tri, 2022). At its core, work-life balance denotes an equilibrium between work-related and non-work-related activities (Carlson, Grzywacz, & Zivnuska, 2009).…”

Section: Work-life Balancementioning

confidence: 99%

“…Individuals employ various strategies to achieve a balance between their family and job roles, encompassing physical, relational, and cognitive approaches. Physical crafting involves how employees allocate their time among home life, work, and commuting (Tho & Tri, 2022). Relational crafting explores how employees utilize their relationships with colleagues and management to maintain work-life balance (Geldenhuys et al, 2021).…”

Section: Work-life Balance Practicesmentioning

confidence: 99%

“…In many Asian cultures, women, upon marriage, shoulder a disproportionate burden of responsibilities compared to men (Aboulhassan & Brumley, 2019). Furthermore, when women become mothers, especially in Asian contexts, they assume even greater responsibilities in child-rearing, creating substantial pressure for working mothers (Lazar, Osoian, & Ratiu, 2010;Tho & Tri, 2022).…”

Section: Introductionmentioning

confidence: 99%

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Leadership Trait as Moderator between Work-Life Balance and Employee Productivity: Evidence from Banking Sector of Emerging Economy

Musaddiq,

Akhtar,

Alvi

et al. 2023

jirms

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Purpose-This research investigates the impact of work-life balance on employee productivity, with a specific focus on female employees in the banking sector of Pakistan. The inclusion of the moderating role of leadership traits adds depth to the study by explaining how individual characteristics influence this relationship. Design/methodology/approach- Data were procured from a cohort of 200 female employees actively engaged in employment within the banking industry of Pakistan, employing a self-administered questionnaire as the data acquisition instrument. Subsequent data analysis was executed employing statistical software, SPSS, complemented by the utilization of the PROCESS macro. Findings- The research findings reveal a statistically significant correlation between work-life balance and employee productivity. Furthermore, the study discerns that an individual's leadership attributes function as a pivotal moderating determinant in the association between work-life balance and employee productivity. Originality/Value- This study explains the equilibrium between the personal and professional dimensions of female employees working within the banking sector, elucidating its influence on employee performance. Additionally, the investigation delves into the moderating influence exerted by leadership traits. Practical Implications- This research provides valuable insights for policymakers and practitioners, supporting evidence-based strategies for gender equality, work-life integration, and employee well-being. It also highlights the benefits of work-life balance practices adopted by individuals and organizations and contributes empirical understanding of the relationship between leadership traits, work-life balance, and employee productivity.

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Validation of individual work performance questionnaire in a Vietnamese context

Nguyen-Duc,

Nguyen,

Phuong

et al. 2023

EJTD

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Purpose This study aims to address the reliability and construct validity of the Individual Work Performance Questionnaire (IWPQ) in a Vietnamese context. Using the IWPQ as a measurement tool, this research also examined whether demographic features (such as gender, education level, work experience and position in a company) influenced employees’ work performance. Design/methodology/approach The Vietnamese IWPQ was validated via a two-step process of factor analysis, including an exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The data collected were randomly divided into two subsamples to independently serve the EFA (n = 341) and CFA (n = 342). ANOVAs and t-tests were also used to examine the differences in individual work performance (IWP) among different demographic categories. Findings The results of the current study confirmed the applicability of the three-dimensional IWPQ in a Vietnamese context. In addition, they also indicated several demographic features that impacted employees’ patterns of responses to IWPQ dimensions. Research limitations/implications This study focused on the construct validity of the IWPQ, without taking the content, face or criterion validity into consideration. Thus, future research should be conducted to yield a more comprehensive validation of the instrument, to measure the relationship between human resource development (HRD) practices and employee performance and to examine the relationship between strategic HRD and IWP and firm outcomes. In addition, the validated Vietnamese version of the IWPQ may inspire comparative studies on individual performance within and between units in an organization and among organizations and industries. Practical implications HRD practitioners can now use the validated IWPQ in the Vietnamese language to assess fluctuations in and analyze current staff performance, thereby facilitating human resource management and development. This study also offers recommendations for business leaders and HRD practitioners striving to implement strategic HRD aimed at reducing disparities in gender and between educational qualifications and job assignments at workplace, with the overarching goals of enhancing staff performance. These recommendations prove instrumental in improving staff performance, strengthening organizational efficiency and ultimately tackling the issue of low productivity in Vietnam and neighboring countries. Social implications This study findings underscore the significance of embracing strategic HRD while taking into account individual, organizational and contextual factors that influence IWP. This approach serves to bridge current gaps related to IWP, including Vietnam’s comparatively lower productivity compared to neighboring nations, educational qualifications and role allocations within the workplace, as well as the prevailing work standards and strategic objectives. Originality/value To the best of the authors’ knowledge, this rigorously validated Vietnamese version of the IWPQ is the first of its kind in Vietnam, making a significant contribution to inclusivity initiatives and offering substantial evidence to affirm the IWPQ’s relevance across diverse contexts.

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Investigating female employees’ work-life balance practices under the Covid-19 pandemic

Cited by 3 publications

References 36 publications

Understanding generation Z’s job engagement and performance in generationally diverse workplace

Understanding generation Z’s job engagement and performance in generationally diverse workplace

Leadership Trait as Moderator between Work-Life Balance and Employee Productivity: Evidence from Banking Sector of Emerging Economy

Validation of individual work performance questionnaire in a Vietnamese context

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