Jarrod M. Haar

Programme knowledge and value of work-family practices and organizational commitment

This study examined the relationship between the programme knowledge and value of work-family practices and organizational commitment. Employee programme knowledge of work-family policies was significantly related to affective commitment. This finding suggests that organizations should pay attention to how much their employees know about work-family benefits and how practices can be accessed. While the value of paid parental leave was positively related to normative commitment, the perceived value of childcare policy was negatively associated with both affective and normative commitment. These findings suggest that organizations must be aware that how employees perceive work-family practices can influence their commitment towards the organization. Specifically, practices that are viewed as having minimal value might actually lead to a reduction in commitment.

The role of mindfulness and psychological capital on the well-being of leaders.

In todays highly competitive and extremely complex global economy, organizational leaders at all levels are facing unprecedented challenges. Yet, some seem to be handling the pressure better than others. Utilizing 4 samples of CEOs/presidents/top (n = 205), middle (n = 183), and junior (n = 202) managers, as well as 107 entrepreneurs, using Structural Equation Modeling we tested the direct effect that their level of mindfulness (heightened awareness) and the mediating effect of their psychological capital (i.e., hope, efficacy, resilience, and optimism) may have on their mental well-being. In all 4 samples, mindfulness was found to be negatively related to various dysfunctional outcomes such as anxiety, depression, and negative affect of the managerial leaders and burnout (i.e., emotional exhaustion and cynicism) of the entrepreneurs. For all 4 samples, the model with psychological capital mediating the effects of mindfulness on dysfunctional outcomes fit the data best. The study limitations, future research and practical implications of these findings conclude the article.

How does distributive justice affect work attitudes? The moderating effects of autonomy

Organizational justice has been a frequently used lens for understanding employee attitudes, particularly towards the fair distribution of rewards. This study of 184 New Zealand employees found distributive justice relating to pay, benefits, and rewards to be significantly linked to job satisfaction and turnover intentions. Further, job autonomy was found to significantly interact with these relationships. While employees with high job autonomy reported higher job satisfaction and lower turnover intentions when distributive justice was high, employees with little job autonomy registered significantly larger changes in work attitudes. The findings highlight the importance of felt independence and autonomy over work in the role that justice perceptions play in organizations.

Family supportive organization perceptions and employee outcomes: the mediating effects of life satisfaction

Social exchange theory was used to understand employee perceptions of organizational support for work–family issues in this study of 373 employees from 40 New Zealand firms. These perceptions of family support were found to positively influence job and life satisfaction, and negatively influence turnover intentions and job burnout. Consequently, there is strong support for firms supporting work–family issues leading employees to reciprocate with superior outcomes. In addition, the mediating effects of life satisfaction were explored, as there have been calls to test the effects of existing relationships outside the workplace. While life satisfaction was not found to fully mediate any attitude, it did partially mediate all outcomes. Similarly, life satisfaction was also a significant predictor of all outcomes. This indicates that the role of firms in providing a supportive work–family climate is important and can consistently contribute to employee outcomes. Furthermore, the role of non-work attitudes is also important to acknowledge, and highlights the need to explore non-work aspects as potential mediators of work outcomes in social exchange relationships.

The downside of coping: Work–family conflict, employee burnout and the moderating effects of coping strategies

This study explored the relationship between work–family conflict and employee burnout, with a sample of 203 New Zealand government workers. Two types of conflict (work–family and family–work) were significant predictors of employee burnout. This supports the bi-directional nature of work–family conflict. In addition, the moderating effects of employee coping strategies were explored. Positive thinking coping had no significant effect on either work–family or family–work conflict and burnout. Direct action coping intensified the negative relationships for both work–family and family–work conflict, with employees coping through working harder suffering intensified burnout effects. In addition, resignation coping also intensified the family–work conflict and employee burnout relationship. The implications for employers and employees are discussed.

Positive spillover from the work—family interface: A study of Australian employees

While work—family conflict has received much attention in the literature, there is a dearth of empirical evidence about work—family positive spillover. Further, we have little understanding of positive spillover in an Australian setting. Using structural equation modelling, we tested positive spillover on 420 Australian public and private sector employees, and found work—family positive spillover was negatively associated with psychological distress and turnover intentions, while family—work positive spillover was negatively linked with psychological distress, and positively linked with family satisfaction. The findings indicated that positive spillover had the greatest influence on outcomes associated with the same domain, for example positive spillover from the workplace and turnover intentions. The findings support the notion that not all work and family experiences are negative, and experiences from the work and from the home can improve outcomes both inside and outside the workplace.

