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The job demands of university academic staff members leave them susceptible to the experience of work-leisure conflict (WLC). WLC is often studied as a composite construct despite its multidimensional nature and findings suggest it negatively affects employee psychological wellbeing. This study probes this relationship by examining the specificity therein within the context of the dimensionality of WLC built on the conservation of resource theory. Specifically, this study hypothesizes that the time dimension of WLC leads to the strain dimension which then negatively impacts psychological wellbeing. Furthermore, this study hypothesizes that coping self-efficacy and psychological flexibility will moderate this relationship at either end. Cross-sectional data were collected from teaching staff of a public university in Nigeria. The data were analyzed using SPSS and PROCESS Macro add-on. Findings suggest strain-based WLC mediate the relationship between time-based WLC and psychological wellbeing. Also, coping self-efficacy moderates the indirect effect of time-based WLC on psychological wellbeing through strain-based WLC while psychological flexibility does not moderate the indirect effect of time-based WLC on psychological wellbeing through strain-based WLC. The result of the study is significant in implicitly signaling the negative effect of role overload, and explicit in explaining the mechanism and direction of the same.

This study explored the relationship between work-leisure conflict and turnover intention among kindergarten teachers, along with the mediating role of subjective well-being and the moderating role of psychological resilience. We recruited 474 kindergarten teachers, who completed the Work-Leisure Conflict Scale, the Turnover Intention Scale, the Subjective Well-Being Scale, and the Psychological Resilience Scale. The results showed significant correlations among work-leisure conflict, turnover intention, and subjective well-being. Work-leisure conflict also significantly and positively predicted turnover intention among kindergarten teachers. Further, work???leisure conflict was found to predict turnover intention through the mediating role of subjective well-being, and the interaction between subjective well-being and psychological resilience significantly predicted turnover intention. Thus, subjective well-being partially mediated the relationship between work-leisure conflict and turnover intention, and psychological resilience moderated the pathway between subjective well-being and turnover intention. As psychological resilience increased, the negative predictive effect of subjective well-being on turnover intention weakened.

PurposeThe disruptions brought by COVID-19 pandemic compelled a large part of public sector employees to remotely work from home. Home-based teleworking ensured the continuity of the provision of public services, reducing disruptions brought by the pandemic. However, little is known about the implications of telecommuting from home on the ability of remote employees to manage the work-life interplay. The article adopts a retrospective approach, investigating data provided by the sixth European Working Conditions Survey (EWCS) to shed lights into this timely topic.Design/methodology/approachAn empirical, quantitative research design was crafted. On the one hand, the direct effects of telecommuting from home on work-life balance were investigated. On the other hand, work engagement and perceived work-related fatigue were included in the empirical analysis as mediating variables which intervene in the relationship between telecommuting from home and work-life balance.FindingsHome-based telecommuting negatively affected the work-life balance of public servants. Employees who remotely worked from home suffered from increased work-to-life and life-to-work conflicts. Telecommuting from home triggered greater work-related fatigue, which worsened the perceived work-life balance. Work engagement positively mediated the negative effects of working from home on work-life balance.Practical implicationsTelecommuting from home has side effects on the ability of remote workers to handle the interplay between work-related commitments and daily life activities. This comes from the overlapping between private life and work, which leads to greater contamination of personal concerns and work duties. Work engagement lessens the perceptions of work-life unbalance. The increased work-related fatigue triggered by remote working may produce a physical and emotional exhaustion of home-based teleworkers.Originality/valueThe article investigates the side effects of remotely working from home on work-life balance, stressing the mediating role of work engagement and work-related fatigue.

Purpose The purpose of this Real Impact Viewpoint Article is to analyze the quiet quitting phenomenon from the human capital management perspective. Design/methodology/approach The methods comprise the analysis of 672 TikTok comments, the use of secondary data and literature review. Findings Quiet quitting is a mindset in which employees deliberately limit work activities to their job description, meet yet not exceed the preestablished expectations, never volunteer for additional tasks and do all this to merely maintain their current employment status while prioritizing their well-being over organizational goals. Employees quiet quit due to poor extrinsic motivation, burnout and grudges against their managers or organizations. Quiet quitting is a double-edged sword: while it helps workers avoid burnout, engaging in this behavior may jeopardize their professional careers. Though the term is new, the ideas behind quiet quitting are not and go back decades. Practical implications Employees engaged in quiet quitting should become more efficient, avoid burnout, prepare for termination or resignation and manage future career difficulties. In response to quiet quitting, human capital managers should invest in knowledge sharing, capture the knowledge of potential quiet quitters, think twice before terminating them, conduct a knowledge audit, focus on high performers, introduce burnout management programs, promote interactional justice between managers and subordinates and fairly compensate for “going above and beyond.” Policymakers should prevent national human capital depletion, promote work-life balance as a national core value, fund employee mental health support and invest in employee efficiency innovation. Originality/value This Real Impact Viewpoint Article analyzes quiet quitting from the human capital management perspective.

