Work-Life Balance, Job Satisfaction, and Job Performance of SMEs Employees: The Moderating Role of Family-Supportive Supervisor Behaviors

Susanto, Perengki; Hoque, Mohammad Enamul; Jannat, Taslima; Emely, Bamy; Zona, Mega Asri; Islam, Md. Asadul

doi:10.3389/fpsyg.2022.906876

Cited by 33 publications

(45 citation statements)

References 73 publications

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“…Which infers the increase of 1 unit in work life balance contributes to extension of 12.8% in job performance. This result is supported by Empirical findings show that work-life balance and job satisfaction promotes performance in a beneficial way [67]. Thus H2 and H3 are accepted.…”

Section: Regression Analysismentioning

confidence: 54%

Impact of Emotional Labour, Work-life Balance, and Job Satisfaction on Cabin Crews’ Job Performance

Kumari

Aithal

2022

IJMTS

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Purpose: The purpose of this paper was to investigate the impact of emotional labour, job satisfaction, and work-life balance on cabin crews’ job performance. In addition, an attempt was made to evaluate the moderating effect of job satisfaction and work-life balance in lowering the negative repercussions of emotional labour on job performance. Design: 201 responses were obtained from cabin crew members through a primary data collecting survey, which were then analysed using several statistical tools relating to the study's aims, including ANOVA and regression analysis through SPSS 26. Furthermore, secondary data was collected via numerous web platforms such as Google Scholar, Science Direct, Emerald Publications, Tailor and Francis, Srinivas Publications, etc. Findings: The results showed that emotional labour had a significant negative impact on job performance, whereas a high level of work-life balance and job satisfaction mitigated the negative effects of emotional labour on job performance. Finally, the study claimed that job satisfaction and work-life balance have a significant impact on cabin crew performance. Originality/Value: Since flight attendants frequently struggle with the problem of emotional consequences as a result of the nature of their job, this study is critical to the HR of the aviation sector in implementing policies to reduce the negative effect of emotional labour in order to improve job satisfaction and work-life balance, which increases cabin crews' productivity. Type of Paper: Empirical study

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Section: Regression Analysismentioning

confidence: 54%

Impact of Emotional Labour, Work-life Balance, and Job Satisfaction on Cabin Crews’ Job Performance

Kumari

Aithal

2022

IJMTS

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“…Job satisfaction is an important concept in occupational medicine and is positively correlated with health and wellbeing (6). A high level of job satisfaction has a positive effect on work performance, health, and behavior at work, and satisfied employees tend to be more productive and creative (7)(8)(9). Moreover, employees with greater job satisfaction are less likely to leave their jobs than those who are dissatisfied (6,10,11).…”

Section: Introductionmentioning

confidence: 99%

Working conditions, authorizations, mental health, and job satisfaction of physician assistants in Germany

Treusch

Möckel

Kohlstedt

2023

Front. Public Health

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ObjectiveThis study explores associations among the overall and facet-specific job satisfaction, work-related factors, responsibilities, and mental health of physician assistants (PAs) in Germany to identify factors that prolong the lifetime and wellbeing of PAs in practice and to counteract the shortage of healthcare staff.MethodsAn online survey comprising sociodemographic and work-related items, items from the short questionnaire of general and facet-specific job satisfaction (KAFA), and the Depression, Anxiety, and Stress Scale (DASS-21) were distributed to PAs working in Germany in 2021 (cross-sectional survey design). Descriptive statistics, DASS-21 subscale score analysis, t-test, ANOVA, or Kruskal–Wallis test was used.ResultsPAs (n = 169) were working mainly in surgery (23.2%), internal medicine (20.3%), or orthopedics and trauma surgery (17.5%), whereas only a few PAs were working in emergency care, geriatrics, neurology, or oncology. They were responsible for a broad spectrum of medical activities depending on the practice setting. PAs working in emergency care claimed to be the most empowered, followed by PAs in orthopedics and surgery. Almost all PAs carried out documentation, anamnesis, and diagnostic services. Although almost all PAs rated their overall job satisfaction as good, satisfactory, or pleasant (91.6%), single facets of job satisfaction were rated differently. Colleagues and supervisors were assessed very positively, whereas payment and professional activities were rated rather average and development opportunities even worse. PAs working in oncology demonstrated the highest overall job satisfaction, followed by PAs working in geriatrics and emergency care. Overall job satisfaction was significantly negatively associated with depression, anxiety, and stress scores (p ≤ 0.001, p ≤ 0.05, and p ≤ 0.05, respectively). Particularly, female gender, having an urban residence, and PAs working in oncology demonstrated significantly increased anxiety scores. Moreover, depression scores of PAs working in oncology or neurology or with a low net income exceeded critical cutoff values.ConclusionInterventions aimed at removing the significant negative correlation among job satisfaction, depression, anxiety, and stress scores are needed. To retain PAs in their jobs, salary, autonomy, and development opportunities should be improved and prevention programs for anxiety and depression should be offered. Remarkably, PAs' overall good job satisfaction was mainly determined by good evaluations of supervisors and colleagues.

