Job happiness: influence of work flexibility through work-life balance and gender moderation

IF 2.5 Q3 MANAGEMENT JOURNAL OF MANAGEMENT DEVELOPMENT Pub Date : 2023-12-25 DOI:10.1108/jmd-04-2023-0118
Luz Esmeralda Hernández Martínez, Zeidy Edith Chunga-Liu
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Abstract

PurposeThis research aims to determine the influence that work flexibility (WF) has on the happiness of workers through the work and personal life balance, work-life balance (WLB), as a mediating variable, as well as the moderating role of gender between WLB and job happiness (JH). A structural model that describes the interactions between these study variables is proposed.Design/methodology/approachA quantitative approach was used. The data were collected by non-probabilistic sampling, surveying 200 mid-level employees in small and medium industrial enterprises (industrial SMEs). The proposed hypotheses were analyzed and tested using partial least squares structural equation modeling.FindingsThe results confirmed the hypotheses presented. In the relation of WLB and JH, positive work-family and family-work interactions would result in a greater increase in JH in the women group compared to men, and special characteristics were found in the variables in the Mexican context.Practical implicationsThis study will provide information to those responsible for the human resources departments of companies to design and implement good practices in which importance can be given to labor agreements involving WF and the implementation of WLB policies differentiated by gender to generate happiness at work.Originality/valueThe JH construct proposed by Fisher (2010) was applied, and its relationship with WF and WLB in a post-pandemic context was studied. The research applied to supervisors and area managers of industrial SMEs reflects the importance of considering the balance between their life and work to achieve JH, understanding it as job satisfaction and more commitment to work, in addition to considering the differences by gender.
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工作幸福感:工作与生活的平衡和性别调节对工作灵活性的影响
目的 本研究旨在通过工作与个人生活平衡(WLB)这一中介变量,以及性别在 WLB 与工作幸福感(JH)之间的调节作用,确定工作灵活性(WF)对工作者幸福感的影响。本文提出了一个描述这些研究变量之间相互作用的结构模型。数据通过非概率抽样收集,调查了 200 名中小型工业企业(SMEs)的中层员工。采用偏最小二乘结构方程模型对提出的假设进行了分析和检验。在 WLB 和 JH 的关系中,与男性相比,积极的工作-家庭互动和家庭-工作互动会使女性组的 JH 有更大的提高,而且在墨西哥背景下发现了变量的特殊性。实践意义本研究将为公司人力资源部门的负责人提供信息,以设计和实施良好的实践,其中可以重视涉及 WF 的劳动协议,并实施按性别区分的 WLB 政策,以产生工作幸福感。原创性/价值本研究应用了 Fisher(2010 年)提出的 JH 概念,并研究了其与 WF 和 WLB 在后流行病背景下的关系。该研究适用于中小型工业企业的主管和区域经理,反映了考虑生活与工作之间的平衡以实现 JH 的重要性,将其理解为工作满意度和对工作的更多承诺,此外还考虑了性别差异。
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来源期刊
CiteScore
7.00
自引率
9.70%
发文量
28
期刊介绍: ■Competence-based management development ■Developing leadership skills ■Developing women for management ■Global management ■The new technology of management development The Journal of Management Development draws together the thinking and research relating to the role played by managers in their immediate environment, and the ways in which they can widen their responsibilities to take on larger roles. Many companies now appreciate that investment in management development helps to reduce costs, increase sales and improve productivity - so it"s well worth investigating.
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