A cross-national study on the antecedents of work–life balance from the fit and balance perspective

Drawing on the perceived work–family fit and balance perspective, this study investigates demands and resources as antecedents of work–life balance (WLB) across four countries (New Zealand, France, Italy and Spain), so as to provide empirical cross-national evidence. Using structural equation modelling analysis on a sample of 870 full time employees, we found that work demands, hours worked and family demands were negatively related to WLB, while job autonomy and supervisor support were positively related to WLB. We also found evidence that resources (job autonomy and supervisor support) moderated the relationships between demands and work–life balance, with high resources consistently buffering any detrimental influence of demands on WLB. Furthermore, our study identified additional predictors of WLB that were unique to some national contexts. For example, in France and Italy, overtime hours worked were negatively associated with WLB, while parental status was positively associated with WLB. Overall, the implications for theory and practice are discussed.Peer ReviewedPostprint (author's final draft

Work engagement, performance and active learning : the role of conscientiousness.

The present study examines whether the relationship between work engagement and job performance is moderated by the extent to which individuals are inclined to work hard, careful, and goal-oriented. On the basis of the literature, it was hypothesized that conscientiousness strengthens the relationship between work engagement and supervisor ratings of task and contextual performance as well as active learning. The hypotheses were tested on a sample of 144 employees from several occupations. Results of moderated structural equation modeling supported the hypotheses. Work engagement was positively related to task performance, contextual performance, and active learning, particularly for employees high in conscientiousness

New ways of working : impact on working conditions, work-family balance, and well-being

Organizations have started to redesign their approach to work by integrating technological innovations in their daily practices. Central to this new approach is that employees are asked to organize their work flexibly. Employees are expected to decide for themselves when they work, where they work, and by which communication tool/medium they work. Such a flexible work design, also referred to as new ways of working (NWW), has been applauded thus far, as it would lead to more efficient and cost-effective work processes. However, little is known about how NWW influence employees and their families. This chapter will focus on the advantages and disadvantages of NWW and on the question whether NWW help employees to find a better balance between work and nonwork roles. Insight into the possible pitfalls and opportunities of NWW may help employees to use NWW in such a way that they enable them to optimally combine their work and nonwork responsibilities

E-Resistance: making active choices of technology management in an agile-working age

The blurring lines between work and non-work activities have increased in line with the advancement of New Communication Technology (NCT). Agile working, enabled by these NCTs, blur those boundaries even further. As a consequence, workers are impelled to make active choices to resist and manage NCTs if they wish to strengthen the boundaries between work and non-work. This notion of resistance to NCT’s is evidenced in the realms of social media, smartphones, and generic use, but less so in the world of work-based NCTs. Lifespan Theories and Conservation of Resources Theory lend a strong theoretical framework in understanding the behaviours, motivations, and impact of E-Resistance - active choices of avoidance or resistance to control NCT use to balance one’s resources to meet work and personal goals

Crossover of Work–Life Balance Perceptions: Does Authentic Leadership Matter?

This research contributes to an improved understanding of authentic leadership at the work–life interface. We build on conservation of resources theory to develop a leader–follower crossover model of the impact of authentic leadership on followers’ job satisfaction through leaders’ and followers’ work–life balance. The model integrates authentic leadership and crossover literatures to suggest that followers perceive authentic leaders to better balance their professional and private lives, which in turn enables followers to achieve a positive work–life balance, and ultimately makes them more satisfied in their jobs. Data from working adults collected in a correlational field study (N = 121) and an experimental study (N = 154) generally supported indirect effects linking authentic leadership to job satisfaction through work–life balance perceptions. However, both studies highlighted the relevance of followers’ own work–life balance as a mediator more so than the sequence of leaders’ and followers’ work–life balance. We discuss theoretical implications of these findings from a conservation of resources perspective, and emphasize how authentic leadership represents an organizational resource at the work–life interface. We also suggest practical implications of developing authentic leadership in organizations to promote employees’ well-being as well as avenues for future research

The impact of interviewer working hours on police interviews with children.

Fatigue resulting from unpredictable or extended working conditions is a factor that negatively impacts the performance of police officers. In this study, we considered how investigative interviewing of children is influenced by interviewer working conditions. We examined two working conditions concerning when interviews were conducted: a) during early duty shift, b) an hour before the end of an interviewer’s duty shift and after the end of a shift. We analysed 102 police interviews with children and identified clues that interviews which commenced during early duty shift had more appropriate approaches than interviews in the other condition. Inappropriate approaches were not significantly affected by interviewer working conditions. These outcomes suggest considering new knowledge specific to the behaviour of interviewers according to working conditions and provide promising foundations for further research