Effects of work–family culture on employee well-being: Exploring moderator effects in a longitudinal sample

This present panel study had three aims: (1) to shed new light on the work–family culture (WFC)–well-being (work–family conflict, work engagement, job exhaustion) linkage by investigating lagged associations between the phenomena; (2) to consider the multidimensional nature of WFC by specifying whether its lagged effects on well-being would vary by its dimensions; and (3) to explore whether the positive aspects of WFC would prevent its negative ones from spilling over into employee well-being. The study was based on a 2-year longitudinal sample (N = 409) gathered among Finnish health care workers. The results showed that WFC was a bidimensional construct containing both negative (work–family barriers) and positive (work–family support) facets. Only its positive facets (work–family support) showed a lagged negative effect on the outcomes studied (work–family conflict). No signs of moderator effects were observed.     

Trait mindfulness and work–family balance among working parents: The mediating effects of vitality and sleep quality

The present study investigates the relationship between trait mindfulness and work–family balance among a sample of working parents. Sleep quality and vitality are tested as mediators of this relationship. Results indicate that those with greater mindfulness report greater work–family balance, better sleep quality, and greater vitality. As expected, the relationship between mindfulness and work–family balance was mediated by sleep quality and vitality. Results support the usefulness of further examination of the benefits of mindfulness in the work–family context.     

Social support and work–family conflict: A test of an indirect effects model

Most work–family research on social support is based on matching domain relationships, that is, social support in the work domain is related to work interfering with family conflict (WIF) and social support in the family domain is related to family interfering with work conflict (FIW). In this research, based on the conservation of resources (COR) model, we examined the cross domain indirect relationship between social support in the work domain and FIW and the cross domain indirect relationship between social support in the family domain and WIF. We tested this model across three samples in two studies. In Study 1, we examined the cross domain influence of supervisory and spouse support on work–family conflict using two large random samples (N = 1130; N = 2769). In Study 2, we tested an expanded model of social support to include both generic and work–family specific support, and examined the cross domain indirect relationships between these two types of support on work–family conflict using a sample of 435 employees. Specifically, we proposed that social support systems in the work domain such as family friendly organizational policies, family supportive organizational climate, perceived organizational support, and perceived supervisory support will be indirectly and negatively related to FIW via WIF and that spouse/partner support will be indirectly and negatively related to WIF via FIW. Results for Study 1 provided support for the cross domain indirect effects model and results for Study 2 provided support for the cross domain indirect effects for work–family specific social support systems. We discuss implications of these results for the theory and practice of managing work–family conflict.     

Social support and work–family conflict: A test of an indirect effects model

Most work–family research on social support is based on matching domain relationships, that is, social support in the work domain is related to work interfering with family conflict (WIF) and social support in the family domain is related to family interfering with work conflict (FIW). In this research, based on the conservation of resources (COR) model, we examined the cross domain indirect relationship between social support in the work domain and FIW and the cross domain indirect relationship between social support in the family domain and WIF. We tested this model across three samples in two studies. In Study 1, we examined the cross domain influence of supervisory and spouse support on work–family conflict using two large random samples (N = 1130; N = 2769). In Study 2, we tested an expanded model of social support to include both generic and work–family specific support, and examined the cross domain indirect relationships between these two types of support on work–family conflict using a sample of 435 employees. Specifically, we proposed that social support systems in the work domain such as family friendly organizational policies, family supportive organizational climate, perceived organizational support, and perceived supervisory support will be indirectly and negatively related to FIW via WIF and that spouse/partner support will be indirectly and negatively related to WIF via FIW. Results for Study 1 provided support for the cross domain indirect effects model and results for Study 2 provided support for the cross domain indirect effects for work–family specific social support systems. We discuss implications of these results for the theory and practice of managing work–family conflict.     

