Search

Employees increasingly conduct work outside of traditional work hours via information communication technologies (ICTs). There is a need to understand how after‐hours ICT use relates to well‐being, given that such connectivity has become unavoidable. We implement an episodic, event‐contingent design to evaluate the association between different ICT media (i.e., e‐mail, phone call, chat app, short message service) and the within‐person outcomes of psychological detachment as partially mediated by task productivity. A daily diary survey was collected over three consecutive workdays to capture after‐hours ICT use. Daily surveys were completed by 498 individuals, with a total of 1494 episodes being captured of after‐hours work ICT engagement. Our results indicate that while engagement with any form of ICT after hours reduces psychological detachment, email and chat apps are associated with the lowest levels of psychological detachment. Moreover, whereas the use of asynchronous ICT has positive main effects on episode‐related task productivity, the use of synchronous ICT (e.g., phone) only enhances episode‐related task productivity when there are high organizational expectations for employees' responsiveness after hours. [ABSTRACT FROM AUTHOR]

Employers face many dilemmas in effectively implementing work–life flexibility to support employees' personal lives. A key issue is that some employees hold jobs with limited opportunities for work–life flexibility, making them susceptible to burnout; yet most employers believe they can do little to mitigate this dynamic. Furthermore, even when employees hold jobs with greater access to work–life flexibility, some do not take advantage of their flexibility to more fully engage in work and/or home roles. These issues are further exacerbated when supervisors are unsure of their role in supporting work–life flexibility. We identify work–life supportive context as a key factor that provides solutions to these dilemmas. Drawing on job demands resources theory, we posit that, when organizations provide work–life supportive training to supervisors, it promotes a work–life supportive context (i.e., signaling that the organization is supportive of employees' managing their work–life interface), which mitigates burnout for those with limited work–life flexibility and promotes engagement in work and home roles for those with greater work–life flexibility. Results from a year‐long randomized field experiment suggest that, in contexts with trained supervisors and lower employee control over work schedules and boundaries (i.e., lower work–life flexibility), emotional exhaustion is reduced. In contexts with trained supervisors and higher employee control over work boundaries (i.e., higher work–life flexibility), family engagement increases. Surprisingly, irrespective of job access to work‐life flexibility, supervisor participation in work–life support training did not enhance employee work engagement. Implications of our findings for fostering work–life supportive contexts are considered. [ABSTRACT FROM AUTHOR]

As perceived career plateau is a prevalent but undesirable state which is harmful to employees and organizations, human resource management (HRM) research has devoted efforts to exploring ways of managing it. However, to date, research has largely been limited to variables that reduce perceived career plateau. There is a need to understand what factors increase these perceptions and how/when they do so, to advance theoretical and practical perspectives. This study contributes to the career plateau literature by investigating how and under what conditions work‐role overload can increase employees' perceived career plateau (hierarchical and job content plateaus). Based on a three‐wave survey of employees from the service sector of China, we found that work‐role overload interacted with employees' trait emotional stability and affected their work–life conflict, which had downstream implications on the two types of perceived career plateaus. Specifically, work‐role overload related positively to work–life conflict only when employees had a high (versus low) level of emotional stability. Also, work–life conflict mediated the effects of work‐role overload on perceived hierarchical and job content plateaus for employees with high, but not for those with low, emotional stability. These findings provide new insights into how, by taking into account stressful work contexts and individual differences, HRM professionals may intervene to prevent employees from perceiving career plateau. [ABSTRACT FROM AUTHOR]

Although guilt is often considered the most prevalent emotional outcome of work–family conflict (WFC), most work–family research focuses on family‐related guilt stemming from work interference with family, rather than job‐related guilt stemming from family interference with work (FIW). In addition, there is little understanding of how different employee social groups experience the implications of FIW in their daily lives. To address these research gaps, this study explores the relationship between daily FIW and job‐related guilt, and its subsequent impact on job satisfaction. It also investigates variation in these relationships by (1) gender and (2) the intersection of gender and ethnicity. Bayesian multilevel structural equation modeling using data from 5‐day diary surveys from 210 solicitors in Britain shows daily FIW is associated with higher job‐related guilt and subsequently lower job satisfaction. The relationship is stronger for women than men in general, but is also stronger for South Asian women than white British women (and men), and for South Asian men than white British men. This suggests that studies focusing on single social group characteristics (e.g., gender) are likely to obscure intersectional effects that might produce significant within‐group variation. The findings also highlight the importance of integrating workplace inequality arguments into theorization of WFC. [ABSTRACT FROM AUTHOR]

There is something particularly depressing about the current moment—when the possibility of thriving as a geography academic in British academia seems incompatible with anything else, be that a life outside work, a family, activism, or even sleep. What connects these multiple intensifications of demands on academics, and many of the external crises we are living through (the climate emergency, wage deflation, cost of living, the COVID pandemic etc.) is how we value, use and understand time. The non‐linearity of time is a useful way to understand how we work in academia. In this paper, I explore how can we change how we use our time. I propose three responses, which each play with time as non‐linear, multiple rhythms, and as having a lack of balance or stability. First, the possibility of working with the delight of shifting pace in helping us to enjoy our working time more. Second, in acting in collaboration, solidarity, and being alongside each other in ways where shared time is more expansive than individual time. Finally, in how we can collectively and structurally re‐order our time together. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to assess the associations between demographic, professional and other personal nurse characteristics, social support factors and comfort in conducting research with nurses' level of active participation in clinical research. Design: A prospective, cross‐sectional, correlational design was used. Methods: Clinical nurses working in a multihospital healthcare system were recruited by email to complete an anonymous survey that used multiple valid and reliable scales to assess demographic and professional work characteristics, curiosity, grit, locus of control, perceived social support (for research activities), comfort in conducting research, and level of being research‐active. Univariate and multivariable analyses were completed. Results: Of 310 participants, 274 (88.4%) were female and mean (SD) age was 42.9 (13.1) years. After condensing 11 levels of research activity to four categories, 179 (57.7%) were not research‐active, and 91 (29.4%), 26 (8.3%) and 14 (4.5%) were engaged at low, moderate, and high levels, respectively. Of 78 factors, 69 (88.5%) were associated with being research‐active in univariate analyses. In multivariable analysis that adjusted for age, personal experience as a patient, years as a nurse and hours in direct patient care, professionalism characteristics, higher curiosity, internal locus of control, grit perseverance, support of a nurse scientist and nurse friends, and comfort in conducting research remained associated with higher levels of being research‐active (all p < 0.01). Conclusion: Research‐active nurses were more likely to be engaged professionally in hospital‐based activities beyond their work roles and displayed higher levels of positive psychological characteristics and mentorship that supported research capacity. Clinical Relevance: Research‐active nurses were more likely to have internal factors and external resources that promoted higher levels of being research‐active. A strong professional governance model may enhance clinical nurses research activities. [ABSTRACT FROM AUTHOR]

