The mediating effect of work engagement on the relationship between work–family conflict and turnover intention and moderated mediating role of supervisor support during global pandemic

The effects of work-family conflict, work engagement, and job burnout on self-rated health of public health emergency responders in Jilin Province, China, in the context of the COVID-19

Introduction

Amid sudden public health crises, preserving the well-being and optimal working states of frontline healthcare professionals is imperative for efficaciously managing the emergences. However, there is a paucity of research investigating the health status of frontline healthcare professionals through the perspective of work-family conflict. This study sought to elucidate the complex interrelations between work-family conflict, work engagement, job burnout, and self-rated health among public health emergency responders within the context of the COVID-19 pandemic.

Methods

A convenience sampling method was employed to survey 1,309 public health emergency responders at the Jilin Provincial Center for Disease Control and Prevention. An online survey was administered utilizing a self-constructed questionnaire. The hypothesized relationships between the variables were tested using structural equation modeling.

Results

The direct impact of work-family conflict on self-rated health is not significant. The association between work-family conflicts and self-rated health was significantly mediated by work engagement and job burnout, respectively. Meanwhile, work engagement and job burnout had a chain mediating effect on work-family conflict and self-rated health.

Conclusion

Work-family conflict plays a critical role in shaping the health and work status of public health emergency responders during public health crises. Organizations and managers should, in their workplace management practices, focus not only on work-related factors but also give due consideration to family-related factors. Supportive policies, including family-friendly initiatives, should be developed to safeguard the health and work engagement of public health emergency responders.

COVID-19 Disruption and Meaningful Work: The Mediating Role of Family–Work Conflict

Work overload and the alteration in family dynamics caused by the COVID-19 pandemic crisis may be increasing family–work conflict, leading to the consequent decrease in meaningful work. Using the structural equation modeling of covariance, this research determines the impact of the pandemic disruption on meaningful work as mediated through family–work conflict. The sample comes from 534 men and 257 women that are full-time employees of seven public manufacturing companies in Bolivia; they were surveyed by filling out a self-report questionnaire at the companies’ locations. Although no significant direct effects were found between COVID-19 disruption and meaningful work (standardized beta = 0.038, Z = 0.756, p = 0.450), there is an indirect effect when the relationship is measured through the family–work life conflict variable (standardized beta = −0.138, Z = −6.119, p < 0.001). Implications for business management are discussed.

The Relationships among Proactive Personality, Work Engagement, and Perceived Work Competence in Sports Coaches: The Moderating Role of Perceived Supervisor Support

Grounded in the job demands-resources model, this study examines the moderating role of supervisor support and the mediating role of sports coaches' work engagement in the relationship between proactive personality and perceived work competence. A total of 261 school sports coaches in Taiwan participated in the study. The results indicated that work engagement positively mediates the relationship between sports coaches' proactive personality and perceived work competence. Separately, supervisor support weakens the link between proactive personality and work engagement but strengthens the relationship between work engagement and perceived work competence; however, taken together, supervisor support weakens the indirect effects of proactive personality on perceived work competence through job engagement. Under the boundary condition of perceived supervisor support, the sports coaches' proactive personality is a critical antecedent of perceived work competence through work engagement. We suggest that proactive sports coaches are assets for schools because they possess the drive and energy for self-improvement, promoting organizational progress automatically.

M. Knowledge diffusion–application association during the COVID-19 pandemic: investigating the role of technology intervention

Purpose

Knowledge management during the pandemic has been a challenging task due to the sudden intervention of technology in the organisational environment and the unexpected shift to the work-from-home culture. This study aims to investigate the role of technology intervention in the relationship between knowledge diffusion and knowledge application.

Design/methodology/approach

A cross-sectional study was conducted and data were collected from 541 employees who were working from home during the pandemic in India.

Findings

This study found significant relationships between knowledge diffusion and technology intervention. This study also observed the mediating role of technology intervention in the relationship between knowledge diffusion and knowledge application.

Originality/value

Tis study stands with other pioneering studies that have explored the role of technology intervention in the knowledge diffusion–application relationship using the job demand-resource model.

The Impact of Hospitality Work Environment on Employees' Turnover Intentions During COVID-19 Pandemic: The Mediating Role of Work-Family Conflict

Employees' turnover intentions and work-family conflict as a result of the hospitality work environment are considered the major global challenges confronted by hospitality organizations, especially in the era of COVID-19. This study aims at identifying the impact of the hospitality work environment on work-family conflict (WFC), as well as turnover intentions and examining the potential mediating role of WFC in the relationship between work environment and turnover intentions, during the COVID-19 pandemic in a sample of three- and four-star resorts in Egypt. A total of 413 resorts employees from Egyptian destinations (Sharm El-Sheikh and Hurghada) participated in the study. The findings of the Structural Equation Modeling (SEM) revealed that the hospitality work environment significantly and positively affects employees' turnover intentions and WFC. In the context of the mediating role of WFC, results illustrated that WFC significantly partially mediates the relationship between the hospitality work environment and turnover intentions. Upon these findings, the study suggests that to prevent WFC and eliminate turnover intentions among resorts' employees, an urgent need to create a better work environment is vitally important. limitations and future research directions have been discussed.