Work-family balance or greedy organisations?

This paper re-examines the concept of work-family balance by analyzing qualitative data from interviews conducted with Australian senior female staff and managers at a major metropolitan bank and a large, regional hospital. Extant research suggests that managers and staff in senior roles, who have greater autonomy and discretion than other employees, are better able to balance their work and family demands. This paper finds evidence for work-family conflict among participants, who perceive they have "no balance" and must make many personal sacrifices to meet the conflicting demands of work and family. Our findings are confronted with the greedy institutions framework which provides a suitable metaphor to understand the role of organizations in supporting the dual demands of work-family

The effects of burnout and supervisory social support on the relationship between work-family conflict and intention to leave: A study of Australian cancer workers

Purpose: The aim of this paper is to examine the effects of burnout and supervisory social support on the relationship between work-family conflict, and intention to leave of cancer workers in an Australian health care setting. Design/methodology/approach: Data collected from a public hospital of 114 cancer workers were used to test a model of the consequences of work-family conflict. The strength of the indirect effects of work-family conflict on intention to leave via burnout will depend on supervisor support was tested by conducting a moderated mediation analysis. Findings: Path analytic tests of moderated mediation supported the hypothesis that burnout mediates the relationship between work-family conflict (i.e. work-in-family conflict and family-in-work) and intention to leave the organisation and that the mediation framework is stronger in the presence of higher social supervisory support. Implications are drawn for theory, research and practice. Originality/value: This study applies the innovative statistical technique of moderated mediation analysis to demonstrate that burnout mediates the relationship between work-family conflict and intention to leave the organisation and that the mediation framework is stronger in the presence of lower social supervisory support. In the context of the continued shortage of many clinician groups theses results shed further light on the appropriate course of action for hospital management

The impact of employee perceptions of training on organisational commitment and turnover intentions: a study of multinationals in the Chinese service sector.

This study examines the impact of employee perceptions of training on organizational commitment, and the latter’s relationship with turnover intentions. Structured equation modelling is conducted on survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector. The results of the survey are consistent with social exchange theory. They highlight the importance of training as a tool to enhance the affective organisational commitment of employees, and reduce turnover. The findings differ from previous studies in non-Chinese settings. No evidence was found of any impact of motivation to learn and perceived benefits of training on organizational commitment. This may be explained by three factors; the involuntary nature of employee training, the limited career development opportunities on offer to local employees of multinational enterprises and the difficulty employees face in applying learnt skills given cultural differences. The implications for research and practice are discussed