Emotional Labour and Work-Family Conflict in Voice-to-Voice and Face-to-Face Customer Relations: A Multi-Group Study in Service Workers

Recruiting hard-to-reach populations via respondent driven sampling for mobile phone surveys in Colombia: a qualitative study

BACKGROUND

Uptake of mobile phone surveys (MPS) is increasing in many low- and middle-income countries, particularly within the context of data collection on non-communicable diseases (NCDs) behavioural risk factors. One barrier to collecting representative data through MPS is capturing data from older participants.Respondent driven sampling (RDS) consists of chain-referral strategies where existing study subjects recruit follow-up participants purposively based on predefined eligibility criteria. Adapting RDS strategies to MPS efforts could, theoretically, yield higher rates of participation for that age group.

OBJECTIVE

To investigate factors that influence the perceived acceptability of a RDS recruitment method for MPS involving people over 45 years of age living in Colombia.

METHODS

An MPS recruitment strategy deploying RDS techniques was piloted to increase participation of older populations. We conducted a qualitative study that drew from surveys with open and closed-ended items, semi-structured interviews for feedback, and focus group discussions to explore perceptions of the strategy and barriers to its application amongst MPS participants.

RESULTS

The strategy's success is affected by factors such as cultural adaptation, institutional credibility and public trust, data protection, and challenges with mobile phone technology. These factors are relevant to individuals' willingness to facilitate RDS efforts targeting hard-to-reach people. Recruitment strategies are valuable in part because hard-to-reach populations are often most accessible through their contacts within their social network who can serve as trust liaisons and drive engagement.

CONCLUSIONS

These findings may inform future studies where similar interventions are being considered to improve access to mobile phone-based data collection amongst hard-to-reach groups.

Using Job Demands–Resources Theory to Predict Work–Life Balance among Academicians in Private Universities in Egypt during the COVID-19 Pandemic

Employers are divided into those who support their employees to achieve work–life balance and others who believe that employees should devote anything in their life to fulfilling work obligations. Employees in different occupations struggle to balance their work and life adequately. Especially during the pandemic, the barriers between work and life diminished. This study proposes that self-efficacy could be a potential moderator under personal resources. Drawing on the Job Demands–Resources Theory (JD–R) and Conservation of Resources Theory (COR), this study empirically tested the role of emotional demands and supervisor support in predicting the academicians’ perception of work–life balance in Egypt during the COVID-19 pandemic. Data were collected from 504 academicians employed in the top 10 private universities in Egypt. Results reveal that emotional demands and supervisor support were related to work–life balance. Self-efficacy moderated the relationship between supervisor support and work–life balance. However, self-efficacy did not moderate the relationship between emotional demands and work–life balance. Our findings provide new insights, contribute to the literature on the work–life balance topic among academicians during the pandemic, and enhance the universities’ understanding of implementing strategies to help achieve a work–life balance.