Work-Life Balance, Job Satisfaction, and Job Performance of SMEs Employees: The Moderating Role of Family-Supportive Supervisor Behaviors

Beyond boundaries: fostering women entrepreneurs' success through culture, family, and entrepreneurship

Introduction

This study investigates how social capital, family support, culture, entrepreneurial qualities, and self-efficacy influence women's work-life balance and entrepreneurial success in Indonesia.

Methods

This research employs a quantitative methodology, gathering data via a survey with 350 participants.

Results

The investigation findings indicate that culture, family support, and entrepreneurial tendencies significantly influence self-efficacy, social capital, and business success. Additionally, social capital and self-efficacy significantly mediate the association between the independent variables and satisfaction with work-life balance and company performance.

Discussion

The research emphasizes the significance of the interaction between social, cultural, and personal aspects in boosting entrepreneurial success and well-being, and the results offer useful insights to assist the growth of women entrepreneurs in Indonesia.

How Does Job Well-Being Optimize Audit Performance? The Moderating Effect of Passion

Most prior studies found that job well-being and job performance are in a linear relationship. Audit firms are a type of highly professional organization. Based on the affective events theory, this study argues that job well-being can accelerate the improvement of audit performance thus forming a curvilinear relationship. Additionally, auditing is a job that demands highly professional skills and responsibility. This study argues that an auditor's passion for work can strengthen the relationship between job well-being and audit performance. The study employed a quantitative survey approach, collecting data from 178 auditors who are in a position of in-charge, deputy manager, and manager in the Big Four CPA firms in Taiwan. The empirical evidence confirmed that job well-being and audit performance are in a curvilinear relationship. In addition, the effect of job well-being on audit performance is greater in the presence of high passion and will diminish when the passion is low. According to the research results, the managerial implications for audit firms are provided.

Balancing work and earnings: The long-term impact on mental health

Earnings and work hours (e.g., weekly work hours) are key determinants of one's mental health. While higher earnings are linked to better mental health due to reduced financial stress, they may come at the cost of longer work hours harmful for mental health. Therefore, balancing work hours with earnings is crucial for mental health. Using the 2015, 2017, and 2019 waves of the Panel Study of Income Dynamics (N = 6,776), this study explores how one's earnings and work hours combine to influence mental health using growth mixture modeling and a negative binomial regression model, with generalized propensity score weighting for causal inference. The findings reveal that working 40 h a week with earnings two to three times the US federal poverty threshold benefits mental health. However, earning more by working 60 h a week does not provide additional mental health benefits. Additionally, individuals with a history of low earnings face a high risk of psychological distress, even as their earnings improve over time. This risk is similar to that experienced by those consistently earning low incomes. Our findings highlight the importance of clarifying work-earning balance for one's mental health as well as identifying people with mental health needs from a longitudinal perspective.

"Plastic Surgery Program Leadership Perspectives on Wellness and Professional Development Curricula-Where are we Now?"

BACKGROUND

Burnout is common amongst surgical trainees and its consequences can be detrimental to both mental health and patient care. As such, wellness and professional development have moved to the forefront of discussion in surgical education. The purpose of this study is to describe the current landscape of wellness and professional development education, as well as barriers to initiation of dedicated curricula.

METHODS

Electronic surveys were distributed to 115 publicly available program director (PD) or coordinator emails for integrated and independent plastic surgery programs.

RESULTS

The survey response rate was 40%. Burnout was a problem within 28.6% of respondent's programs. An additional 50% reported "they had dealt with burnout, but it was not a problem." Thus, 78.6% of respondents reported burnout issues amongst their trainees. While all respondents believed that prioritizing resident wellness was 1 of their many roles, 78.6% felt that this role should be shared. Forty percent of programs did not have wellness programming with 84.2% indicating that the addition of a dedicated curriculum would benefit their trainees. Common barriers to implementation included: lack of interest, impingement upon free time, lack of resources, onerous initiation, and concern regarding a shift from academic focus. Eighty three percent of respondents would be interested in adopting curricula from another program.