Couple and family therapists’ experiences with Telehealth during the COVID-19 pandemic: a phenomenological analysis

In designing this study, we aimed to obtain a rich, phenomenological understanding of the experiences of couple and family therapists who transitioned their practice to telehealth due to the COVID-19 pandemic. Twelve experienced therapists from the U.S., Spain and Australia were interviewed in depth about their experiences of this transition, particularly how they developed and maintained therapeutic alliances in a virtual context with couples and families suffering pandemic-related hardships. The qualitative analysis identified 40 themes reflecting participants’ initial impressions of telehealth and their positive and negative reactions and adjustments to practicing remotely. Upon overcoming some initial wariness about providing services virtually, many participants described advantages to this way of working with families. Indeed, participants were creative in adjusting to this novel therapy modality, finding new ways to connect emotionally with their clients, to work meaningfully with children, to assess in-session dynamics, and to ensure their clients’ privacy and safety. Notably, several participants commented on the relatively slower development of alliances with new cases and the challenge of repairing split alliances between family members. Many of these difficulties were described as due to having minimal access to their clients’ raw emotions and the inability to use typical systemic interventions, such as moving family members around physically. Participants also reflected on being a “participant observer” to the upheaval caused by the pandemic, a distressing experience they shared with the families in their care.

     

Does online social support uniquely buffer effects of stress during the COVID-19 pandemic?: A natural experiment

In-person sources of social support buffer effects of stress on mental health. However, online social support inconsistently demonstrates stress-buffering effects. Highly stressful circumstances, such as the first month of COVID-19 lockdown, may be necessary to benefit from support received from online networks. We investigated whether online support demonstrated an increased stress-buffering effect on depressive symptoms during the first month of COVID-19 lockdown. We collected cross-sectional data on three distinct groups of participants from February to April 2020—preceding lockdown (pre-COVID; n = 53), up to four weeks following university closures (initial lockdown; n = 136), and the final weeks of the semester (later lockdown; n = 127). Initial lockdown participants reported significantly more stress than pre-COVID but not later lockdown participants. The online social support by stress by COVID phase interaction was only significant for the initial versus later lockdown comparison. Online support buffered stress during initial lockdown but not later lockdown. Stress-buffering effects of offline support were observed and did not depend on COVID phase. Online support may only buffer stress when stress is heightened and offline support is less available.     

Recovery at home and performance at work: A diary study on self–family facilitation

This 5-day diary study among 65 Dutch employees focuses on the interplay between time on and off the job. We examined how daily off-job (work-related, physical, household) activities, in combination with the degree to which people want to engage in these activities relate to self–family facilitation (i.e., the positive influence of the fulfilment of one's own interests on one's family life). Further, we tested whether self–family facilitation relates to psychological detachment from work, recovery, and finally whether recovery relates to job performance. Multilevel analyses revealed that household activities enhance self–family facilitation only on days that people want to engage in such activities. Furthermore, spending time on household activities hinders psychological detachment on days people do not want to spend time on these activities. In addition, self–family facilitation and psychological detachment relate to better recovery the next morning. Finally, feeling recovered in the morning is beneficial for task performance during work. These findings emphasize the role of one's “wants” in the degree to which off-job activities lead to recovery. Furthermore, the results highlight the importance of keeping a good interaction between the self and the family for daily recovery and performance.     

Parental evaluation of teachers’ competences and characteristics during COVID-19 pandemic homeschooling

Social Psychology of Education - With the spread of the SARS-CoV-2 virus, school-related closures and the hasty transition into homeschooling, parents were required to take a more active and...     

Outcomes of work–life balance on job satisfaction,life satisfaction and mental health: A study across seven cultures

This study investigates the effects of work–life balance (WLB) on several individual outcomes across cultures. Using a sample of 1416 employees from seven distinct populations – Malaysian, Chinese, New Zealand Maori, New Zealand European, Spanish, French, and Italian – SEM analysis showed that WLB was positively related to job and life satisfaction and negatively related to anxiety and depression across the seven cultures. Individualism/collectivism and gender egalitarianism moderated these relationships. High levels of WLB were more positively associated with job and life satisfaction for individuals in individualistic cultures, compared with individuals in collectivistic cultures. High levels of WLB were more positively associated with job and life satisfaction and more negatively associated with anxiety for individuals in gender egalitarian cultures. Overall, we find strong support for WLB being beneficial for employees from various cultures and for culture as a moderator of these relationships.     