This study attempts to determine whether the increasing need for parental assistance with schooling and the improved options for this owing to remote work had an impact on fathers' involvement in childcare, children's education and housework during the COVID‐19 lockdown. We make use of information from a May 2020 online poll of 1359 Russian mothers. Using binary logistic regression, we examine the links between fathers' work schedules, the need for additional school support for children and an increase in father involvement. We compare father involvement in children's education and childcare before and during the lockdown. Our findings partially corroborate the 'needs exposure' theory, which holds that greater awareness of family needs can boost fathers' engagement. Furthermore, they emphasize that, given the high likelihood of upcoming pandemics and other crises affecting family life, considerable steps should be taken to promote gender equality in the family and the workplace. Such actions might be advantageous for the health of both parents and children. [ABSTRACT FROM AUTHOR]

This study aims to investigate the relationships between work and family conflicts, specifically work‐to‐family and family‐to‐work conflicts, parental depressive symptoms and coparenting conflict behaviours during the COVID‐19 pandemic. This national survey study involved the participation of 830 families in mainland China, including fathers, mothers and adolescents. Fathers and mothers provided self‐reports on their experiences of work‐to‐family conflicts, family‐to‐work conflicts and depressive symptoms. Meanwhile, adolescents reported their perceptions of coparenting conflict behaviours exhibited by both fathers and mothers. The Actor‐Partner Interdependence Mediation Model was employed to analyse these relationships. In the Actor‐Partner Interdependence Mediation Model, paternal family‐to‐work conflicts were found to be positively associated with both paternal and maternal coparenting conflict behaviours, mediated through paternal depressive symptoms. Similarly, maternal family‐to‐work conflicts were positively linked to both paternal and maternal coparenting conflict behaviours, mediated through maternal depressive symptoms. Additionally, paternal family‐to‐work conflicts exhibited a direct positive relationship with both paternal and maternal coparenting conflict behaviours. However, paternal work‐to‐family conflicts demonstrated a direct negative association with paternal coparenting conflict behaviours. This study sheds light on the complex interconnectedness between work and family conflicts, parental depressive symptoms and coparenting conflict behaviours during the COVID‐19 pandemic. The findings highlight the importance of addressing work and family conflicts in understanding and managing coparenting dynamics, particularly during challenging times such as a pandemic. Such insights can inform interventions and support systems to promote healthier coparenting relationships and family well‐being. [ABSTRACT FROM AUTHOR]

The prevalence of information communication technology (ICT) enables employees to conveniently communicate with coworkers and clients regardless of time and place. However, recent studies have revealed a negative side of ICT use, especially its capacity to invade the family domain. This study was developed based on the spillover–crossover model (SCM) to test how ICT availability demand shapes employees' family experiences and how this demand crosses over to spouses. A total of 961 cases nested in 101 dual‐earner couples were collected using a 10‐week experience sampling method. Multilevel structural equation modelling revealed that (1) employees' work interference with family (WIF) mediated the indirect impact of employees' ICT availability demand on their family satisfaction and family undermining; (2) employees' WIF mediated the indirect impact of employees' ICT availability demand on their spouses' family satisfaction and family undermining; and (3) employees' ICT control buffered these two indirect relationships by which employees' ICT availability demand impacted their own and their spouses' family satisfaction and family undermining. This research elaborates on the spillover and crossover process through which ICT availability demand shapes family experience, thus contributing to the literature on ICT availability demand and the SCM. [ABSTRACT FROM AUTHOR]

Salesperson humor usage (SPHU) is often linked with positive outcomes, but little is known about its potential negative effects on salespeople. This study uses ego depletion theory to investigate the negative spillover effect of daily SPHU on work–family conflict via experience sampling method, using data from 109 salespeople over 10 workdays. Results show that daily SPHU is positively associated with daily work–family conflict through increased daily ego depletion. Moreover, the study examines daily supervisor developmental feedback as a context‐relevant moderator that can alleviate the relationship between daily SPHU and ego depletion. By detailing the mediating and moderating mechanisms of daily SPHU spill‐over in a sales interaction context, this study not only supports the perspective of ego depletion in understanding the dark sides of daily SPHU but also offers insights for organizations to inhibit its negative effects. [ABSTRACT FROM AUTHOR]

This quantitative study explored the relationship between counselor burnout (Counselor Burnout Inventory, CBI), life balance (Life Balance Inventory, LBI), and self‐compassion (Self‐Compassion Scale, SCS) among 331 fully licensed and provisionally licensed counselors throughout the United States with at least 2 years of experience in various clinical settings and providing direct clinical services. Results of two canonical correlation analyses (CCAs) explored the relationship between (a) the subscales of the LBI and the CBI and (b) the subscales of the SCS and the CBI. Both CCAs indicated a statistically significant relationship demonstrating that: (a) increased life balance was associated with lower burnout and (b) increased self‐compassion was associated with lower burnout. Counselors experiencing burnout may turn to increasing their life balance or increasing self‐compassion practices to increase their quality of life. [ABSTRACT FROM AUTHOR]

Background and Objective: Mental health treatment for psychosexual problems is effective, but treatment rates are low. Metaverse‐based therapy offers one solution to increase overall treatment rates. Understanding attitudes towards this novel approach could lead to wider adoption of metaverse‐based therapy, resulting in higher treatment rates for psychosexual problems. Methods: Twenty‐one participants across three focus groups of different ages shared their perceptions and attitudes about metaverse‐based therapy broadly and for treating sexual disorders. A content analysis of the transcribed text from the focus groups using qualitative data analysis software was conducted. Results: Participants identified several perceived benefits of metaverse‐based intervention, including avoiding the perceived embarrassment of going to a clinic and accessing patients (a) with diverse physical or mental functionality, (b) living in remote areas and/or (c) balancing different family/work obligations or duties. The two main concerns with metaverse‐based therapy were the fear of online therapy being less personal than traditional therapy and the technological fluency needed. Clarifying their acceptance of the therapy, participants reported that they would be more likely to engage in metaverse‐based therapy if they trusted their therapist. Also, although it might be effective for mild and moderate disorders, participants were more reluctant about its use for severe mental illness. Conclusions: Results suggest that attitudes towards metaverse‐based intervention are mainly positive, since it removes some barriers that hinder access to psychological treatment in general and, specifically, for problems of a sexual nature. Patient and Public Contribution: During the design stage, a person with sexual difficulties was consulted to understand the patient's perspective. Members of the public advised the implementation of the focus groups. Three potential service users were involved in the coding of the text during the content analysis. [ABSTRACT FROM AUTHOR]

