Work–life interface

About: Work–life interface is a research topic. Over the lifetime, 71 publications have been published within this topic receiving 13964 citations.

Relationship between role overload and the work–family interface

Abstract: The purpose of this study is to investigate the relationship between role overload (RO) and the work–family interface (work–life conflict and work–life enrichment) among bank employees and the moderating effects of personal life characteristics and commitments on this relationship. It aimed to bring out the importance of contextual factors in individual's interactions across various roles.,A structured questionnaire based on validated instruments was designed and administered to 279 employees from the banking sector in India. The instrument was adapted to the local language to ensure ease of comprehension.,RO was positively correlated with both work interference with personal life (WIPL) and personal life interference with work (PLIW), and negatively correlated with work–personal life enrichment (WPLE). Gender, number of children and age of the youngest child significantly moderated the relationship between RO and WIPL.,This study was limited by the use of self-reported data and its cross-sectional nature. Future studies will need to include a larger sample with people from across the workplace hierarchy.,This paper provides valuable insight into the influence of personal life characteristics and commitments on RO and the work–family interface.,The banking sector is among the top 10 most stressful workplaces in India due to high work pressure and the threat of competition. These working conditions make it important to understand employee perceptions of RO and its impact on the work–family interface.

The work-life interface and the role of HR: employee experiences in Brazil

Abstract: Work-life studies address an individual's need to reconcile work and non-work aspects of life. With the increasing demands in both spheres, organizations have responded by developing policies and programs aimed at alleviating conflict and providing support for workers. However, the concepts of work-life balance and work-life conflict were constructed within a particular time and place and thus may be culture and context-specific. Despite an increasing trend in cross-cultural work-life studies, most research has focused on developed countries and a key issue remains examining whether theories, models and findings are valid in a less comparable setting. The present research contributes to this understanding by examining the work-life interface from the perspective of human resource professionals in Rio de Janeiro, Brazil. Findings suggest that there is little organizational support beyond what is mandated by the government and the prevalence of informal arrangements. In addition, there is a remarkable difference in terms of work-life provisions between Brazilian and multinational firms.

Recovery and work-life interface

Abstract: Job demands have shown a tendency to increase, to such a degree that work-related stress and work–life conflict have become a serious and pervasive problem in many countries (Poelmans, 2005). Whereas there is a considerable literature on the consequences of high demands within the workplace (among others, Bakker and Demerouti, 2007; Lee and Ashforth, 1996), there has been less emphasis on the role of recovery from the associated strain during non-work time. In this review chapter, we argue that adequate daily recovery after work is crucial for the maintenance of well-being and work–life balance. Recovery may occur in the context of work and non-work (Geurts and Sonnentag, 2006). The first is referred to as internal recovery and may occur during short breaks from work. The second is called external recovery and occurs during after-work hours, during weekends, and during longer periods of respite such as vacations.

The Good, the Bad and the Blend: The Strategic Role of the “Middle Leadership” in Work-Family/Life Dynamics during Remote Working

Abstract: The ongoing epidemiological crisis has suddenly steered us towards a new futuristic work scenario in which most service sector employees work remotely, which could be a permanent reality for most service sector employees. This paper focuses on the strategic role that leadership could play in the radical change process that is taking place in work environments. Particular attention was paid to the role of ‘middle managers’ who perform an important function as a link between the strategic vision of top management and the workforce. In addition, special attention was paid to gender differences in work-life dynamics, which are particularly relevant in countries with traditional cultural identities. As this is a conceptual contribution, the most recent studies on this specific role of middle managers have been taken into account and embedded in the current scenario. Therefore, the main contribution in terms of originality was that the current review aimed to leverage such a legacy of knowledge and create a system of evidence-based practical implications for effectively supporting change in organizational culture through the identification of the most appropriate middle management leadership models for remote working that could prevent and/or limit any psychosocial risks (e.g., workaholism and technostress) and longer-term outcomes such as sustainable work-life interface.