This paper aims to verify the effects of work–family conflict and work–family facilitation on employee innovation in the digital era. Based on resource conservation theory, this study regards the work–family relationship as a conditional resource. Employees who are in a state of lack of resources caused by work–family conflict will maintain existing resources by avoiding the consumption of further resources to perform innovation activities; employees who are in a state of sufficient resources (...) are more willing to invest existing resources to obtain more resources. In this study, 405 employees from enterprises in the Chinese provinces of Jiangsu, Anhui, Sichuan, and Guangdong, and in the municipality of Tianjin were selected as the research object. These enterprises are knowledge-based companies, and their employees frequently transfer knowledge at work. We collected questionnaires from the frontline employees of these companies. The results show that negative and positive emotions mediate the effect of work–family conflict and work–family facilitation on employee innovation. Moreover, work flexibility has a significant moderating effect on the mediating role of emotions between work–family facilitation and employee innovation behavior. In the digital era, when facing different work–family situations, employees need to pay attention to and dredge their negative emotions to avoid reducing their innovative behaviors due to self-abandonment; in parallel, they need to guide their positive emotions toward innovation, so as to promote their innovative consciousness and behavior. This paper expands the research perspective of employee innovation behavior. (shrink)

Based on work-family border theory and work-home resource theory, this paper examines the impact of border keeper’s support on work-family enrichment and whether or how work-family boundary flexibility mediates the relationship between border keeper’s support and work-family enrichment. A sample of 504 preschool teachers in Guangdong province, China completed questionnaires. The research results show a two-way process of work-family enrichment for preschool teachers in China. Organizational support was directly (...) and significantly correlated with work-to-family enrichment, and family support was significantly and directly correlated with family-to-work enrichment. Organizational support had no significant positive predictive effect on work boundary flexibility which has a significant positive predictive effect on WFE. Family support had a significant positive predictive effect on family boundary flexibility which had a significant positive predictive effect on the FWE. In addition, the study found that family boundary flexibility mediates the relationships between family support and FWE whereas work boundary flexibility did not mediate the relationships between organizational support and WFE. The above research results are partly consistent with the existing research, and partly inconsistent, which is related to the profound influence of traditional culture in Chinese society and the current situation of preschool teachers in China. Such findings have important implications for improving the work-family enrichment of preschool teachers. (shrink)

The question of work–family practices commonly arises in both theory and daily practice as a matter of responsibility in today’s organisations. More information is needed about them for socially responsible human resource management. In this article our interest is in how work–family practices, serve as an important element of SR-HRM, constructed as helpful for employees’ work–family integration, are realised in organisational life. We investigate the discursive ways in which members of two different organisations working (...) at different organisational levels construct the issue in the Finnish context. Three discourses were interpreted: a discourse of compliance with external pressure, a discourse of negotiation and a discourse of individual flexibility. Discursive constructions of work–family practices make visible the complex interconnectedness of individuals and organisations with the environment in which they operate. Many organisational efforts to create positive work–family practices can, in fact, lead to failure to make these practices either available or usable, and they may result in the unjust treatment of organisation members. Creating sustainable work–family practices is a complex challenge for which SR-HRM must work out a solution. (shrink)

The concept of work–family balance was introduced in the 1970s in the United Kingdom based on a work–leisure dichotomy, which was invented in the mid-1800s. It is usually related to the act of balancing of inter-role pressures between the work and family domains that leads to role conflict. The conflict is driven by the organizations’ views of the “ideal worker” as well as gender disparities and stereotypes that ignore or discount the time spent in the (...) unpaid work of family and community. Solutions for balance include legislation, flexible workplace arrangements, and the market care services. (shrink)

Can work-family policies promote greater gender equity in family roles? Using interviews with couples from upstate New York, we examine the role of work-family policies in the decisions dual-earner married couples make about paid work during the transition to parenthood. During the period immediately around a birth, differences in mothers’ and fathers’ access to paid time off from work interacted with their parenting role ideologies to influence gender differences in paid work arrangements. (...) After the initial transition, employed women used and created more flexibility in their work arrangements than their husbands, often reducing their husbands’ need to use available work-family policies. (shrink)

Flexible work arrangements (FWAs) are widely offered in public accounting as a tool to retain valued professional staff. Previous research has shown that participants in FWAs are perceived to be less likely to succeed in their careers in public accounting than individuals in public accounting who do not participate in FWAs (Cohen and Single, 2001). Research has also documented an increasing backlash against family–friendly policies in the workplace as placing unfair burdens on individuals without children. Building directly on (...) a previous study in this journal (Cohen and Single, 2001), this study addresses the issue of whether the documented perceptions toward FWA participants are the result of electing to take part in the FWA or the result of bias against employees with children. The research questions are addressed in a 3 × 2 experimental setting in which we manipulate FWA participation, along with family status and gender of a hypothetical manager in a public accounting firm. Our findings indicate that FWA participants are viewed as less likely to advance and as less committed than individuals without children or individuals who had children but who were not taking part in a FWA. Male FWA participants are viewed as less likely to succeed than female FWA participants. This effect appears to arise from a perception that FWA participants are willing to make sacrifices in their careers to accommodate family needs and thus may not be as committed to making the sacrifices perceived as necessary to meet the rigorous demands of the public accounting environment. This raises the ethical question of what could be done to change the culture in public accounting to foster a substantive support system for individuals who want to balance a family and a career. (shrink)