Objective: We examined how working mothers, who often juggle paid work and family meal preparation, manage work–family boundaries to optimize their family meal practice. Background: Despite the well‐established benefits of family meals, reconciliation of work demands with family meal preparation represents a challenge for many working mothers. A better understanding of malleable antecedents of family meals can be instrumental in enabling more families to have meals together. Method: Full‐time working mothers of young children (aged below 12) in Singapore were individually interviewed (N = 34). In addition to the information about their typical family meal arrangements, we explored work and family factors that shape family meals and the strategies working mothers use to manage work–family boundaries. Data were analyzed using thematic analysis. Results: Working mothers adopt various work–family boundary management strategies (temporal, behavioral, and communication) to achieve desired family meal frequency and quality of mealtime interactions. Mothers' broad views on work–family management and thoughts about family meals undergird their choice of specific strategies. Conclusion: This research revealed working mothers' active management of work–family boundaries as a novel answer to the critical question of how working mothers of young children make family meals happen. Implications: Our research has practical implications for working mothers' ability to facilitate family meals. [ABSTRACT FROM AUTHOR]

Copyright of Lifestyle Medicine (26883740) is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Research suggests that a better awareness of how staff who directly support people with intellectual disabilities experience their working relationships, will contribute to understanding staff wellbeing and the quality of care they offer. This study aimed to gain insights into the lived experiences of support workers in supported living services in England. Method: Six support workers participated in semi‐structured interviews, about their working relationships with service‐users and colleagues. Data was analysed using interpretative phenomenological analysis. Results: Six interconnected themes emerged: The essence of good relationships; a trusting relationship as the vehicle for meeting service‐users' needs; belonging to the support team; the organisational context of relationships; the social context of relationships; 'a fine balancing act'. Conclusions: The findings provide insights into staff wellbeing, indicating that developing supportive, trusting relationships with both service‐users and colleagues, plays an important role in delivering effective care. Potential implications for service providers are discussed. [ABSTRACT FROM AUTHOR]

Aim: Consolidate and synthesize evidence on working nurse‐parent experiences of parenthood. Background: Demands in healthcare strain the workforce, causing burnout and high turnover rates, especially among nurses. Balancing work and family responsibilites is even more challenging for nurse‐parents. Introduction: Nursing is highly stressful, and the experiences of nurse‐parents are under‐researched highlighting the need to better understand and support nurse‐parents in their dual roles. Methods: Seven databases (PubMed, Embase, CINAHL, PsycINFO, ProQuest, Scopus, and Web of Science) were systematically searched for published and unpublished primary qualitative studies. Extracted data were meta‐summarized and synthesized using Sandelowski and Barroso's approach. Findings: Twelve peer‐reviewed studies, conducted between 2007 and 2022, investigated the challenges faced by 339 female nurse‐parents across various countries. The meta‐synthesis revealed two main themes: (a) Clashes of dual roles, and (b) Accept, adapt, and compromise, which were supported by six subthemes. Nurse‐parents struggled with dual roles, often neglected self‐care, and experienced work–family conflicts. However, they learned to accept their situations, adapt by seeking help from family, friends, and colleagues, and compromise on career aspirations to prioritize their families. The importance of organizational support and flexibility in accommodating their dual roles was emphasized. Discussion: Female nurse‐parents face challenges in balancing their dual roles, resulting in fatigue, compromised self‐care, and limited social interactions. The culture of self‐sacrifice in nursing contributes to these challenges, impacting patient safety. Supportive interventions like mindfulness programs and exercise classes can promote well‐being. Staffing shortages and shift work further affect the work–life balance for nurse‐parents. Conclusion and implications for nursing and health policy: Creating a supportive work environment for nurse‐parents is crucial. Family‐friendly shifts revised parental leave policies, and improved childcare support are needed. Supporting nurse‐parents benefits their well‐being and enhances patient care. Collaboration between healthcare organizations and policymakers is essential to address workforce shortages and implement changes. [ABSTRACT FROM AUTHOR]

Stereotypes often link female employees with increased family–work conflicts and low work outcomes. Nevertheless, female employees may excel in both home and work environments. This study aimed to examine the effect of maximizing tendency on female employees' family‐to‐work enrichment and adaptivity. A three‐wave survey involving 1074 female employees was conducted. Results indicated that maximizing tendency positively predicts adaptivity via family‐to‐work enrichment. Spousal relationship quality weakens the effect of maximizing on family‐to‐work enrichment and employee adaptivity. The findings highlight the benefits of maximizing tendency in female employees, suggesting a bright side to maximizing as it enhances adaptability in dynamic work situations. The study also identifies maximizing tendency as a novel personal characteristic that facilitates resource transfer from family to work domain. The findings offer a valuable perspective for promoting female employees' success in the workplace. [ABSTRACT FROM AUTHOR]

In an era where home and work domains have become inseparable, it is surprising that extant research has placed less emphasis on examining the boundary conditions and mechanisms to understand the home‐to‐work crossover and spillover process. Building on the work–home resources theory and the crossover‐spillover perspectives, we test a resource‐based crossover‐spillover model of how one partner's work–family spousal support provision relates to the other partner's creativity at work. We propose that "phubbing" at home affects the crossover process of resource exchange between partners. Regarding the spillover from home to work, we propose that job crafting mediates the association between work–family spousal support and employee creativity. Daily diary data were collected from 65 dual‐earner couples, over 15 working days in the United States. Results from the multilevel actor–partner interdependence model show that work–family support enhances employee creativity by prompting the employee's relational job crafting and cognitive job crafting at work. Moreover, our results reveal that the high level of phubbing at home weakens the work–family support crossover between partners. We contribute to the literature by adding evidence regarding the mechanisms that enable social support at home to turn into employee creativity at work. [ABSTRACT FROM AUTHOR]

Examining the implications of excessive work demands on employee well‐being is an important research area of occupational health psychology. Recovery during nonwork time has been emphasized as an important process for mitigating the negative implications of excessive work demands. However, this notion ignores the potential for nonwork activities to be comparably demanding to work activities. There has been a lack of attention paid to the potentially complex interrelationships between work and nonwork demands. Using the effort–recovery and challenge–hindrance stressor models, we developed a set of hypotheses for both the positive and negative implications of the interplay between employee work and nonwork cognitive demands. We collected information on cognitive workweek job demands (Friday) and nonwork cognitive weekend demands (Sunday) from a sample of workers (N = 146), and we used polynomial regression with response surface analysis to examine how different aspects of work–nonwork cognitive demand (in)congruence related to Monday work engagement. In general, higher cognitive workweek job demands promoted work engagement, even when nonwork cognitive demands were equally high. Cognitive demand incongruence that favoured higher cognitive work demands was also beneficial for employee work engagement. Theoretical and practical implications are discussed, along with directions for future research in this area. [ABSTRACT FROM AUTHOR]

