Stress mindset and the work–family interface

Hammond, Michelle; Murphy, Caroline; Demsky, Caitlin A.

doi:10.1108/ijm-05-2018-0161

Cited by 3 publications

(5 citation statements)

References 51 publications

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“…Under the lens of the JD-R model, WFI among employees is the vital facets of job demands and diminished resources among healthcare personnel like doctors. The findings corroborated with past research, where there is nexus between WFI (WFC/FWC) and TI [9][54] [55]. When employees face a high level of pressure, poor work conditions, and imbalance of work and family life, it may create confusion about what behaviour is required [56].…”

Section: Discussionsupporting

confidence: 87%

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The Influence of Work-Family Interface and Emotional Exhaustion on Turnover Intention Among Doctors in Malaysian Public Hospitals: Applying Affective Commitment as the Moderator

Harun¹,

Mahmood²

2021

Proceedings of the International Conference on Psychological Studies (ICPSYCHE 2020)

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Drawing from a Job-Demand and Resource (J-DR) model and Conservation of Resources theory (COR), this study aims to examine the moderating role of affective commitment in relation to work-family interface (WFI), emotional exhaustion(EE), and turnover intention. Particularly, this study examines how the influence of affective commitment contribute in buffering the impact of WFI [which includes work-family conflict (WFC) and family-work conflict(FWC)] on emotional exhaustion and turnover intention. Data were collected from 202 medical doctors from various clinical departments across four Malaysian public hospitals. A self-report survey was administered to clinical doctors, excluding those in management, research, and training institutions. Partial Least Square-Structural Equation Modelling (PLS-SEM) version 3.2.8 was employed for data analysis. As hypothesised, WFI (WFC/FWC) and emotional exhaustion are positively associated with turnover intentions.The findings also revealed that emotional exhaustion increased when WFC was amplified but not FWC and that this relationship was stronger when affective commitment was low and weaker when it was high. The empirical study revealed that affective commitment may be considered as protective resources for doctors. Furthermore, the results showed that high work-family interface should not have a notable impact when doctors have a high affective commitment thus reducing emotional exhaustion and turnover intentions.

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Section: Discussionsupporting

confidence: 87%

“…The occurrence of this investment might deplete other resources and eventually become receptive to spiral loss [8]. When one requires to fulfil their work obligations, they tend to sacrifice their family time to accommodate those demands [9].…”

Section: Conservation Of Resources (Cor) Theorymentioning

confidence: 99%

The Influence of Work-Family Interface and Emotional Exhaustion on Turnover Intention Among Doctors in Malaysian Public Hospitals: Applying Affective Commitment as the Moderator

Harun¹,

Mahmood²

2021

Proceedings of the International Conference on Psychological Studies (ICPSYCHE 2020)

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“…, 2011; Ferri et al. , 2018; Geurts and Demerouti, 2003; Hammond et al , 2020; Mostafa, 2019; Rabenu et al. , 2017).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…Work-home conflict has negative effects on individuals' well-being and functioning both at work and at home (Allen et al, 2015;Amstad et al, 2011;Ferri et al, 2018;Geurts and Demerouti, 2003;Hammond et al, 2020;Mostafa, 2019;Rabenu et al, 2017). These negative effects can be divided into three main categories: work-related outcomes, home-related outcomes and domain-unspecific personal outcomes (Allen et al, 2015;Amstad et al, 2011;Bellavia and Frone, 2005;Kossek and Lee, 2017).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

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

Nadiv

2021

IJM

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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.

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“…With globalization and ongoing technological developments, the employment rates of women and the accompanying emergence of dual-career couples have increased (Wu and Chang, 2020; Hammond et al , 2021; Albelali and Williams, 2022). In this process, employees develop from more-or-less passive performers of predefined tasks to increasingly autonomous and responsible entrepreneurs in their work (Yasir et al , 2019).…”

Section: Introductionmentioning

confidence: 99%

From sense of competence to work–life and life–work enhancements of medical doctors: Sen’s capability approach

Trang

Tho

2022

MRR

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Purpose Drawing upon the capability approach, this study aims to investigate the impact of sense of competence on work–life and life–work enhancements. It also examines the mediating roles of mindfulness and flow at work in the above relationships. Design/methodology/approach A sample of 254 medical doctors in various hospitals in Vietnam was surveyed to validate the measures via confirmatory factor analysis and to test the model and hypotheses using structural equation modeling. Findings The results demonstrate that mindfulness and flow at work fully mediate the effects of sense of competence on both work–life and life–work enhancements, but sense of competence does not have any direct effect on both. Originality/value To the best of the authors’ knowledge, this study is among the first to examine the roles of sense of competence, mindfulness and flow at work in work–life and life–work enhancements, adding further insight into the literature on work–life balance. It also offers evidence for the capacity approach in explaining work–life and life–work enhancements in an emerging market, Vietnam.

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Stress mindset and the work–family interface

Cited by 3 publications

References 51 publications

The Influence of Work-Family Interface and Emotional Exhaustion on Turnover Intention Among Doctors in Malaysian Public Hospitals: Applying Affective Commitment as the Moderator

The Influence of Work-Family Interface and Emotional Exhaustion on Turnover Intention Among Doctors in Malaysian Public Hospitals: Applying Affective Commitment as the Moderator

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

From sense of competence to work–life and life–work enhancements of medical doctors: Sen’s capability approach

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