When family-supportive supervision matters: Relations between multiple sources of support and work–family balance

This study examines the mechanisms by which family-supportive supervision is related to employee work–family balance. Based on a sample of 170 business professionals, we found that the positive relation between family-supportive supervision and balance was fully mediated by work interference with family (WIF) and partially mediated by family interference with work (FIW) such that having a supportive supervisor was associated with low WIF and FIW which, in turn, were related to high balance. Consistent with an enhancement perspective, the relation between family-supportive supervision and balance was stronger for employees in family-supportive organizational environments than unsupportive environments and was stronger for employees with supportive spouses than unsupportive spouses. We discuss the theoretical implications of the findings and suggest areas for additional research.     

Work–family conflict,social support,and turnover intentions: A longitudinal study

This longitudinal study examined the relative merits of two alternative perspectives on the interplay between work–family conflict, social support, and turnover intentions. According to the cross-domain perspective, family-to-work conflict (FWC) should be more important in predicting increases in turnover intentions than work-to-family conflict (WFC). According to the matching-perspective, however, WFC should be more important in predicting increases in turnover intentions than FWC. We expanded the debate about matching- versus cross-domain relationships by testing whether resources (i.e., social support) should stem from the same domain (i.e., work or family) as the conflict (i.e., matching-principle) or from the other domain (i.e., cross-domain perspective). Additionally, authors hypothesized that changes in WFC and FWC predicted changes in turnover intentions and tested reciprocal relationships between WFC/FWC and turnover intentions. This longitudinal study (5-month time lag) with 665 employees revealed that (increases in) WFC predicted increases in turnover intentions, whereas (increases in) FWC did not. The relationship between WFC and increases in turnover intentions was buffered by work–family specific leader support but not by work–family specific support from family and friends. Further, results revealed reverse relationships such that turnover intentions predicted increases in WFC and FWC. Taken together, the results of this study supported the matching-principle rather than the cross-domain perspective. The reverse relationships found between work–family conflict and turnover intentions challenge the common view that work–family conflict antecedes turnover intentions in a unidirectional way.     

Dispositional variables and work–family conflict: A meta-analysis

Meta-analysis was used to comprehensively summarize the relationship between dispositional variables and both directions of work–family conflict. The largest effects detected were those associated with negative affect, neuroticism, and self-efficacy; all were in expected directions. In general, negative trait-based variables (e.g., negative affect and neuroticism) appear to make individuals more vulnerable to work–family conflict, while positive trait-based variables (e.g., positive affect and self-efficacy) appear to protect individuals from work–family conflict. In addition, the different dimensions of work–family conflict (time, strain, and behavior) exhibited different patterns of relationships with several of the dispositional variables. No moderating effects were found for sex, parental status, or marital status. Results support the notion that dispositions are important predictors of work–family conflict.     

Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work

This study presents three studies that explore the ways in which multiple support sources (workplace and family social support) help individuals to experience work–life balance (WLB) and thereby develop a sense psychological availability and positive energy at work. We examine this serial mediation model across three population groups in Israel using time-lagged data from part-time students (sample 1), as well cross-sectional data from workers in the industrial sector (sample 2) and physicians in public hospitals (sample 3). The results indicate a complex process in which workplace and family support augment employee positive energy through WLB and psychological availability. The findings shed light on the importance of support from work and nonwork sources for the pursuit of employees to achieve balance in the spheres of work and life and suggest that the WLB helps in the development of psychological availability and augmenting employee positive energy.     