Although women make up nearly half of the U.S. workforce, gender role stereotypes persist, and gender roles may relate to how men and women manage work–home boundaries. In this study, we explore gender differences in how employee values (tradition, achievement) translate into role identity salience, and in turn, boundary management preferences and behaviour. With data collected in two waves from 200 employees, we examined how the personal values of tradition and achievement relate differently by gender to role identity salience and in turn, boundary management. We found that men who more strongly value tradition have higher levels of work identity salience and both prefer and create an impermeable boundary around work to prevent intrusion from home. Men who valued tradition more also preferred and crafted a permeable home boundary to allow work intrusion. In contrast, women with higher tradition values reported higher home identity salience, which was associated with preferring segmentation in both work‐to‐home and home‐to‐work directions, and to behaviorally protecting home from work. Contrary to expectations, achievement values did not relate to a boundary management process via role identity salience for either gender. We discuss implications for a more nuanced, values‐driven, and gendered perspective on boundary management. [ABSTRACT FROM AUTHOR]

In our mobile working world, boundaries between work and non‐work domains are more and more blurred, which can impair professionals' recovery and well‐being. Consequently, managing work–non‐work boundaries represents an important challenge for professionals. Research suggests that boundary work tactics conveyed in boundary management interventions may promote recovery and well‐being. However, the efficacy of boundary work tactics is largely unknown, as well as theoretical mechanisms that may explain the effectiveness of boundary management interventions in regard of both training design and training transfer. Building on the social cognitive theory of self‐regulation, we develop a web‐based boundary management training. Based on the integrated training transfer and effectiveness model, we evaluate its effects on the three levels of training effectiveness: (1) perceived learning, (2) cognitions and behaviours, with boundary control and boundary creation as indicators, and (3) recovery and well‐being. Results of our randomized controlled intervention study show several expected changes in boundary creation, suggesting that drawing on the social cognitive theory of self‐regulation for training design can result in effective behaviour change. Intervention effects on recovery and well‐being are more ambiguous, hinting at the power but likewise potential limitations of boundary creation. [ABSTRACT FROM AUTHOR]

In the era of rapid development in the mobile internet economy, mobile intelligent office equipment has exhibited an unprecedented level of "vitality." The boundaries between work and family are becoming increasingly blurred, fostering the exchange of resources between employees' work role and family role. Workplace spirituality refers to meaningful work, sense of community, and alignment with the organization that individuals develop in their work, which has been demonstrated to have positive impact on work output. It is a question whether workplace spirituality can be spilled over from employees' work role to their family role to improve the performance of the latter and to realize the win‐win results for both roles. Based on work–home resources model and work–family enrichment dual‐path model, this research uses multi‐country data to examine how workplace spirituality influence work–family enrichment through affective rumination (affective path) and problem‐solving pondering (instrumental path). Additionally, work–family segmentation preference is introduced as a moderating variable to identify the boundary conditions between workplace spirituality and work‐related rumination. Research findings show that workplace spirituality can positively predict work–family enrichment; affective rumination and problem‐solving pondering play a partially mediating role in the correlation between workplace spirituality and work–family enrichment. A strong work–family segmentation preference could diminish the positive impact of workplace spirituality on problem‐solving pondering and could also weaken the mediating role of problem‐solving pondering between workplace spirituality and work–family enrichment at the same time. This study reveals the strategies to enhance work–family enrichment from a spiritual perspective, thereby promoting a win‐win situation for both work and family. [ABSTRACT FROM AUTHOR]

Organizational dehumanization, a concept that has garnered increasing scholarly attention, still faces two significant limitations within the current literature. First, there is a lack of rigorously validated scales in the field. Second, the effects of organizational dehumanization on the family domain have been largely overlooked. In light of these gaps, we embarked on a comprehensive research project comprising five studies (NTotal = 2635) to address these limitations. Our primary objectives were twofold: (1) to develop and validate a concise five‐item scale for measuring organizational dehumanization based on Caesens et al.'s (Eur. J. Work Org. Psychol., 26, 2017, 527‐540) 11‐item measure (Studies 1, 2 and 3) and (2) to investigate a novel spillover–crossover model of organizational dehumanization (Studies 4 and 5). Our results indicated that our proposed short scale has a good factorial structure and high reliability indices, correlates strongly with the 11‐item full scale, is invariant over time and demonstrates evidence for convergent, discriminant and incremental validity. In addition, using data from both employees and their family members, we showed that organizational dehumanization contributes to an increase in work‐to‐family conflict among employees, as perceived by their family members. This, in turn, heightens relationship tension within their family members, ultimately leading to a decline in their relationship satisfaction. Theoretical and practical implications and avenues for future research are also discussed. [ABSTRACT FROM AUTHOR]

Background: For medical training to be deemed successful, in addition to gaining the skills required to make appropriate clinical decisions, trainees must learn how to make good personal decisions. These decisions may affect satisfaction with career choice, work–life balance, and their ability to maintain/improve clinical performance over time—outcomes that can impact future wellness. Here, the authors introduce a decision‐making framework with the goal of improving our understanding of personal decisions. Methods: Stemming from the business world, the Cynefin framework describes five decision‐making domains: clear, complicated, complex, chaotic, and confusion, and a key inference of this framework is that decision‐making can be improved by first identifying the decision‐making domain. Personal decisions are largely complex—so applying linear decision‐making strategies is unlikely to help in this domain. Results: The available data suggest that the outcomes of personal decisions are suboptimal, and the authors propose three mechanisms to explain these findings: (1) Complex decision is susceptible to attribute substitution where we subconsciously trade these decisions for easier decisions; (2) predictions are prone to cognitive biases, such as assuming our situation will remain constant (linear projection fallacy), believing that accomplishing a goal will deliver lasting happiness (arrival bias), or overestimating benefits and underestimating costs of future tasks (planning fallacy); and (3) complex decisions have an inherently higher failure rate than complicated decisions because they are the result of an ongoing, dynamic person‐by‐situation interaction and, as such, have more time to fail and more ways to do so. Discussion: Based upon their view that personal decisions are complex, the authors propose strategies to improve satisfaction with personal decisions, including increasing awareness of biases that may impact personal decisions. Recognising that the outcome of personal decisions can change over time, they also suggest additional interventions to manage these decisions, such as different forms of mentoring. Harper et al. explore how outcomes of complex personal decisions can be suboptimal by virtue of cognitive biases and ongoing, dynamic person‐by‐situation interactions. [ABSTRACT FROM AUTHOR]

Global changes currently roiling the contemporary world of work present a significant challenge for the sociology of work. The lifestyles of many people are becoming more dynamic and uncertain. As work itself starts to lose its familiar outlines, the employment paradigm that formed during the industrial period seems increasingly inapplicable. Such transformations give rise to criticism of existing concepts and the emergence of new discourses that simultaneously expand and complicate an understanding of the prospects for further development. In this article, we attempt to uncover problems that limit the possibility of generalizing scientific understanding in the field of sociology of work. Particular attention is paid to the integration of Russian experience into the global agenda. The review highlights the importance of clarifying the blurred conceptual framework of the sociology of work, enhancing the distinction between work and life, and identifying the possibilities and limitations of using big data for empirical analysis. In conclusion, we emphasize the need to counter the fragmentation of the sociology of work and its "dissolution" into other areas of knowledge by providing a strong theoretical background while maintaining the comparability of measurements. Addressing these gaps is essential for a more accurate reflection of modern labor relations. [ABSTRACT FROM AUTHOR]

