Mea Culpa! The Role of Guilt in the Work-Life Interface and Satisfaction of Women Entrepreneur

Simone, Silvia De; Pileri, Jessica; Mondo, Marina; Rapp-Ricciardi, Max; Barbieri, Barbara

doi:10.3390/ijerph191710781

Cited by 4 publications

(3 citation statements)

References 118 publications

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“…There are several types of conflict in organizations, such as role conflict (Soelton et al 2020), the conflict between work and life (De Simone et al 2022) and object of our interest the interpersonal conflict (Wright and Larson 2022). Interpersonal conflict can be defined as that process characterized by the presence of different and opposite views in terms of interests, beliefs or values between individuals or groups in mutual interaction (Rahim 2017;De Dreu et al 1999).…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Social Support and Self-Efficacy on Turnover Intentions: The Mediating Role of Conflict and Commitment

et al. 2022

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Turnover intentions are a phenomenon that affects the life of organizations and causes highly negative consequences. Based on previous studies, it is possible to consider antecedents to turnover in terms of both individual and social perceived resources, which previous research does not usually examine simultaneously. The aim of this study was to explore the role of both resources (individual and social) on turnover intentions. Thus, we hypothesized that perceived social support and self-efficacy have an impact on turnover intentions and that this relationship is mediated by interpersonal conflict and Affective Commitment. A total of 392 Italian employees completed a self-report questionnaire. A structural equation model was tested. The results showed that interpersonal conflict and Affective Commitment fully mediated the relationship between social support, self-efficacy and turnover intentions. Practical implications are discussed.

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Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Social Support and Self-Efficacy on Turnover Intentions: The Mediating Role of Conflict and Commitment

et al. 2022

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“…On the other hand, this transition has introduced new challenges, including social isolation, difficulties in disconnecting, unsuitable tools for meeting objectives, enforced cohabitation, and diminished organizational support, which also encompasses communication challenges with supervisors and colleagues [17]. Furthermore, it has upset the balance between work and personal life [18][19][20][21][22] and led to increased interruptions [23], particularly at home, thereby undermining wellbeing in the workplace [18,24]. While the dichotomous impact of smart working has been recognized, the literature on the subject is still scarce.…”

Section: Introductionmentioning

confidence: 99%

Enhancing Productivity at Home: The Role of Smart Work and Organizational Support in the Public Sector

Barbieri,

Mondo,

De Simone

et al. 2024

Societies

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In recent years, Italian Public Administrations (PAs) have swiftly adapted to flexible work arrangements due to the impact of COVID-19. The flexible work has led to addressing new challenges including the need to balance work demands with family commitments, a lack of social support, struggles with inadequate technology, and managing home interruptions that negatively affect home performance. Based on the job demands-resources (JD-R) model, the present study aims at examining the negative impact of home interruptions on smart working performance and the moderating role of two potential job resources: organizational support and perceived quality of the smart working. A convenience sample of 301 Italian public employees engaged in smart working completed an online questionnaire. Multivariate regression analysis results showed that organizational support plays a moderating role in reducing the negative effect of interruptions on home performance. However, the findings did not support a moderating role for the perceived quality of smart working. Overall, these findings highlight the critical role of social factors in buffering the negative effects of smart working, as compared to the quality of the technological arrangements. This information could be valuable for organizations looking to enhance the effectiveness of smart working by focusing on organizational support.

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“…Subjective well-being (SWB) at work can be considered a protective factor of employees' physical and mental health (Mondo et al 2023;Sahai and Mahapatra 2020) and can prevent turnover intentions (Mondo et al 2022). It is present when workers have positive emotions that outweigh the negative ones when they perceive high levels of satisfaction, and in turn, they are more performing (De Simone et al 2022;Taris and Schaufeli 2015). In literature, subjective well-being at work is associated with numerous constructs that can predict and positively impact it (i.e., Babic et al 2020;Bobbio et al 2022;Garg and Singh 2020;Kumar 2020;Lee et al 2021).…”

Section: Introductionmentioning

confidence: 99%

The Role of Techno-Stress and Psychological Detachment in the Relationship between Workload and Well-Being in a Sample of Italian Smart Workers: A Moderated Mediated Model

Mondo,

Pileri,

Barbieri

et al. 2023

Social Sciences

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Well-being conditions at work are determined by the balance between the demands from the organizational context and the perception of people to possess resources concerning the ability to cope with such requests. The pandemic caused by COVID-19 has changed working conditions, and employees have had to adapt to smart working (SW) by bringing new resources into play to meet new demands. Many organizations are questioning how to implement SW after the pandemic. According to the JD-R model, the present study considered workload during smart working and Techno-stress (the perceived stress concerning the use of technologies) as new requests (i.e., demands) coming from the organization and Psychological Detachment (the ability to create psychological distancing from work) as a personal resource. We investigated the moderator role of Psychological Detachment in the relationship between workload in SW and Well-being, mediated by Techno-stress (in its three dimensions: Techno-Overload, Techno-Invasion, and Techno-Complexity). The sample is made up of 622 Italian public administration employees who completed a questionnaire containing the following scales: Quantitative Workload Inventory, Well-being Index, Psychological Detachment, Techno-stress Creator Scale. Mediation and moderate-mediation models have been tested with PROCESS Macro. Findings showed that Techno-Invasion and Techno-Complexity fully mediate the relationship between workload in SW and well-being. Psychological detachment moderates the effect of the workload on Well-being, which in turn is mediated by Techno-Invasion. Furthermore, findings suggest the importance of identifying protective factors that can mitigate the workload effects on the employees’ well-being in SW.

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Mea Culpa! The Role of Guilt in the Work-Life Interface and Satisfaction of Women Entrepreneur

Cited by 4 publications

References 118 publications

Social Support and Self-Efficacy on Turnover Intentions: The Mediating Role of Conflict and Commitment

Social Support and Self-Efficacy on Turnover Intentions: The Mediating Role of Conflict and Commitment

Enhancing Productivity at Home: The Role of Smart Work and Organizational Support in the Public Sector

The Role of Techno-Stress and Psychological Detachment in the Relationship between Workload and Well-Being in a Sample of Italian Smart Workers: A Moderated Mediated Model

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