Work–Home Interface and Well-Being

Babic, Audrey; Stinglhamber, Florence; Bertrand, Françoise; Hansez, Isabelle

doi:10.1027/1866-5888/a000172

Cited by 17 publications

(23 citation statements)

References 49 publications

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“…These results, hence, provide some support to the hypothesis that employees' over-involvement in one role does make up for the deficiencies in another role through a compensation mechanism as suggested by Rothbard (2001). However, this over-involvement in a life domain is unable to compensate the negative emotion produced in another life domain, as also found in some previous studies (Babic, Stinglhamber, Bertrand, & Hansez, 2017;Lundberg & Schaufeli, 2006).…”

Section: Discussionsupporting

confidence: 87%

Well-being at work and its association with work-home interactions: a study of young Vietnamese employees

Bui¹,

Trang²,

Duc³

2020

Health Psychology Report

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health psychology report •  original article background Studying well-being at work and how it is related to employees' work-home interactions has been of great concern to both researchers and policy-makers in recent years. The aim of this study is to investigate the status of well-being at work of young Vietnamese employees working in Hanoi city and how dimensions of their work-home interaction contribute to their well-being at work. participants and procedure A self-administered questionnaire survey was conducted on 675 Vietnamese employees whose age was under 35 years. Demo and Paschoal's well-being at work scale and the Survey Work-Home Interaction-Nijmegen (SWING) scale were applied to measure employees' well-being at work and work-home interactions respectively. The control variables include employees' sex, marital status, working tenure, work position, mentoring, and type of organization. results This study documented differences in the status of wellbeing at work between groups by gender, work position, mentoring, whereas no difference was found between groups in age, marital status, working tenure or types of organization. Regression results demonstrated that altogether positive work-home, negative work-home, positive homework interactions and work position can explain quite well the variance of employees' well-being at work, and the predictive power of positive interaction for wellbeing at work was significantly stronger than that of work position and negative work-home interaction. conclusions Our results suggested that to promote employees' wellbeing at work, organizations should invest in boosting the positive interactions between work and home life of employees. Work position, gender issue and mentoring are also meaningful determinants of well-being at work.

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Section: Discussionsupporting

confidence: 87%

Well-being at work and its association with work-home interactions: a study of young Vietnamese employees

Bui¹,

Trang²,

Duc³

2020

Health Psychology Report

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“…Job strain was measured with the Negative Occupational State Inventory subscale (NOSI) and job engagement with the Positive Occupational State Inventory subscale (POSI) developed by Barbier, Monseur, Bertrand and Hansez (2012). Both have been used in diverse occupational fields (e.g., Babic et al, 2015; Babic, Stinglhamber, Bertrand, & Hansez, 2017). The NOSI subscale comprises eleven items (e.g., “I feel demoralized by my work”).…”

Section: Methodsmentioning

confidence: 99%

High-Performance Work Systems and Well-Being: Mediating Role of Work-to-Family Interface

Babic¹,

Stinglhamber²,

Hansez

2019

Psychologica Belgica

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Regarding the effects of High-Performance Work Systems (HPWS), we can draw two conclusions. First, existing studies on the effects of HPWS on employees’ well-being at work are scarce. Second, few studies have considered the relationships between HPWS and work-to-family interface (i.e., work-to-family enrichment, WFE; and work-to-family conflict, WFC). Only one previous study conducted on a Portuguese sample (i.e., Carvalho & Chambel, 2016 ) has examined the relationships between these concepts in a comprehensive model. Our study aims to replicate one part of Carvalho and Chambel’s model but also to extend previous work. We investigated a model of HPWS-employees’ well-being at work (i.e., job engagement and job strain) relationships by considering work-to-family interface as a mediator. We surveyed 170 employees of a Belgian company. Data were analysed using structural equation modelling and bootstrapping method. WFE partially mediates the relationships between HPWS and job engagement, whereas WFC partially mediates the relationships between HPWS and job strain. Our study, confirming the results of Carvalho and Chambel ( 2016 ), highlights the important role of HPWS in the development of employees’ well-being at work. Working in an organization where HPWS are applied leads employees to perceive more enrichment and less conflict between their work and family lives, making them more engaged in and less stressed by their work.

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“…Work engagement is associated with low levels of health complaints [69] and high levels of psychological and physical health [70], high levels of job performance [71], work motivation [12,72], and well-being [73]. Moreover, it is negatively related to burnout [57,74], work–family conflict [75], and sleeping difficulties [76]. Furthermore, the increase in work engagement is included among the measures for health promotion in older workers [77].…”

Section: The Buffering Role Of Work Engagement On Workaholism’s Unmentioning

confidence: 99%

Can Work Engagement Be a Resource for Reducing Workaholism’s Undesirable Outcomes? A Multiple Mediating Model Including Moderated Mediation Analysis

Kovalchuk

Buono

Ingusci

et al. 2019

IJERPH

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This study aimed to explore a possible process explaining the relationship between workaholism and sleep disorders, including two mediators: work–family conflict and emotional exhaustion. Moreover, since a possible buffering role of work engagement was recently proposed against the detrimental effects of workaholism, the aim was to examine the moderating role of work engagement in the relationship between workaholism and several outcomes such as work–family conflict, emotional exhaustion, and sleep disorders. Two models were tested using conditional process analysis for testing direct and indirect effects on a sample of 395 employees: (1) a serial multiple mediation model, and (2) the same serial multiple mediation model including the moderating role of work engagement. Results showed a significant mediating effect of both work–family conflict and emotional exhaustion. Moreover, work engagement moderated the relationship between workaholism and work–family conflict and the relationship between workaholism and emotional exhaustion. This work contributes to the understanding of the process underlying the relationship between workaholism and sleep disorders and to the literature reporting the possible protective role of work engagement on the negative outcomes of workaholism. Practical implications are also discussed.

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Work–Home Interface and Well-Being

Cited by 17 publications

References 49 publications

Well-being at work and its association with work-home interactions: a study of young Vietnamese employees

Well-being at work and its association with work-home interactions: a study of young Vietnamese employees

High-Performance Work Systems and Well-Being: Mediating Role of Work-to-Family Interface

Can Work Engagement Be a Resource for Reducing Workaholism’s Undesirable Outcomes? A Multiple Mediating Model Including Moderated Mediation Analysis

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