In the wake of a turbulent era over the past 3 years, characterized by the unprecedented challenges posed by the COVID‐19 pandemic, individuals have found themselves contending with the intersection of professional and personal responsibilities. The pursuit of luxury has given way to a collective nightmare, as work and family demands converged, each equally relentless and significant. Our paper focuses on the experiences of individuals who confronted and triumphed over these challenges. A sample of 368 professionals, predominantly working from home, was examined to explore the impact of high performance work systems and boundary management in a post‐pandemic landscape marked by blurred boundaries. Our findings support the notion that effective boundary management, encompassing the management of non‐work intruding on work and work encroaching on non‐work, significantly influences withdrawal behaviors. Our study reveals the importance of organizations fostering work practices that empower employees with the IT skills to navigate virtual technologies seamlessly. By doing so, organizations can enhance work‐life balance and mitigate withdrawal behaviors among their workforces. [ABSTRACT FROM AUTHOR]

Amid global constraints imposed by COVID‐19, the education sector witnessed sudden transformations, including school closures and the adoption of distance learning, leading to heightened anxiety among Filipino teachers and impacting their overall well‐being. This study explores the mediating roles of burnout and work–life balance in the associations between COVID‐19 anxiety and life satisfaction among teachers. Data were collected from 532 teachers (73.3% women; meanage = 27.93 ± 1.27 years) engaged in remote work through an online survey using self‐reported questionnaires. Results indicated a significant and adverse influence of COVID‐19 anxiety on life satisfaction. Also, COVID‐19 anxiety showed an effect on both burnout and work–life balance. A significant association between work–life balance and life satisfaction was found, with work–life balance playing a significant mediating role in the relationship between COVID‐19 anxiety and life satisfaction. These results suggest that the anxiety induced by COVID‐19 disrupts the equilibrium between work–life balance and increases burnout, leading to reduced life satisfaction. To mitigate these negative effects on life satisfaction, policymakers and school authorities should devise effective strategies aimed at alleviating teachers' anxiety related to COVID‐19. This approach aims to ultimately diminish burnout, fostering an improvement in work–life balance and life satisfaction for educators. [ABSTRACT FROM AUTHOR]

Background: Parent involvement strongly correlates with children's educational attainment. Sociocultural shifts in parenting roles and shared responsibilities have driven an increase in the need for involvement of fathers in activities to support their children's educational development. Several factors are thought to influence father involvement in children's education; however, the most salient factors remain unclear. Aims: To examine which variables correlate with father involvement in their children's education using a combination of demographic, parent‐related and employment‐related variance. Sample: A total of 166 fathers of at least one child aged 6–17 years and residing across five industrialized Western countries participated in an online survey. Method: Hierarchical multiple regression analysis (HMRA) was performed to examine the total and incremental variance using regression models including demographic, parenting‐ and employment‐related variables linked to educational involvement. Results and Conclusions: The variables included in the current study could explain a large and statistically significant 34% of the variability in fathers' educational involvement. Of these variables, only four were statistically significant in the final model. Specifically, fathers were more likely to be engaged in their children's education when their children were younger, and when parent self‐efficacy, positive work‐to‐family interface and financial anxiety were high. The study's findings indicate that a positive work environment can help fathers better support their children's education, offering a new focus for future interventions and policies. This includes those focused on targeting work‐related constructs to optimize family functioning. [ABSTRACT FROM AUTHOR]

This research examines the role of leaders for employee recovery. We hypothesize that leader support for recovery (empathy for recovery, respect for boundaries, and role modelling) relates positively to employees' psychological detachment from work during non‐work time that, in turn, predicts well‐being outcomes. We argue that leader support for recovery can only be effective when the leader‐member exchange (LMX) relationship quality is sufficiently high. In a series of scale‐development and scale‐validation studies, we demonstrated the construct and content validity of a new measure of leader support for recovery. We tested our hypotheses with diary data collected from 152 employees. Respect for boundaries was positively related to employees' psychological detachment from work during non‐work time at the person level. Psychological detachment from work was positively related to low emotional exhaustion and a high morning recovery state, both at the person and the day level. LMX moderated the relationship between leader support for recovery (overall measure), empathy for recovery, and respect for boundaries on the one hand and psychological detachment on the other hand, such that the relationships became non‐significant when LMX was lower. The study suggests that leaders in high‐quality relationships can contribute to employee recovery – a process that helps to maintain employee well‐being. [ABSTRACT FROM AUTHOR]

The current study examines complexities in relationships between need satisfaction at work, need satisfaction at home, work‐to‐family enrichment (WFE) and well‐being (in terms of positive affect). Competing theoretical perspectives are offered regarding relationships between need satisfaction and WFE. The first perspective, based in a domain specificity approach focused on the directional nature of WFE, suggests that need satisfaction at work is what matters for employees' WFE, irrespective of their need satisfaction at home. Alternatively, a second perspective proposes that both need satisfaction at work and need satisfaction at home represent important factors in employees' experiences of WFE and that congruence (i.e. similarity) between these two constructs is what matters for WFE. Competing hypotheses are tested in a sample of 204 full‐time employees who completed both a work and home survey and were rated on well‐being at home by a significant other. Results support the first perspective for competence need satisfaction and relatedness need satisfaction, while the second perspective is supported for autonomy need satisfaction. For all three needs, indirect relationships are found with well‐being, both at work and at home, via WFE. Relevant theoretical and practical implications are discussed as well as suggestions for future research. [ABSTRACT FROM AUTHOR]

Segmentation of work from nonwork life is widely presented as desirable to maximize recovery from work. Yet it involves effort which may reduce its positive effects. We present a dual‐process model of segmentation based on integrating boundary theory and self‐regulation theory that shows how creating and maintaining boundaries can have both positive and negative effects. Segmentation allows individuals not only to psychological detach from work, thereby reducing work–nonwork conflict, but can also deplete an individual's momentary capacity for state self‐control, increasing work–nonwork conflict. We tested our model with two studies: a weekly diary study with a sample of 436 individuals and a daily diary study with data collected at two time points each day from 162 participants. Using a Bayesian approach, we find some support for our hypothesized dual pathways. In both studies, psychological detachment mediated a negative relationship between segmentation and work–nonwork conflict. In the daily study, self‐control capacity mediated a positive relationship between segmentation and work–nonwork conflict, but this effect was present only when individuals worked onsite and not when working at home. This article contributes towards understanding the mechanisms explaining the relationship between segmentation and work–nonwork conflict and underscores the importance of self‐regulation in this process. [ABSTRACT FROM AUTHOR]

