Psychological capital and employee job attitudes: the critical significance of work-life balance

Parray, Zahoor Ahmad; Shah, Tanveer Ahmad; Islam, Shahbaz Ul

doi:10.1108/ebhrm-07-2022-0160

Cited by 8 publications

(3 citation statements)

References 101 publications

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“…Another result of the study demonstrates that women employed in the bank and working from home with high professional self-efficacy beliefs can achieve a work-life balance. Few studies in the literature (Badri, & Panatik, 2020) support this result (Siu, 2013;Polatçı & Akdoğan, 2014;Nina & Fauziah, 2017;Kaplan, 2018;Badri & Panatik, 2020;Akkuş, Najimudinova & Gül, 2020;Parray, Shah & Islam, 2022).…”

Section: Discussionmentioning

confidence: 90%

“…Empirical studies have supported that individuals increase both the quality of work and the quality of life with their high self-efficacy belief (Nguyen & Nguyen, 2012;Nafei, 2015). Researchers emphasize that individuals with high self-efficacy beliefs are successful in establishing a work-life balance (Siu, 2013;Polatçı & Akdoğan, 2014;Nina & Fauziah, 2017;Kaplan, 2018;Badri & Panatik, 2020;Akkuş, Najimudinova & Gül, 2020;Parray, Shah & Islam, 2022). Moreover, empirical studies have also confirmed that self-efficacy reduces work and family conflict (Taşdelen-Karçkay, Bakalım & Yörük, 2016).…”

Section: Self-efficacy Belief and Work-life Balancementioning

confidence: 99%

“…Despite the large number of studies on self-efficacy, its relationship with work-life balance has not received adequate attention in the literature (Badri & Panatik, 2020). Few studies have confirmed that self-efficacy impacts work-life balance (Siu, 2013;Polatçı & Akdoğan, 2014;Nina & Fauziah, 2017;Kaplan, 2018;Badri & Panatik, 2020;Akkuş, Najimudinova & Gül, 2020;Parray, Shah & Islam, 2022).…”

Section: Introductionmentioning

confidence: 99%

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Algılanan Örgütsel Destek ile İş-Yaşam Dengesi Arasındaki İlişkide Öz Yeterliliğin Düzenleyici Rolü Üzerine Bir Araştırma

ÖZGÜL

2023

OPUS Toplum Araştırmaları Dergisi

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Although the home working model, which started in the general directorates at first and then emerged in the branches in the banking sector, has some advantages, it disrupts the work-life balance of individuals in the long run. Thus, the present study focused on the moderating role of professional self-efficacy in the relationship between the perceived organizational support and work-life balance of women employed in private banks operating in Turkey and working from home. To this end, data were collected from 403 female private bank employees by the survey method and tested with the help of the Smart PLS 3 analysis program. According to the study findings, women's professional self-efficacy beliefs play a moderating role in the relationship between perceived organizational support and work-life balance. This relationship has been ignored in the literature. Therefore, this study enriches the content related to organizational support theory and social cognitive theory by investigating the relationship between perceived organizational support, professional self-efficacy, and work-life balance in women working in the banking sector from home and thus contributes to theory and practice.

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Section: Discussionmentioning

confidence: 90%

Section: Self-efficacy Belief and Work-life Balancementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Algılanan Örgütsel Destek ile İş-Yaşam Dengesi Arasındaki İlişkide Öz Yeterliliğin Düzenleyici Rolü Üzerine Bir Araştırma

ÖZGÜL

2023

OPUS Toplum Araştırmaları Dergisi

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When work–life balance fails to boost organizational citizenship behaviors: the moderating role of leader–member exchange

Nguyen,

Haar

2024

EBHRM

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PurposeSupporting employees’ work–life balance (WLB) has been a standard human resource management practice, thus the concern is now shifted toward its outcomes. The present study predicts that while WLB can boost organizational citizenship behaviors (OCBs), this positive effect may depend on the quality of leader–member exchange (LMX) relationships. The study seeks evidence to clarify how the WLB–OCBs relationship can be moderated by the LMX quality.Design/methodology/approachA sample of 216 frontline employees in New Zealand was used to test two moderation models using SPSS, AMOS and PROCESS macro.FindingsWLB was found to have substantial effects on OCBs-individual (OCBs-I) and OCBs-organization (OCBs-O) if the quality of LMX was high. Under low LMX quality, however, WLB failed to boost OCBs-I and OCBs-O. Thus, the influence of WLB on OCBs seems to be conditional on the leader–subordinate relationship as a boundary factor.Practical implicationsSupporting low-LMX-quality employees to balance their work–life roles seems insufficient to push OCBs. Managers and organizations need to improve the quality of leader–subordinate relationships to unblock the desired effects of WLB toward OCBs, and, ultimately, organizational effectiveness and performance.Originality/valueThe findings extend the research stream around the boundary impact of LMX relationships on the employees’ WLB – OCBs link in which the OCBs construct was especially examined in terms of OCBs-I and OCBs-O.

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Retaining young employees in the hospitality and tourism sector: the role of workplace context and management practices

Serhan,

Nasr,

Cheikh

et al. 2024

EMJB

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PurposeThis research study investigates the relationship between management practices and young employee retention in the hospitality and tourism industry in Lebanon. Besides, it examines the moderating role of the workplace context in the relationship between management practices and employment retention in the industry.Design/methodology/approachNon-probability purposive sampling method was used to collect 421 questionnaires through a survey of young employees. Exploratory factor analysis (EFA) and Cronbach's alpha test are conducted to test the construct validity, reliability, and internal consistency of collected data. Descriptive statistics are used to interpret the data. Zero-order correlations, multiple regression analysis and Fisher's Z-test are applied to assess the interrelations of the various groups of variables and the determinants of young employee retention.FindingsThe findings show that management practices tested in this study have significant relationships with young employee retention in the hospitality and tourism industry in Lebanon. Further, the findings reveal that the workplace context moderates the relationship between three management practices (participation in decision-making, training, and performance recognition) and young employee retention.Practical implicationsThe findings suggest that managers in hospitality and tourism businesses must improve their management practices and promote a positive workplace context to retain young employees.Originality/valueFinally, this study is the only one that tests the moderating role of the workplace context in the relationship between five selected management practices (participation in decision-making, training, performance recognition, remuneration and job continuity) and young employee retention. Previous studies used fewer variables.

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Psychological capital and employee job attitudes: the critical significance of work-life balance

Cited by 8 publications

References 101 publications

Algılanan Örgütsel Destek ile İş-Yaşam Dengesi Arasındaki İlişkide Öz Yeterliliğin Düzenleyici Rolü Üzerine Bir Araştırma

Algılanan Örgütsel Destek ile İş-Yaşam Dengesi Arasındaki İlişkide Öz Yeterliliğin Düzenleyici Rolü Üzerine Bir Araştırma

When work–life balance fails to boost organizational citizenship behaviors: the moderating role of leader–member exchange

Retaining young employees in the hospitality and tourism sector: the role of workplace context and management practices

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