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“…The purpose of this supervisor behavior is to balance the teacher’s work-family relationship and to achieve a “win-win” situation for both teachers and the organization. Research has shown that FSSB not only stimulates teachers’ organizational commitment, performance, and reduces turnover, but also enhances teachers’ marital satisfaction, subjective wellbeing, and job satisfaction, as well as their physical and mental health ( Olde-Dusseau, 2012 ; Aryee et al, 2013 ; Olde-Dusseau et al, 2016 ; Hammer et al, 2019 ; Lu et al, 2019 ; Talukder, 2019 ; Chen and Zhang, 2020 ; Liu et al, 2020 ; Rofcanin et al, 2020 ; Shi et al, 2020 ; Luo et al, 2022 ; Susanto et al, 2022 ; Ahmed et al, 2023 ; Kim et al, 2023 ). In the current context and traditional Chinese culture, does family-supportive supervisor behavior influence the level of thriving at work and teachers’ innovative behaviors, allowing employees to “go to work with passion and innovative thinking” and thereby promoting organizational productivity?…”

Section: Introductionmentioning

confidence: 99%

The effect of family supportive supervisor behavior on teachers’ innovative behavior and thriving at work: A moderated mediation model

Liu²

2023

Front. Psychol.

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ObjectiveIn today’s society, teachers are increasingly focused on the harmonious development of work and family. However, few studies have discussed family supportive supervisor behavior to promote teachers’ innovative behaviors and thriving at work. The study explores the mechanisms of family-supportive supervisor behaviors on teachers’ innovative behaviors and thriving at work.MethodsIn this study, we adopt a questionnaire-based follow-up study of 409 career married teachers in Northwest China at three time points based on the Work-home Resource Model and Resource Conservation Theory.ResultsThe results indicate that family supportive supervisor behavior has a significant positive predictive effect on teachers’ innovative behavior and thriving at work, and work-family enrichment mediates between this relationship. In addition, proactive personality moderates the relationship between family-supportive supervisor behavior and work-family enrichment and the mediating role of work-family enrichment.ConclusionPrior research has focused more on the impact of job characteristics within the work domain on work innovation behavior and thriving at work, and some studies have explored the impact of family-level factors on teacher behavior, but more often than not, they have been described based on a conflict perspective. This paper explores the positive impact of family-supportive supervisor behavior on teachers’ innovative behaviors and thriving at work from a resource flow perspective and identifies its potential boundary conditions. This study extends theoretical research on family-work relationships while providing new grounding and research perspectives for improving teacher work and family enrichment.

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Work-Life Balance, Job Satisfaction, and Job Performance of SMEs Employees: The Moderating Role of Family-Supportive Supervisor Behaviors

Cited by 33 publications

References 73 publications

Impact of Emotional Labour, Work-life Balance, and Job Satisfaction on Cabin Crews’ Job Performance

Impact of Emotional Labour, Work-life Balance, and Job Satisfaction on Cabin Crews’ Job Performance

Working conditions, authorizations, mental health, and job satisfaction of physician assistants in Germany

The effect of family supportive supervisor behavior on teachers’ innovative behavior and thriving at work: A moderated mediation model

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