The COVID‐19 pandemic, as a major crisis event, could have changed people's career goals. We examined change trajectories in self‐transcendent versus self‐enhancement career strivings during the COVID‐19 pandemic among 662 employees from Germany with eight measurement waves across 7 months. Building on event systems theory and the literature on prosocial motivation and altruism, we examined whether affective and cognitive self‐focused and other‐focused reactions to the pandemic (i.e., personal distress, empathic concern, and perceived responsibility) predicted differences in changes in career strivings. Analyses with growth curve mixture modelling suggest three distinct groups in terms of stable (N = 537), declining (N = 12), and increasing (N = 113) self‐transcendent versus self‐enhancement career strivings. Controlling various individual and contextual factors, membership in the increasing group was predicted by more empathic concern for people negatively affected by the COVID crisis. In addition, less dispositional self‐concern, more other‐concern, less job insecurity, experiencing job loss and less career impact of the pandemic predicted an increasing self‐transcendent versus self‐enhancement career strivings trajectory compared to other trajectories. The results imply that career strivings can change during major crisis events, predicted by empathic reactions to the effects of the crisis and personal dispositions and contextual factors. [ABSTRACT FROM AUTHOR]

The rise of home‐based teleworking and the ageing of the workforce constitute two major trends impacting the future of work. Managing these trends well requires a good understanding of how worker age and telework intersect and which mechanisms link age and telework outcomes. We integrated perspectives of boundary theory and the lifespan model of selection, optimization, and compensation and investigated in two studies the relationship between employee age and two telework outcomes (work–life balance and unfinished tasks) as mediated by boundary management tactics aimed at segmenting work and nonwork roles. Across Study 1 (a two‐wave study with 172 teleworkers) and Study 2 (a three‐wave study with 282 teleworkers), we found positive associations between age and use of segmenting boundary management tactics during telework. We further identified indirect effects of age on higher productivity in terms of fewer unfinished tasks (both studies) and better work–life balance (Study 2) through boundary management tactics use. Robustness checks indicated that age effects remain significant after controlling for a number of demographic characteristics, work and home demands, motivational factors, and self‐regulatory skills. Findings suggest that older workers effectively navigate the blurred work‐nonwork boundaries in home‐based telework using self‐regulatory behaviour that supports positive telework outcomes. [ABSTRACT FROM AUTHOR]

Objective: This paper examines the way divorced mothers' long‐run employment, long‐run earnings, and subjective experiences of work–family conflict differ by children's postdivorce living arrangements. Background: Children's living arrangements are an important—and somewhat overlooked—determinant of mothers' postdivorce economic outcomes. Parenting commitments and resource availability tied to the amount of time children spend in residence can impact mothers' experiences of work–family conflict and consequent employment. Method: The paper uses linked administrative and survey data for divorced parents in Wisconsin. It applies a mixed‐methods approach, first using multivariate regression models to control for baseline characteristics in exploring mothers' labor market outcomes and experiences of work–family conflict, and subsequently performing content analysis on open‐ended survey responses to enhance the findings from the quantitative analysis. Results: Mothers with shared physical custody are 5% more likely to report being employed in the long run, experience 6% less work–family conflict, and show larger increases in long‐term earnings than mothers who have sole physical custody of their children. However, the higher long‐term earnings of shared placement mothers cannot be attributed to lower work–family conflict. Conclusion: Shared placement mothers enjoy a labor market advantage in the long term after divorce, but more research is needed to understand the mechanisms behind this relationship. Implications: Public policy encouraging shared placement can be beneficial for divorced mothers' economic outcomes. [ABSTRACT FROM AUTHOR]

This study aimed to explore healthcare professionals' attribution of meaning to the concept of addiction, treatment and recovery. The study was conducted through semi‐structured interviews with 18 healthcare professionals in the field of addiction: nine nurses, six psychologists, a psychiatrist, a social worker and a psychosocial technician. Based on a qualitative methodology, a thematic analysis was performed using the NVivo software. Regarding professional stress, the results revealed several stress factors related to the intervention (e.g. strategic powerlessness and uncertainty of intervention's effectiveness), the addicted individuals (e.g. motivation, difficulties in adhering to treatment, patient behaviour, negative patient emotionality and lack of socio‐economic resources) as well as the healthcare services (e.g. team stress). Adaptive coping strategies were reported, both used in the work context (e.g. cognitive coping strategies and acceptance) and in personal life (e.g. work‐family boundaries and family support and closeness). Despite the professional stress experienced, the participants' narratives indicated positive transformations of the self, which suggests resilient professional trajectories. [ABSTRACT FROM AUTHOR]

Advances in information and communication technologies have made organizations more efficient and flexible. However, such technologies have changed how employees work and blur the lines between work and nonwork domains. Drawing on theories of self‐regulation and moral disengagement, this study investigates how and when work‐related electronic communication during nonwork time leads to employees' negative behaviors. Using two daily survey across two consecutive weeks, we found that work‐related electronic communication during nonwork time increased the level of employees' self‐regulation depletion and subsequent moral disengagement, resulting in increased workplace deviance the next day. Moreover, segmentation preference amplified the serial indirect effect of work‐related electronic communication during nonwork time on workplace deviance (via self‐regulation depletion and moral disengagement). Our findings extend the research on work‐related electronic communication during nonwork time by offering further insights into its behavioral consequences. [ABSTRACT FROM AUTHOR]

Background: Physician–scientists are important drivers of research, in both knowledge acquisition and research translation. In Australia, many newly qualified physicians and advanced physician trainees enrol in PhD studies, with a view to training as physician–scientists. However, data on perceived challenges and ways to support them are limited. Methods: This single‐centre study surveyed trainee physician–scientists undertaking PhD studies within the Monash University Department of Medicine in 2020. Following discussions with PhD students and a qualitative written questionnaire, trainee physician–scientists were invited to complete a quantitative survey that aimed to identify current and future career challenges and determine the type of enrichment and support mechanisms they value most and would most likely use. Results: From 45 eligible participants, 25 responses were received (76% female). Participants identified multiple substantial challenges (median of 6) during their candidature relating to their project, changes in roles and their personal lives. They also envisaged future challenges post‐PhD in establishing themselves as an independent investigator, further changes in their identity and their personal lives. Of potential support mechanisms during their candidature, a mentoring program was the most favoured, with an online discussion forum being the least popular. Conclusions: Trainee physician–scientists report multiple challenges during their PhD candidature and envisage significant challenges in establishing their research independence after PhD completion. They valued several potential support mechanisms, particularly a mentoring program. Australian universities and their associated academic health services should consider establishing programs to support trainee physician–scientists. [ABSTRACT FROM AUTHOR]

