7 research outputs found
Humane Orientation, WorkâFamily Conflict, and Positive Spillover Across Cultures
Although cross-national workâfamily research has made great strides in recent decades, knowledge
accumulation on the impact of culture on the workâfamily interface has been hampered by a limited
geographical and cultural scope that has excluded countries where cultural expectations regarding work,
family, and support may differ. We advance this literature by investigating workâfamily relationships in a
broad range of cultures, including understudied regions of the world (i.e., Sub-Saharan Africa, Southern Asia).
We focus on humane orientation (HO), an overlooked cultural dimension that is however central to the
study of social support and higher in those regions. We explore its moderating effect on relationships
between work and family social support, workâfamily conflict, and workâfamily positive spillover.
Building on the congruence and compensation perspectives of fit theory, we test alternative hypotheses on a sample of 10,307 participants from 30 countries/territories. We find HO has mostly a compensatory role
in the relationships between workplace support and work-to-family conflict. Specifically, supervisor and
coworker supports were most strongly and negatively related to conflict in cultures in which support is most
needed (i.e., lower HO cultures). Regarding positive spillover, HO has mostly an amplifying role. Coworker
(but not supervisor) support was most strongly and positively related to work-to-family positive spillover in
higher HO cultures, where providing social support at work is consistent with the societal practice of providing
support to one another. Likewise, instrumental (but not emotional) family support was most strongly and
positively related to family-to-work positive spillover in higher HO cultures
Digital labourersâ proactivity and the venture for meaningful work: Fruitful or fruitless?
Digital Labor, taking up flexible but small-scale employment arrangements on onlineintermediary platforms, with few constraints on how much, when, and where work isperformed, are becoming the new work reality for many individuals. Scholars have arguedthat this type of work is inherently demeaning. We seek to explore the workerâsperspective and how theirlong-term perspective aligns or misaligns with their actual workarrangement. We draw on career construction theory and hypothesize a jobâcareercongruence model suggesting that when workersâ cognitive presentations of theirmicrowork as jobs or careers are incongruent, they are less likely to experience theirwork as meaningful. The results from a two-stage field study of 803 workers from twomicroworking platforms support the negative effect of an incongruent jobâcareer schemaon workersâ experience of meaningful work. Additionally, results demonstrate that evenworkers who are proactive in nature, seem unable to excel in these fluid work settingswhen their job-career schema are not aligned
From crafting what you do to building resilience for career commitment in the gig economy
The present study investigates how individual and collaborative job crafting may help digital labourers to build resilience and career commitment in the gig economy. Results based on a time-lagged survey from 334 digital labourers indicate that those who engaged in higher individual job crafting reported subsequently higher resilience at the outset. Moreover, high collaborative job crafting compensated for low individual crafting efforts in reaching higher resilience and subsequently higher career commitment in the gig economy. Theoretical and practical implications for sustainable careers in the gig economy are discussed
From crafting what you do to building resilience for career commitment in the gig economy
he present study investigates how individual and collaborative job crafting may help digital labourers to build resilience and career commitment in the gig economy. Results based on a time-lagged survey from 334 digital labourers indicate that those who engaged in higher individual job crafting reported subsequently higher resilience at the outset. Moreover, high collaborative job crafting compensated for low individual crafting efforts in reaching higher resilience and subsequently higher career commitment in the gig economy. Theoretical and practical implications for sustainable careers in the gig economy are discussed
Digital labourersâ proactivity and the venture for meaningful work: Fruitful or fruitless?
Digital Labor, taking up flexible but small-scale employment arrangements on online intermediary platforms, with few constraints on how much, when, and where work is performed, are becoming the new work reality for many individuals. Scholars have argued that this type of work is inherently demeaning. We seek to explore the workerâs perspective and how their long-term perspective aligns or misaligns with their actual workarrangement. We draw on career construction theory and hypothesize a jobâcareer congruence model suggesting that when workersâ cognitive presentations of their microwork as jobs or careers are incongruent, they are less likely to experience their work as meaningful. The results from a two-stage field study of 803 workers from two microworking platforms support the negative effect of an incongruent jobâcareer schema on workersâ experience of meaningful work. Additionally, results demonstrate that even workers who are proactive in nature, seem unable to excel in these fluid work settings when their job-career schema are not aligned
Boundaryless careers in the gig economy: An oxymoron?
Advocates of the boundaryless career perspective have relied to a great extent on the assumption that actors take responsibility for their own career development and that they consequently take charge of developing their career competencies. In this provocation piece, we debate the obstructions to and potential ways to promote boundaryless careers in the gig economy, whichâdespite appearing on the surface to offer suitable conditions for boundaryless careersâsuffers from numerous conditions that hinder such careers. Thus, boundaryless careers in the gig economy could be an oxymoron. In particular, we conjecture that intraorganisational and interorganisational career boundaries restrict gig workers' development of relevant career competencies and thus limit their mobility. We then put forward the notion that we have to consider moving away from traditional, employerâcentric human resource management and introduce new forms of networkâbased and selfâorganised human resource management practices (in the form of collaborative communities of practice) in order to diminish these boundaries