CAN TEXT MESSAGING RESULTS REDUCE TIME TO TREATMENT OF CHLAMYDIA TRACHOMATIS

We assessed the impact of text messaging as the preferred method of communicating positive Chlamydia trachomatis test results in an urban sexual health clinic. Following the introduction of a text messaging service to communicate positive C trachomatis test results to patients, the time between test and treatment in 293 consecutive patients was compared with 303 historic controls. No significant difference was found in either median time to treatment for all patients (3 days in 2005; 4 days in 2007) or median time to treatment (both 7 days) for those not treated immediately. There was no significant difference in time to treatment between those using a landline or mobile phone. Mobile phone use was significantly higher in 2007. Overall, we treated more cases within 4 weeks in 2007 (98.6% cf 96%). The lack of difference in time to treatment showed the use of this technology is as effective as more traditional means of communication. The increase in cases of C trachomatis treated within 4 weeks may reflect the significant increase in mobile phone use and improved ability to contact people rather than simply the introduction of text messaging.

Crossover of distress due to work and family demands in dual-earner couples: a dyadic analysis.

Abstract Distress resulting from work and family overload is likely to be interdependent between partners, as both men and women increasingly participate in work and family tasks. We attempted to explain distress of both partners by looking at their work and family demands and the resulting time and energy deficits experienced by each partner. Furthermore, we investigated how time deficit, energy deficit and distress due to such demands crossover between partners. The study, which used a precise measurement of family demands, was based on a sample of both partners from 828 dual-earner couples in The Netherlands. The results showed that for both partners work and family demands increase time deficit and energy deficit. Energy deficit due to heavy demands resulted in more feelings of distress, whereas time deficit did not contribute significantly to distress. We found different patterns of crossover between male and female partners. Feelings of time deficit and energy deficit crossed over from the man to the woman, whereas feelings of distress crossed over from the woman to the man. These results indicate that the demands on each partner contribute to their own distress, as well as to their partners distress, either through the crossover of energy deficit or through the crossover of distress

Work–family conflict and turnover intentions of indigenous employees: the importance of the whanau/family for Maori

The links between work–family conflict and turnover intentions have received little attention within the OB/IO Psych literature. However, the few findings show that the family–work dimensions are less influential than work–family dimensions. The present study tested work–family and family–work conflict (time and strain dimensions) on the turnover intentions within a sample of 197 New Zealand Maori employees. Maori, the indigenous people of New Zealand, typically have strong family focus, which we hypothesized might distort the influence of conflict for these workers, increasing the influence from family–work conflict. We found that both work–family and family–work conflict, time and strain, were significantly related to turnover intentions, but work–family conflict dimensions were fully mediated by family–work conflict dimensions. In addition, the moderating effects of whanau (extended family) support were tested and significant interaction effects were found, although in opposite directions: respondents with high whanau support reported higher turnover when family–work time increased, but reported less turnover intentions when family–work strain increased. The implications for research are discussed.

Testing a new measure of work–life balance: a study of parent and non-parent employees from New Zealand

The present study extends the established theoretical lenses for understanding the work–family interface beyond conflict and enrichment, suggesting role balance as a theory for understanding how balance among roles can be beneficial for employees. The present study develops a measure of work–life balance and tests whether work–life balance is beneficial beyond conflict and enrichment for all employees. Two employee studies were conducted on (1) 609 parents and (2) 708 non-parents, and structural equation modeling confirmed that the balance dimension was distinct from other work–life dimensions and outcomes, and the analysis of multiple models showed that work–life balance plays a significant indirect mediation effect between conflict and enrichment toward outcomes. Overall, work–life balance was important and broadly identical for both samples with consistent effects toward job and life satisfaction, and psychological outcomes, with work–life conflict being detrimental, work–life enrichment beneficial and work–life balance providing additional benefits, especially toward life satisfaction. The findings provide greater generalizability and highlight the importance of balance for all employees, especially those typically excluded in the work–family literature such as single and childless employees.