Mujtaba M. Momin and Krishna Priya Rolla
The purpose of the paper is to examine study probes into the association between work–family balance (WFB) and workplace wellbeing (WWB), as there has been a dearth of studies in…
Abstract
Purpose
The purpose of the paper is to examine study probes into the association between work–family balance (WFB) and workplace wellbeing (WWB), as there has been a dearth of studies in this domain. Furthermore, the study deciphers the mediation and moderation effect of work engagement (WE) and turnover intent, respectively, on this primal relationship.
Design/methodology/approach
The present study undertakes a quantitative analysis of full-time regular employees (n = 334) in the USA, with a minimum experience of two years in current employment. The data was collected in two phases to minimize common method bias. The collected data was analysed via structural equation modelling.
Findings
Results indicate a positive association between WFB and workplace well-being. The mediation effect of WE on the primal association between WFB and workplace wellbeing is also substantiated. Though turnover intent failed to moderate this association between WFB and WWB; but mitigated the linkage between WE and workplace wellbeing.
Practical implications
The study demonstrates that the direct relationship between WFB and WWB is more pronounced than its indirect association. This insight could help organizations to design policies that include WFB; which can further accelerate WWB and work immersion attitudes amongst employees. Finally, this paper illustrates that employee attrition can be controlled by championing a climate of WE and WWB.
Originality/value
The present investigation offers an insight into the direct association between the WFB and workplace well-being of employees; and the pivotal role of WE in the whole nexus, an investigation which has been largely ignored, in the past. Furthermore, it refutes the effect of negative constructs like turnover intention, in the presence of positive associates like WE and WFB; which is an important lead for both practitioners and theorists.
Details
Keywords
Dina Sabry Said, Sucheta Agarwal, Yehia Ibrahim Alzoubi, Mujtaba M. Momin and Ariz Naqvi
Several organizations decided to work remotely after the Indian Government proclaimed a state of emergency on March 24, 2020, to prevent the spread of COVID-19. Employees across…
Abstract
Purpose
Several organizations decided to work remotely after the Indian Government proclaimed a state of emergency on March 24, 2020, to prevent the spread of COVID-19. Employees across all industries, particularly the Generation-Y, were stressed as a result of the COVID-19 outbreak. The purpose of this study is to fills that gap by looking at the effects of occupational stress factors (such as coworker support, work–life balance [WLB] and role expectation conflict) on Generation-Y employees in the educational sector during COVID-19.
Design/methodology/approach
The causes and consequences of the three occupational stresses listed above were investigated. In total, 231 surveys from workers at private and public educational institutions in India were analyzed using partial least square-structural equation modeling analysis.
Findings
The results revealed that support from coworkers greatly reduced job stress, the WLB had a positive impact on the work and personal lives, and the lack of role specification in Generation-Y employees had a negative impact on their job performance.
Originality/value
This study has considered the occupational stress variables among Generation-Y in the era of COVID-19, which need attention to improve the performance of the academic sector.