Do health beliefs about COVID-19 predict morbidity? A longitudinal study

In a highly powered (N ≈ 5000), six-months longitudinal study (December 2020-May 2021), we tested the assumption that beliefs concerning COVID-19 and the precautions against it predicted morbidity. Six months after having filled out a survey measuring beliefs about the disease and the precautions against it, participants reported if they were or had been ill with COVID-19. A lower likelihood of being or having been ill with COVID-19 was predicted by personal optimism concerning infection, perceived personal control over infection, perceived effectiveness of precautions, and self-reported personal or better-than-average adherence to the precautions. A higher likelihood of being or having been ill with COVID-19 was predicted by perceived personal control over a good outcome of an infection, egocentric impact perception concerning the impact of the disease, perceived difficulty of adherence to the precautions, and both personal and egocentric impact perception concerning the impact of the precautions. Comparative optimism did not predict morbidity, nor did personal optimism concerning severe disease or a good outcome, perceived personal control over severe disease, and moralization of the precautions. We discuss implications for public health communication.     

Contribution of social support to home-quarantined Chinese college students’ well-being during the COVID-19 pandemic: the mediating role of online learning self-efficacy and moderating role of anxiety

Due to the outbreak of the COVID-19 pandemic, the implementation of quarantine policy led to an unprecedented home-quarantined living and online learning context for Chinese college students. This study aimed to investigate whether and how social support contributed to home-quarantined Chinese college students’ well-being during the COVID-19 pandemic. In particular, this study examined the mediating role of online learning self-efficacy in explaining how social support contributed to home-quarantined Chinese college students’ well-being. The study also examined the moderating effect of anxiety, which may buffer the effectiveness of social support and online learning self-efficacy in home-quarantined online learning contexts. Data include 2481 responses to an online questionnaire survey from home-quarantined Chinese college undergraduates. Data were analyzed by performing Partial Least Squares regression. Results showed that social support associated positively with home-quarantined Chinese college students’ online learning self-efficacy and well-being. The results revealed a partial mediating effect of online-learning self-efficacy on the positive effect of social support on well-being. The moderating effect analysis found that the positive association of online learning self-efficacy with social support and well-being was stronger in home-quarantined Chinese college students who perceived no anxiety.

     

Linking mechanisms of work–family conflict and segmentation

Despite the abundance of work and family research, few studies have compared the linking mechanisms specified in theoretical models of work–family conflict and segmentation. Accordingly, the current study provides a greater degree of empirical clarity concerning the interplay of work and family by directly examining the indirect effects of work–family conflict linkages and the direct effects of segmentation linkages on work and family satisfaction outcomes. Results, based on 209 samples and 994 effect sizes, indicate that indirect effect work–family conflict models explain 2.20% and 6.20% of the variance in job and family satisfaction outcomes, whereas direct effect segmentation models explain 54.10% and 48.50% of the variance in job and family satisfaction outcomes. Theoretical and practical implications of these findings are discussed.     

Contagious or prosocial? Perceptions of mask-wearers toward Whites and Asians: A cross-cultural comparison during the early stage of the COVID-19 pandemic

The COVID-19 pandemic has led to a worldwide increase in the use of face masks to prevent viral transmission. However, as mask-wearing was a new behavior in many countries, there was a limited understanding of how mask-wearers are perceived and how such perceptions impact one's own mask-wearing behavior. Mask-wearers may be seen as contagious or prosocial, and these perceptions may vary based on the race of the mask-wearer and the country of the observer, particularly given the rise in pandemic-related anti-Asian rhetoric in the U.S. In three experiments (N = 579), we investigated these questions, conducting two studies in the United States (May and July 2020), where mask-wearing was new and anti-Asian rhetoric has been prevalent, and one study in South Korea (November 2020), where mask-wearing was relatively common. Results indicate that masked individuals are perceived as less contagious and more prosocial, regardless of target race or participant nation. These perceptions were more pronounced among American political liberals, Americans who are more sensitive to infection transmission (Study 2), and Koreans who self-perceived a greater vulnerability to infection (Study 3). Especially in the U.S., perceiving the masked target as more prosocial predicted more self-reported mask-wearing, while perceiving the masked target as more contagious and less prosocial predicted less mask-wearing (Study 2). These findings provide insights into social perceptions of masks and race during the pandemic.