CONCLUSIONS

Burnout remains a major issue, affecting over 75% of plastic surgery programs; however, the current landscape of wellness and professional development curricula is highly variable. Adopting curricula from other programs may address commonly cited barriers.

Artificial intelligence and job performance of healthcare providers in China

Introduction

This study explores the influence of artificial intelligence (A.I.) applications on the job performance of healthcare providers, based on data from standardised-trained residents in the First People's Hospital of Yunnan Province in China.

Methods

The ordinary least squares model is employed to examine the relationship between A.I. applications and job performance. To address potential endogeneity and missing variables, we utilise the propensity score matching method and alternative regression models.

Results

The findings indicate that the job performance of standardised-trained residents positively correlates with A.I. applications. This relationship remains robust after addressing endogenous and missing variables. Further discussion reveals that patients' support mediates the relationship between A.I. and job performance. Under identical conditions, the job performance of female residents empowered by A.I. is found to be significantly better than that of their male counterparts. Conversely, no heterogeneity is observed regarding the impact of A.I. on the job performance of medical practitioners and clinical medical technicians.

Discussion

This study underscores the positive role of A.I. applications in enhancing the job performance of standardised-trained residents. The results highlight the mediating role of patient support and suggest gender-based differences in the efficacy of A.I. empowerment.

Work-life balance Twitter insights: A social media analysis before and after COVID-19 pandemic

This research examines the perceptions of Twitter users regarding the prevalent topics within Work-Life Balance communication before and after the COVID-19 pandemic. The pressing questions surrounding current labour market drivers are addressed, particularly regarding the ongoing Fourth Industrial Revolution and the COVID-19 pandemic's impact on communicated themes, particularly in the Human Resource Management field, where Work-Life Balance has emerged as a key concept. Social media platforms like Twitter are pivotal in fostering discussions on Work-Life Balance in society. Over the past decade, Twitter has evolved into a significant research platform researchers utilise in more than ten thousand research articles. The online discourse on Twitter raises awareness of the importance of balancing work and personal life. The COVID-19 pandemic has unveiled new facets of Work-Life Balance, with social media as a key platform for discussing these issues. This research uses Social Media Analysis based on the Hashtag Research framework. A total of 1,768,628 tweets from 499,574 users were examined, and frequency, topic, and sentiment analysis were conducted. Pre-pandemic, the most communicated Work-Life Balance topics were performance and time management, while recruitment and employee development were identified post-pandemic. Pre-pandemic, the highest proportion of negative sentiment was time management and mental health prevention, shifting to time, employee development, and mental health prevention post-pandemic. Despite the limitations of our research, a proposed redefinition of the concept is also presented, including a design for an integrated Work-Life Balance model based on topics communicated by Twitter users. Given the need for a more robust approach to redefining the concept and developing an integrative Work-Life Balance model, the article provides fresh insights for future research.

Quality of work life (QWL) of community pharmacists and its association with subjective evaluations of pharmaceutical services

Background

In Japan, pharmacists' role has drastically changed in recent years. However, previous studies have not performed internal marketing analysis for Japanese community pharmacists so that they improve the quality of work life (QWL) and be satisfied with it. Further, few studies are conducted on Japanese community pharmacists' QWL and its effect on the quality of pharmaceutical services.

Objectives

This study aimed to reveal associations between community pharmacists' QWL and their subjective evaluations of pharmaceutical service.

Methods

A questionnaire survey was conducted among 2027 pharmacists, with the cooperation of 20 corporations that run pharmacies. The collected data were subjected to multiple regression analysis, using SPSS 29.

Results

Standard multiple regression shows that 27.4% of variance in pharmacists' subjective evaluations of their service was explained by QWL and other control variables, such as age, gender, and employee status (p < .001, R2 = 0.274). This analysis showed that factors behind pharmacists' QWL, "meaning of existence in the workplace" and "pride in work," explained pharmacists' subjective evaluations of pharmaceutical service (β = 0.307, p < .001, β = 0.277; p < .001, respectively).

Conclusion

This study shows that improving QWL, especially "mental and physical effects on work" and "pride in work," might contribute to improving community pharmacists' services.

