Work–life conflict and burnout among working women: a mediated moderated model of support and resilience

Gupta, Pragya; Srivastava, Shalini

doi:10.1108/ijoa-12-2019-1993

Cited by 43 publications

(40 citation statements)

References 117 publications

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“…Research has shown that the buffer for employees to be able to endure chaotic situations is the support from friends and family. Increased resilience in employees indicates that employees will be able to avoid work burnout due to increased family and friends' support [65]. This finding shows a connection between friends' and family's support, resilience, and employees' work engagement.…”

Section: Mediating Effects Of Resiliencementioning

confidence: 79%

Examining the Predictors of Resilience and Work Engagement during the COVID-19 Pandemic

2021

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Previous studies have acknowledged the importance of resilience in enabling individuals to cope and bounce back from crises and unexpected situations like the COVID-19 pandemic. Thus, this study advances conservation of resources theory by investigating the job, social, and personal resources underlying employees’ resilience, and the impact of resilience in stimulating job engagement amid the COVID-19 pandemic. The model was tested using data collected from 259 employees in Malaysia. Results of path modeling analysis revealed significant impacts of self-efficacy, facilitating conditions, and family and friends’ support on employees’ resilience. Besides, resilience was significantly associated with job engagement. Our findings suggest that management concerns for employees may not enhance employees’ resilience amid the COVID-19 pandemic. Nevertheless, management could stimulate their employees’ resilience by providing them with the flexibility to spend quality time with their loved ones and adequate support for enabling working conditions.

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Section: Mediating Effects Of Resiliencementioning

confidence: 79%

Examining the Predictors of Resilience and Work Engagement during the COVID-19 Pandemic

2021

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“…The position of women in organisations is a widely researched area, and numerous studies recognised that women face the inequality regime in (gendered) organisations where they progress harder and struggle to achieve the same recognition as men (Gupta and Srivastava, 2020; Mate et al , 2019; Santos and Garibaldi de Hilal, 2018; Grow and Yang, 2018; Alvesson, 2013, 2009; Acker, 2009, 1990). The situation is similar in communication industries with women reporting the inequality and cultural masculinities in journalism and advertising, for example (Mills, 2014, 2017; Crewe and Wang, 2018; Gregory, 2016, 2009; Broyles and Grow, 2010, 2008; Cooke, 2019; Topić, 2020).…”

Section: Introductionmentioning

confidence: 99%

Fluffy PR and ‘comms girls’: banter, social interactions and the office culture in public relations in England

Topić

2021

IJOA

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Purpose The purpose of this paper was to explore social interactions, banter and the office culture in the public relations (PR) industry in England with the use of the difference approach and Bourdieu’s habitus theory. The paper explores whether PR organisations act as masculine habitus. Design/methodology/approach Qualitative interviews were conducted with 26 women practitioners, and thematic analysis was used to analyse data. Women were asked questions on social interactions, banter and the office culture, as well as questions on exclusion, from business decisions and having to work harder to succeed. Findings Findings show that two main themes dominate in responses from interviewees, “de-patriarchalisation” of PR with no personal appearance requirements and no business exclusions because of gender, and “gendered organisations” where interviewees reported dismissive stereotypes of women who work in PR, networking as a job requirement and differences between male-dominated and female-dominated offices, which includes differences between social interactions and banter among men and women. Practical implications Results indicate that women feel there are differences in social interactions and banter between men and women. Interviewees also report masculine domination as and harmful stereotypes of public PR professionals, most of whom are women. Organisations who have PR departments, as well as those who hire PR agencies to do the work externally, should design policies on the office culture to ensure equality and respectful work environment for everyone. Social implications In line with the difference approach, women report differences in social interactions and banter between them and men, thus signalling that social differences influence the office culture and work interactions, which tend to be gendered. Findings also indicate that organisations are functioning as a masculine world where women struggle to fit in and obtain recognition. Consciousness-raising is needed in the industry because many women do not recognise oppression in the form of social interactions, and its effect on the position of women or the fact that the most feminized industry is being trivialised by the men on top. Originality/value To the best of the author’s knowledge, this is the first paper analysing interactions in PR offices using the difference approach and Bourdieu’s habitus theory.