The effort to close the gender gaps in employment is one of the priorities worldwide to help address the disparity that exists between men and women in terms of rights and opportunities and to grow the economy in a sustainable way. Several academics and international organizations are interested in understanding its evolution, as well as the reasons and consequences of its existence. In this sense, the crisis alters the labor markets, affecting male and female employment ratios to varying degrees. To determine the foundations and consequences of the COVID‐19 in the labor sphere: we first discuss the most relevant international analysis of employment in pre‐and post‐COVID‐19 times. Second, we synthesize the state of the art of the most relevant literature on gender gap in employment and its drivers, especially those related to the impact of the coronavirus. To achieve this, we revised 731 papers since 1989 until January 2024. The reports of different organizations, as well as scientific studies indicate that the coronavirus has represented a setback for female empowerment. This is evident in higher rates of destroyed employment due to the pandemic impact on more feminized sectors, and women have assumed greater responsibilities at home compared to males. With a sample of 394 articles published between 2020 and January 2024, we employed a bibliometric approach to understand the evolution of scientific research on the subject. Our results provide a theoretical and conceptual framework that facilitates academic progress in understanding gender inequality, as well as practical guidance in identifying gaps. [ABSTRACT FROM AUTHOR]

Aim: To investigate dermatology and allergology nurses' experiences of relocation from an outpatient clinic to a newly established COVID‐19 infectious disease ward. Design: A phenomenological‐hermeneutical approach was applied. Methods: Three focus groups with nurses were conducted from June to August 2020. Data were analysed in accordance with Ricoeur's theory of interpretation. Results: The relocation represented a challenging period that involved uncertainty and evoked feelings of excitement and dedication towards the nursing profession. Nurses felt obligated to help; however, they also experienced that they did not have a say in the relocation. The placement on the infectious disease ward was characterized by adaptations in three areas: unfamiliar working environment, unfamiliar team competencies and inadequate nursing training. E‐learning training was experienced as insufficient, as it did not enhance the nurses' specific competencies or confidence in caring for patients with COVID‐19. Conclusion: The relocation of nurses from an outpatient clinic to a new COVID‐19 infectious disease ward created a dilemma between nurses' sense of duty and their right to self‐determination. A prompt relocation into a newly established unfamiliar field caused frustrations because there were no unspoken rules to rely on. Managers should take nurses' experiences and perceptions under careful consideration and strive for more involvement in future scenarios. Patient or Public Contributions: No patient or public contribution. [ABSTRACT FROM AUTHOR]

Aims: To explore Registered Nurses' motives to undergo specialist training and to choose a particular speciality. Design: A descriptive qualitative interview study. Methods: Semi‐structured interviews were conducted during 2021 with 20 Swedish specialist nurse students from different specialisation areas. Qualitative content analysis was used. The COREQ checklist was used to report the study. Results: Specialist nurse students' motivations for further training were divided into three main categories with two sub‐categories each. The main categories were 'toward new challenges and conditions in work life', 'contributions to the development and higher competencies in health care' and 'personal work and life experiences as ground for choice'. Conclusion: Our study demonstrates the importance of motivating factors in the career choices of Specialist nurse students, such as personal challenges, desirable working conditions, career growth opportunities and personal experiences in the career choices. Creating a supportive work environment that helps to prioritise work‐life balance and offers the development of new skills might help retain nurses. No Patient or Public Contribution: No patient or public contribution was used. However, if more nurses would choose to undergo specialist training, especially in areas facing significant shortages, it would most likely lead to improved health‐related outcomes for patients or populations. [ABSTRACT FROM AUTHOR]

Objective: The study addresses two research inquiries: evaluating the effectiveness of the Home Garden Network (HGN) program in attaining its four intended outcomes (learning, growing, sharing, and healing) as well as exploring the social capital mechanisms in facilitating the four outcomes. Background: Drawing from Coleman's social capital theory, the HGN program was developed in response to common issues many families experience: the lack of family leisure time, dietary‐related health issues, and food insecurity. Methods: Individual interviews were conducted with eight program participants. Results: The findings revealed that the program produced the four intended outcomes in which the three forms of social capital (i.e., information channels, reciprocity, and social norms) served as mechanisms that explained the outcomes. Through information channels, participants learned from their network members as well as the program facilitators. Reciprocity is fostered through a system where families take turns assisting each other in growing their gardens, establishing a sense of mutual obligation. Social norms encourage the sharing of produce and plants, reinforcing a collective culture of generosity. Reciprocal relationships further strengthened their interpersonal bonding experiences, providing participants with a sense of group identity and belonging, and hence healing. In addition, families utilize their gardens as a communication starter, establishing social norms of routines and responsibilities that promote family cohesion. Conclusion: The study validates the HGN program in achieving its learning, growing, sharing, and healing objectives. Implications: The program offers implementation opportunities for human services organizations and land‐grant universities, aligning with social policies promoting food security and healthy lifestyles. [ABSTRACT FROM AUTHOR]

This paper examines the influence of cultural contexts on work‐life flexibility practices and employee productivity. Using extant theory from the work‐life literature and gender egalitarianism, it examines whether flexible work practices are experienced differentially by men versus women in two varied cultural contexts (Australia and India). Results show that the use of flextime reduces the productivity of men more than women in a high‐income individualistic cultural context (Australia); whereas the use of telecommute or vacation time enhances the productivity of men more than women in a relatively paternalistic cultural context (India). Using uniquely comparable samples of 177 and 166 respondents respectively, the study provides new evidence on the effects of cultural contexts on work‐life flexibility practices, with important implications for work‐life flexibility theory and practice. For work‐life flexibility practices to be effective, managers need to implement practices that align with the gendered cultural norms within which they operate. [ABSTRACT FROM AUTHOR]

Objective: To explore the impact of attending a clinical placement in considering a career in obstetrics and gynaecology. Design: Mixed methods study. Setting: London Medical School. Population: Fifth year medical students attending a clinical placement in obstetrics and gynaecology. Methods: Between January 2021 and January 2022, questionnaires were used and semi‐structured focus groups conducted, which were audio‐recorded. Descriptive statistics were conducted and a framework analysis on transcribed focus groups. Main outcome measure: The impact of the clinical placement on career choice. Results: Six main themes were identified from the analysis; three contributing to considering a career in obstetrics and gynaecology; pregnancy is not an illness, extraordinary experience of observing childbirth and variable specialty and three themes emerged contributing to not considering a career; lack of work–life balance, high stakes specialty and the emotional toll. Even at an undergraduate level, medical students exhibited concerns about the long‐term feasibility of achieving work–life balance and avoiding professional burnout, which was partly attributed to the responsibility of looking after both the woman and their baby. Conclusions: Obstetrics and gynaecology is perceived as an exciting and variable speciality by medical students. Students' experiences on the labour ward during a clinical placement appear to contribute to the consideration of a career in obstetrics and gynaecology. Students should be given opportunities to discuss their concerns about obstetrics, particularly over the potential psychological impact of adverse/traumatic birth events. It is crucial to provide a realistic introduction to obstetrics, to recruit enthusiastic junior doctors who will be resilient to the pressures of the speciality, to avoid burnout and minimise attrition rates. Linked article: This article is commented on by Charles Weissman, pp.969 in this issue. To view this mini commentary visit https://doi.org/10.1111/1471‐0528.17751. [ABSTRACT FROM AUTHOR]