Work-life balance and employee commitment: mediating effect of job satisfaction

Introduction

Work is very important to man and work experiences have implications on other aspects of human life. The major essence of work is to obtain resources to optimize other domains of life. This demands the need to strike a balance. Flowing from the positive and negative effect of the Spill over theory, the study investigated the influence of work-life balance (WLB) on employee job commitment using JS as the mediating variable.

Methods

A cross-sectional survey design elicited the desired data from 344 employees in 4 Universities and 4 multinational companies. Path diagram analysis served as the data analysis technique.

Results/discussion

The results show that all the family and religious lives have statistically significant negative influences on employee commitment (EMPC) while leisure and health have statistically significant positive influences on EMPC. The study thus, makes theoretical contributions.

The effect of sense of security on job performance of medical staff: the mediating effect of psychological capital

Objective

To investigate the current situation of sense of security, psychological capital and job performance of medical staff in Guangdong Province, and to explore the mediating role of psychological capital on the relationship between sense of security and job performance of medical staff.

Methods

In this study, 969 health care workers were selected from February 2023 to April 2023 from 37 hospitals in Guangdong Province, China, using purposive sampling method. The Sense of Security Scale for Medical Staff (SSS-MS), psychological capital scale (PCS) in Chinese version and the Chinese version of job performance scale (JPS) were used in this study. We use SPSS 26.0 for statistical analysis and Amos 24.0 for structural equation modeling (SEM). The control variables entering SEM were selected by regression analysis. SEM analysis confirmed psychological capital scale's mediating function in the link between work performance scale and Sense of Security.

Results

The overall SSS-MS, PCS, and JPS scores were 67.42 ± 16.136, 87.06 ± 15.04, and 77.87 ± 10.50, respectively. The results of Pearson's correlation analysis showed that there was a positive relationship between PCS and JPS (r = 0.722, P < 0.01), SSS-MS and JPS (r = 0.312, P < 0.01), and SSS-MS and PCS (r = 0.424, P < 0.01). PCS demonstrated a fully mediating influence on the link between medical workers' SSS-MS and JPS, according to structural equation modeling.

Conclusion

The JPS of medical personnel in Guangdong Province is at a medium level, with much room for improvement. PCS is positively impacted by a sense of security. There is a supportive correlation between PCS, JPS, and SSS-MS. Furthermore, PCS fully mediates the relationship between medical staff members' JPS and their SSS-MS. The Job Diamond-Resource model and Conservation of Resource theory are further validated and supplemented by the findings of this study, which also gives managers a theoretical foundation for enhancing medical staff performance.

The Managerial Role and Psychosocial Factors of Job Satisfaction: A Cross-sectional Study Among Wittyfit's Users

OBJECTIVE

Job satisfaction is an emerging indicator for measuring workers' occupational well-being; however, this has been poorly studied in managers. We aimed to explore job satisfaction between managers and employees and assess its factors.

METHODS

Data from Wittyfit's users were collected between January 2018 and February 2020. Volunteers anonymously provided their sociodemographic profile, their sense of job satisfaction, and their psychosocial feelings (ambiance, meaning, organization, recognition, values, work-life balance).

RESULTS

Data of 10,484 employees and 836 managers were collected. Job satisfaction was higher in managers than employees. All psychosocial factors had an impact on job satisfaction in workers. There was a higher prevalence of satisfied managers than employees. Managerial position and other sociodemographic variables influenced this prevalence.

CONCLUSIONS

Managers seem to be more satisfied than employees. Psychosocial and sociodemographic factors can influence workers' job satisfaction.

Job Satisfaction in Remote Work: The Role of Positive Spillover from Work to Family and Work-Life Balance

The objective of this research is to propose and validate a theoretical model that explains job satisfaction in remote work influenced by family-supportive supervisory behaviors (FSSBs) and, in addition, to evaluate the mediating role of work-to-family positive spillover (WFPS) and work-life balance (WLB) in this influence. A non-experimental cross-sectional study was conducted using a self-administered survey to a sample of 396 teleworkers in Lima, Peru. The hypothesized model was analyzed using PLS-SEM based structural equation modeling. The results show that FSSB has a direct effect on both job satisfaction in remote work and WFPS and WLB. In addition, it shows that WFPS and WLB have positive effects on job satisfaction in remote work. Also, the results show that WFPS and WLB have a mediating role in the influence of FSSB on job satisfaction in remote work. In conclusion, this study highlights the importance of supervisor behavior, positive work-to-family spillover, and work-life balance in remote workers' job satisfaction. It is suggested that companies adopt policies and practices that encourage work-life balance as well as a favorable supervisory environment.