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“…26 The lack of support from their spouses in terms of household responsibilities can further contribute to the mental stress of females, which can result in much higher levels of personal burnout among working women. 39,40 In this study among female factory workers, there was a considerable number reporting conflict between work and family (0.7039 ± 0.8581).…”

Section: Conflict Of Priorities Between Work and Familymentioning

confidence: 62%

“…A study among males and females showed that burnout was positively associated with work-to-family conflicts. 39 Among working women, Gupta & Srivastava (2020) showed that burnout was positively associated with work-life conflict, and similarly, the latter was negatively associated with family support. 40 The same was also evident among female pediatricians that showed women were less likely to be successful in balancing their job and other personal responsibilities in life).…”

Section: Conflict Of Priorities Between Work and Familymentioning

confidence: 99%

“…39 Among working women, Gupta & Srivastava (2020) showed that burnout was positively associated with work-life conflict, and similarly, the latter was negatively associated with family support. 40 The same was also evident among female pediatricians that showed women were less likely to be successful in balancing their job and other personal responsibilities in life). 39 This may be due to multiple responsibilities and more non-work-related responsibilities handled by females.…”

Section: Conflict Of Priorities Between Work and Familymentioning

confidence: 99%

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Analysis of Burnout Indices and Components of Organizational Climate among Female Factory Workers

2021

Acta Med Philipp

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Introduction. With the growing number of females employed as factory workers, it is important to look into the phenomenon of burnout and related organizational climate affecting these workers. Objectives. The study's objectives were: 1) to come up with the indices of burnout among Filipino female factory workers and; 2) to come up with indices of organizational climate components of job autonomy, the content of the job, and nature of management through exploratory factor analysis. Methods. The secondary data used for this study were from a cross-sectional study involving 344 female factory workers. The indicators of the organizational climate were derived through exploratory factor analysis of items in the dataset. Exploratory Factor Analysis was used to reduce the variables into a fewer set of “Component Variables.” The technique explored the relationship of each indicator and then grouped them according to which component they were highly correlated. Using the factor loadings as weights, the index score was generated. The organizational climate indices were derived from the factor loading scores. Burnout Score was derived from respondents’ answers on nine items relating to burnout. The organizational climate indexes were also generated using factor analysis with these components- job autonomy, content of the job, and nature of management. Cronbach alpha was generated for all the items under each index to show the internal consistency and scale reliability. Results. There were 344 female respondents with a mean age of 26 (SD=5.02), and the majority were single (69.21%). Nine items were measured with the lowest average response “work is boring” (0.259 ± .560) for burnout indices. The highest mean answer for the item “work requires new skills or upskilling regularly” at 1.619 ± .762, suggesting that most respondents were required to upskill regularly. “Salary is not enough to meet worker’s needs” also has a high average response, suggesting that most respondents felt that their salary was insufficient to sustain their daily needs. The total burnout score indicates that workers experienced moderate burnout. The indices for burnout have good internal consistency and scale reliability (Cronbach alpha= 0.712). The organizational climate was grouped into Indexes through factor analysis, namely, Autonomy on Quality Index, Autonomy on Rest Index, Skilled work content Index, Physical work content Index, Hazardous work content Index, Health, Safety, and Compensation Index, and Training Index. Autonomy on Quality Index has a mean of 66.877 ± 31.934, suggesting that the autonomy on quality for respondents was moderately high, while Autonomy on Rest Index was 24.159 ± 30.788, suggesting that respondents have low autonomy on rest. The skilled work content index was high at an average of 70.801 ± 22.87, while physical work content and hazardous work content index were low at 29.398 and 25.377, respectively. Health, Safety, and Compensation index average was very low at 8.891 ± 8.524. Conclusion. This study came up with indices of burnout unique to female factory workers. The indexes were boredom/boring work, repetitious tasks, fast-paced work, work pressure, not sufficient compensation, work-home conflicts, upskilling, physically tiring, mentally tiring, and salary is not sufficient to meet basic needs. This study also came up with the indexes of organizational climate relating to job autonomy, content of job, and nature of management. The several items under each of these components were subjected to Factor Analysis to come up with indexes of organizational climate. Thus, the contribution of this study is coming up with a burnout index unique to the Filipino factory worker, not just based on subjective expert opinion, but data-driven and statistically derived.

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Work–life conflict and burnout among working women: a mediated moderated model of support and resilience

Cited by 43 publications

References 117 publications

Examining the Predictors of Resilience and Work Engagement during the COVID-19 Pandemic

Examining the Predictors of Resilience and Work Engagement during the COVID-19 Pandemic

Fluffy PR and ‘comms girls’: banter, social interactions and the office culture in public relations in England

Analysis of Burnout Indices and Components of Organizational Climate among Female Factory Workers

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