Providing flexibility at work is the most pervasive tool for organizations to help employees manage the work–family (WF) interface. Extant research, however, indicates that flexibility does not consistently reduce WF conflict. This paper reports on two studies that contribute to our understanding of how, and for whom, perceived work flexibility improves these outcomes. We extend work on the mechanisms by which flexibility influences outcomes and extend conservation of resources theory using choice overload theory to understand the boundaries of flexibility as a positive resource, specifically, in the form of procrastination. In Study 1, we found that perceived work flexibility was negatively related to subjective work demand for those low on procrastination. In Study 2, we replicate these effects and extend them by finding that effects of flexibility on WF conflict were mediated by its influence on subjective work demand. We discuss the implications of these findings for future research and practice around flexibility in the WF interface. [ABSTRACT FROM AUTHOR]

This study investigates how cognitive demands resulting from employer‐oriented flexibility (i.e. to coordinate with others, to structure work tasks and to organize work and private obligations) relate to work–home outcomes among health care professionals. To understand the underlying psychological mechanisms of the relationship between cognitive demands resulting from employer‐oriented flexibility and work–home outcomes, we combined the challenge–hindrance approach with role theory. We hypothesized a positive relationship between cognitive demands resulting from employer‐oriented flexibility and work–home conflict via cognitive effort (strain process) and between cognitive demands resulting from employer‐oriented flexibility and work–home enrichment via learning to self‐organize (learning process). Eighty‐eight health care professionals working in eldercare homes participated in a diary study and provided 407 day‐level datasets. They completed questionnaires twice a day over 5 working days. Our analyses show that the relationships between daily cognitive demands resulting from employer‐oriented flexibility and work–home outcomes depend on strain and learning processes. Furthermore, our results demonstrate that cognitive demands resulting from employer‐oriented flexibility, although ambivalently related to work–home outcomes on the person level, trigger distinct strain and learning processes on the day level: daily coordinating with colleagues and daily structuring work tasks were related to work–home conflict via cognitive effort, whereas daily organizing work and family obligations was associated with work–home enrichment via learning to self‐organize. [ABSTRACT FROM AUTHOR]

While a growing body of literature links the stressor of job insecurity (JI) with poor employee well‐being and increased work‐to‐family conflict (WFC), the current study specifically tests WFC as an explanatory mechanism of the relationships between affective JI (i.e., emotional reactions to the perceived threat to one's job) and poor health outcomes (i.e., mental and physical health). Moreover, this study uniquely examines how family–work stereotype threat (FWST; i.e., fears of confirming negative stereotypes about workers with family obligations) may exacerbate the relationship between perceived threats to one's job and employee reports of WFC. Using a cross‐country design, data from 707 employees in the United States (two‐wave) and 763 employees nested within 100 organizations in Italy (multilevel, cross‐sectional) largely supported the hypothesized mediation model. Specifically, WFC explains the association of JI with individual mental and physical health in both countries. Moreover, FWST exacerbates the direct relation of JI with WFC in the United States, but not in Italy. These findings suggest that the fear of losing one's job may prompt employee experiences of WFC and subsequent poorer physical and mental health; additionally, in the United States, this effect is even stronger among employees who reported higher levels of FWST. We interpret these heterogeneous findings in the light of nation‐related factors in managing increasingly insecure employment markets, especially after the COVID‐19 pandemic. Theoretical and practical implications are discussed for improving both health and work–life boundary management of post‐pandemic workers. [ABSTRACT FROM AUTHOR]

The COVID‐19 pandemic directly threatened our health and safety, while contradictory scientific and media reports generated uncertainty. Social information processing theory suggests that employees may have relied on their coworkers, via coworker support, to make sense of the confusion. Because previous research shows that coworker support can counterintuitively increase strain, we investigated the effects of coworker support on strain during the pandemic. Specifically, we collected data from a heterogeneous US sample of 314 working parents in May 2020 to illustrate the path from personal traits (i.e., optimism, generalized self‐efficacy, and internal locus of control) to COVID‐19 anxiety to workplace outcomes (i.e., self‐rated performance, emotional exhaustion, and work–family conflict) in a multiphasic study design. Employees with low levels of these traits reported more COVID‐19 anxiety, and in turn, more decrement to their workplace outcomes. This mediation is moderated by coworker social support, such that the indirect effect is exacerbated by coworker social support. This is consistent with social information processing theory, which states that coworker social support can unintentionally corroborate and amplify employee stress perceptions. We therefore recommend that, when faced with significant adversity, organizations provide communication training oriented toward increasing positive coworker interactions and guiding social information. [ABSTRACT FROM AUTHOR]

Objective: This article examines whether performing location-based platform work is associated with greater work-family conflict--and if this association is stronger for those relying on labor platforms for their primary employment. Background: Digital labor platforms project a vision of flexibility and improved work-family balance for workers; however, empirical evidence supporting these promises remains elusive. While platform workers are normally offered the freedom to choose their work hours, the efforts of labor platforms to algorithmically manage workers' schedules may encourage an 'always-on' approach to work that pressures workers to prioritize work availability that exacerbates work-family conflicts. Method: We conducted three national surveys of Canadian workers in 2020, 2021, and 2022. Based on pooled survey data (N = 10,483), structural equational modeling was used to investigate (1) the relationship between locationbased platform work and work-family conflict and (2) the mediating role of work-family role blurring--captured by work contact outside of normal working hours. Results: We discovered that platform workers, compared to employees and the traditional self-employed, reported greater work-family conflict--conflicts that were especially pronounced for those relying on labor platforms as their primary source of income. These patterns were partially explained by platform workers' increased exposure to work contact outside of work hours. Conclusion: Our findings question the assertion that digital labor platforms provide enhanced flexibility for managing work and family demands. Instead, we contend that the instability inherent in platform work blurs and disrupts work-family role boundaries, disproportionately favoring labor platforms and their clientele at the expense of workers' familial responsibilities. [ABSTRACT FROM AUTHOR]

Aim: To describe what registered nurses' experience to be important to job satisfaction in nursing home settings. Design: This is a qualitative study based on data from individual interviews. Methods: Sixteen registered nurses working in nursing homes were interviewed, and their responses were analysed with systematic text condensation. Results: A total of six categories were developed to describe various aspects of job satisfaction among registered nurses at nursing homes: meaningfulness is essential, to possess control and manageability is central, a possibility to balance daily challenges with professional development, supportive leadership is imperative, the nursing team's competence and companionship, and being confident in one's own profession. Conclusion: In the present study, meaningfulness was essential to job satisfaction, and work was experienced to be meaningful and engaging when the demands were manageable, the workload controllable, and when the registered nurses felt supported by management and co‐workers. Conversely, if the demands were too high, the workload was beyond their control and the nurses felt unsupported, then the work felt meaningless and thus unsatisfactory. [ABSTRACT FROM AUTHOR]