The effect of family supportive supervisor behavior on teachers' innovative behavior and thriving at work: A moderated mediation model

Objective

In today's society, teachers are increasingly focused on the harmonious development of work and family. However, few studies have discussed family supportive supervisor behavior to promote teachers' innovative behaviors and thriving at work. The study explores the mechanisms of family-supportive supervisor behaviors on teachers' innovative behaviors and thriving at work.

Methods

In this study, we adopt a questionnaire-based follow-up study of 409 career married teachers in Northwest China at three time points based on the Work-home Resource Model and Resource Conservation Theory.

Results

The results indicate that family supportive supervisor behavior has a significant positive predictive effect on teachers' innovative behavior and thriving at work, and work-family enrichment mediates between this relationship. In addition, proactive personality moderates the relationship between family-supportive supervisor behavior and work-family enrichment and the mediating role of work-family enrichment.

Conclusion

Prior research has focused more on the impact of job characteristics within the work domain on work innovation behavior and thriving at work, and some studies have explored the impact of family-level factors on teacher behavior, but more often than not, they have been described based on a conflict perspective. This paper explores the positive impact of family-supportive supervisor behavior on teachers' innovative behaviors and thriving at work from a resource flow perspective and identifies its potential boundary conditions. This study extends theoretical research on family-work relationships while providing new grounding and research perspectives for improving teacher work and family enrichment.

Working conditions, authorizations, mental health, and job satisfaction of physician assistants in Germany

Objective

This study explores associations among the overall and facet-specific job satisfaction, work-related factors, responsibilities, and mental health of physician assistants (PAs) in Germany to identify factors that prolong the lifetime and wellbeing of PAs in practice and to counteract the shortage of healthcare staff.

Methods

An online survey comprising sociodemographic and work-related items, items from the short questionnaire of general and facet-specific job satisfaction (KAFA), and the Depression, Anxiety, and Stress Scale (DASS-21) were distributed to PAs working in Germany in 2021 (cross-sectional survey design). Descriptive statistics, DASS-21 subscale score analysis, t-test, ANOVA, or Kruskal-Wallis test was used.

Results

PAs (n = 169) were working mainly in surgery (23.2%), internal medicine (20.3%), or orthopedics and trauma surgery (17.5%), whereas only a few PAs were working in emergency care, geriatrics, neurology, or oncology. They were responsible for a broad spectrum of medical activities depending on the practice setting. PAs working in emergency care claimed to be the most empowered, followed by PAs in orthopedics and surgery. Almost all PAs carried out documentation, anamnesis, and diagnostic services. Although almost all PAs rated their overall job satisfaction as good, satisfactory, or pleasant (91.6%), single facets of job satisfaction were rated differently. Colleagues and supervisors were assessed very positively, whereas payment and professional activities were rated rather average and development opportunities even worse. PAs working in oncology demonstrated the highest overall job satisfaction, followed by PAs working in geriatrics and emergency care. Overall job satisfaction was significantly negatively associated with depression, anxiety, and stress scores (p ≤ 0.001, p ≤ 0.05, and p ≤ 0.05, respectively). Particularly, female gender, having an urban residence, and PAs working in oncology demonstrated significantly increased anxiety scores. Moreover, depression scores of PAs working in oncology or neurology or with a low net income exceeded critical cutoff values.

Conclusion

Interventions aimed at removing the significant negative correlation among job satisfaction, depression, anxiety, and stress scores are needed. To retain PAs in their jobs, salary, autonomy, and development opportunities should be improved and prevention programs for anxiety and depression should be offered. Remarkably, PAs' overall good job satisfaction was mainly determined by good evaluations of supervisors and colleagues.