Research summary: This study examines whether companies employ corporate social responsibility (CSR) to improve employee engagement and mitigate adverse behavior at the workplace (e.g., shirking, absenteeism). We exploit plausibly exogenous changes in state unemployment insurance (UI) benefits from 1991 to 2013. Higher UI benefits reduce the cost of being unemployed and hence increase employees' incentives to engage in adverse behavior. We find that higher UI benefits are associated with higher engagement in employee-related CSR. This finding suggests that companies use CSR as a strategic management tool—specifically, an employee governance tool—to increase employee engagement and counter the possibility of adverse behavior. We further examine plausible mechanisms underlying this relationship. Managerial summary: This study examines whether companies employ corporate social responsibility (CSR) to improve employee engagement and mitigate adverse behavior at the workplace (e.g., shirking, absenteeism). We find that companies react to increased risk of adverse behavior by strategically increasing their investment in employee-related CSR (e.g., work-life balance benefits, health and safety policies). Our findings have important managerial implications. In particular, they suggest that CSR may help companies motivate and engage their employees. Hence, companies dealing with employees that are unmotivated, regularly absent, or engage in other forms of adverse behavior, may find it worthwhile to design and implement effective CSR practices. Further, our findings suggest that CSR can be used as employee governance tool. Accordingly, managers could benefit from integrating CSR considerations into their strategic planning.

The shortage of healthcare workers is a growing problem across the globe. Nurses and physicians, in particular, are vulnerable as a result of the COVID-19 pandemic. Understanding why they might leave is imperative for improving retention. This systematic review explores both the prevalence of nurses and physicians who are intent on leaving their position at hospitals in European countries and the main determinants influencing job retention among nurses and physicians of their respective position in a hospital setting in both European and non-European countries. A comprehensive search was fulfilled within 3 electronic databases on June 3rd 2021. In total 345 articles met the inclusion criteria. The determinants were categorized into 6 themes: personal characteristics, job demands, employment services, working conditions, work relationships, and organizational culture. The main determinants for job retention were job satisfaction, career development and work-life balance. European and non-European countries showed similarities and differences in determinants influencing retention. Identifying these factors supports the development of multifactorial interventions, which can aid the formulation of medical strategies and help to maximize retention.

Generational differences in the workplace have been a popular topic over the past two decades, generating a volume of articles, book chapters and books. We critically review the research evidence concerning generational differences in a variety of work-related variables, including personality, work values, work attitudes, leadership, teamwork, work–life balance and career patterns, assess its strengths and limitations, and provide directions for future research and theory. Our review indicates that the growing body of research, particularly in the past 5 years, remains largely descriptive, rather than exploring the theoretical underpinnings of the generation construct. Evidence to date is fractured, contradictory and fraught with methodological inconsistencies that make generalizations difficult. The results of time-lag, cross-temporal meta-analytic and cross-sectional studies provide sufficient “proof of concept” for generation as a workplace variable, but further theoretical and qualitative work is needed to flesh out mediators and moderators in the relationship between generation and work-related variables. We conclude by arguing for a more nuanced and theoretical research agenda that views generation as a social force in organizations rather than as merely a demographic variable. We also call for qualitative research, greater consideration of context and more methodological rigor.

This study examines the prevalence and the gender differences in the perceptions and experiences of flexibility stigma—i.e., the belief that workers who use flexible working arrangements for care purposes are less productive and less committed to the workplace. This is done by using the 4th wave of the Work-Life Balance Survey conducted in 2011 in the UK. The results show that 35% of all workers agree to the statement that those who work flexibly generate more work for others, and 32% believe that those who work flexibly have lower chances for promotion. Although at first glance, men are more likely to agree to both, once other factors are controlled for, women especially mothers are more likely to agree to the latter statement. Similarly, men are more likely to say they experienced negative outcomes due to co-workers working flexibly, while again mothers are more likely to say they experienced negative career consequences due to their own flexible working. The use of working time reducing arrangements, such as part-time, is a major reason why people experience negative career outcomes, and can partially explain why mothers are more likely to suffer from such outcomes when working flexibly. However, this relationship could be reverse, namely, the stigma towards part-time workers may be due to negative perceptions society hold towards mothers’ commitment to work and their productivity. In sum, this paper shows that flexibility stigma is gendered, in that men are more likely to discriminate against flexible workers, while women, especially mothers, are more likely to suffer from such discrimination.

Work and leisure are important parts of people’s lives, and achieving a balance between work and leisure has become a key concern. However, previous studies have ignored the work-leisure balance (WLB) relationship, and no relevant research has been conducted to reveal the possible influence of the work-leisure interface on WLB satisfaction. Based on the demand-resource model, this study first explored the characteristics of the work-leisure interface and then analysed the relationship between the work-leisure interface and WLB satisfaction, as well as the roles of boundary control and WLB self-efficacy in this relationship. Based on a sampling of 104 employees over five consecutive working days, it was found that work-to-leisure conflict (WLC) was negatively correlated with work-to-leisure facilitation (WLF), and leisure-to-work conflict (LWC) was negatively correlated with leisure-to-work facilitation (LWF). The influences of various factors of the work-leisure interface on WLB satisfaction differ. WLC and WLF can not only directly impact WLB satisfaction but also indirectly exert influence through boundary control. The relationships of LWC and LWF with WLB satisfaction were not significant. WLB self-efficacy positively moderates the positive relationship between boundary control and WLB satisfaction. This study not only deepens the understanding of the work-leisure relationship but also provides some management suggestions for enterprise management and employees’ healthy living.

A large literature has documented differences in salary between male and female physicians. While few observers doubt that women earn less, on average, than men do, the extent to which certain factors contribute to the salary difference remains a topic of considerable debate. Using ordinary least squares regression and Oaxaca-Blinder decomposition models for new physicians who accepted positions in patient care for the years 1999-2017, we examined how the gender gap in total starting pay evolved and the extent to which preferences in work-life balance factors affect the gap. We found that the physician earnings gap between men and women persisted over the study period. Interestingly, despite important gender differences in preferences for control over work-life balance, such factors had virtually no ability to explain the gender difference in salary. The implication is that there remain unmeasured factors that result in a large pay gap between men and women.