Impact of Work–Life Balance on Working Women in the Banking Sector

In every organization, employees deal with increasing job pressures. In recent years, women have faced even greater difficulties in such circumstances. This study proposed to investigate how work–life balance (WLB) affects the personal lives of working women in the banking industry of Larkana city, Pakistan. The information was gathered via a standardized questionnaire from 266 female bank employees in Larkana. The ANOVA results showed that a good WLB generally had a beneficial impact on working women’s personal lives. While prolonged working hours (PLWH) had a detrimental impact on women’s personal lives (PL), income packages (SP) and marital status (MS) had beneficial effects. A successful work–life balance in the banking industry will increase female employees’ commitment and productivity, and our study concluded that any positive work–life policies and practices offered by banking companies present additional benefits. This study offers essential intriguing facts and empirical evidence on this little-studied region in the city of Larkana. Moreover, our study emphasizes the practical ramifications of WLB for working women and organizations.

Relationships between job satisfaction, organizational commitment, burnout and job performance of healthcare professionals in a district-level health care system of Shenzhen, China

BACKGROUND

Existing research indicates that job satisfaction has effects on job performance, but little evidence exists about the mechanism through which the satisfaction-performance association operates. This study aims to examine the effect of job satisfaction on job performance in a district-level health care system of China and to explore the effect mechanism mediated by organizational commitment and burnout.

METHODS

Cluster sampling was used in this study. All healthcare professionals in the Nanshan Medical Group, who were at work in the last 3 months and able to complete online questionnaire independently were invited to participate the anonymous online survey. Job satisfaction, organizational commitment, burnout and job performance were measured by tools, which have been validated in China. Descriptive statistics were used for the socio-demographic variables and the four job psychological variables. Pearson correlation coefficients was used to determine associations among each of the psychological variables. Linear regression was used to examine association between job performance and other three psychological variables. PROCESS macro was used to examine the mediation effects of organizational commitment and burnout on the association between job satisfaction and performance.

RESULTS

In total, 1,200 healthcare professionals completed the anonymous online survey. Job satisfaction, organizational commitment, and job performance were positively correlated with one another, with burnout negatively correlated with them. Linear regression revealed that demographic characteristics, job satisfaction, organizational commitment, and burnout explained 5, 6, 2, and 9% of the variance in job performance. Path analysis showed that the coefficient of the direct effect of job satisfaction on job performance was 0.18, the coefficients of the indirect effects of job satisfaction on job performance through organizational commitment and burnout were 0.17 and 0.37, respectively. The coefficients of the indirect effects of organizational commitment on job performance through burnout was -0.04, but it was not significant.

CONCLUSION

It is promising to improve job performance of providers in Chinese healthcare systems by improving job satisfaction and reducing burnout. Tailored support policies for female healthcare professionals, appropriate incentive mechanisms and improving multidisciplinary healthcare delivery are potential to improve job performance of healthcare professionals in integrated healthcare systems.

Factors Affecting Employees Work Engagement in Small and Medium-Sized Enterprises

BACKGROUND

Improving the labor productivity of small and medium-sized enterprises (SMEs) is essential because of the aging population and predicted reduction in the labor force. Therefore, it is necessary to ensure that employees are in good health to work for long times. In this regard, the purpose of the study is to investigate the relationship between work engagement (WE) and related variables among SME employees.

METHODS

A cross-sectional study was conducted using the baseline data of the prospective cohort study, which included 377 employees from three SMEs headquartered in Hiroshima Prefecture, Japan.

RESULTS

A multiple regression analysis was performed to see the associations between Utrecht Work Engagement Scale (UWES) scores and other variables. Significant associations were found with job satisfaction, age, health literacy (HL), and quality of sleep (all, p < 0.05). Additionally, there was a statistically significant difference observed in WE, quality of sleep, concern for own body, job satisfaction, and family life satisfaction (all, p < 0.001) with respect to high and low HL levels.

CONCLUSIONS

The results of this study reveal that while implementing health and productivity management in SMEs to increase WE, it is best to concentrate on raising HL, job satisfaction, and sleep quality. To increase generalizability, further research could be conducted with more SMEs companies.