The vast changes in family life-the rise of single, same-sex, and two-paycheck parents-have often been blamed for declining morality and unhappy children. Drawing upon pioneering research with the children of the gender revolution, Kathleen Gerson reveals that it is not a lack of family values, but rigid social and economic forces that make it difficult to live out those values. The Unfinished Revolution makes clear recommendations for a new flexibility at work and at home that benefits (...) families, encourages a thriving economy, and helps women and men integrate love and work. (shrink)

The vast changes in family life have often been blamed for declining morality and unhappy children. Drawing upon pioneering research with the children of the gender revolution, Kathleen Gerson reveals that it is not a lack of family values, but rigid social and economic forces that make it difficult to live out those values. The Unfinished Revolution makes clear recommendations for a new flexibility at work and at home that benefits families, encourages a thriving economy, and (...) helps women and men integrate love and work. (shrink)

Flexible work arrangements (FWAs) are widely offered in public accounting as a tool to retain valued professional staff. Previous research has shown that participants in FWAs are perceived to be less likely to succeed in their careers in public accounting than individuals in public accounting who do not participate in FWAs (Cohen and Single, 2001). Research has also documented an increasing backlash against family–friendly policies in the workplace as placing unfair burdens on individuals without children. Building directly on (...) a previous study in this journal (Cohen and Single, 2001), this study addresses the issue of whether the documented perceptions toward FWA participants are the result of electing to take part in the FWA or the result of bias against employees with children. The research questions are addressed in a 3 × 2 experimental setting in which we manipulate FWA participation, along with family status and gender of a hypothetical manager in a public accounting firm. Our findings indicate that FWA participants are viewed as less likely to advance and as less committed than individuals without children or individuals who had children but who were not taking part in a FWA. Male FWA participants are viewed as less likely to succeed than female FWA participants. This effect appears to arise from a perception that FWA participants are willing to make sacrifices in their careers to accommodate family needs and thus may not be as committed to making the sacrifices perceived as necessary to meet the rigorous demands of the public accounting environment. This raises the ethical question of what could be done to change the culture in public accounting to foster a substantive support system for individuals who want to balance a family and a career. (shrink)

This article analyzes how women in residential real estate sales interweave their work and family activities. It is presented as a case study of the effects of flexible scheduling on the tasks of managing paid and domestic work. Women are attracted to real estate sales because they perceive that it will enable them to combine their paid and unpaid labor in a relatively comfortable way as a result of the flexibility of setting their own work (...) schedules. They find that the work requires long hours and significant adaptations in the division of household labor. The findings demonstrate that flexibility itself is not adequate for accomodating the demands of families and wage work. Additional changes in the organization of both types of work, as well as ideological changes in the ownership of family-related tasks are required to alleviate the difficulties women face in integrating family and work responsibilities. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Why the Family is Beautiful (Lacan Against Badiou)Eleanor Kaufman (bio)The theory of ethics that can be distilled from the work of Jacques Lacan and Alain Badiou bears no resemblance to many commonly received notions of the ethical, especially any that would link ethics to a system of morality. In fact, ethics is not necessarily the central concept in their work, even in Lacan's The Ethics of (...) Psychoanalysis or Badiou's recent Ethics: An Essay on the Understanding of Evil. If anything, it is defined vicariously and in relation to other more central concepts, such as the workings of desire for Lacan and the fidelity to an event—or truth-process—for Badiou. Nonetheless, an examination of the network of concepts held together under the umbrella of the ethical allows for a sharp distinction between the work of Lacan and Badiou, one that Badiou—himself avowedly indebted to Lacan—is hesitant to make. Where Lacan elevates the beautiful over the good in his reading of Sophocles's Antigone, Badiou elevates the truth-process over the evil betrayal of such an event, drawing on examples ranging from National Socialism to the love relation between two people. A truth-process is a situation-specific adherence, or fidelity, to the revolutionary potential of an event that may take place in one of the four realms of politics, art, science, and love. Perhaps Badiou's best example of a truth-process—what I will also refer to as fidelity to an event—is one not described in the text under consideration here: the apostle Paul's proclamation of and fierce loyalty to the event of Christ's resurrection. It is in the particular form in which the ethical fidelity to a truth-process may be hard to distinguish from evil that I will take issue with Badiou, for both his political examples and his evocation of love as one of four conduits to a truth-process reflect a difficult inflexibility in his extraordinarily lucid and provocative system. Lacan, on the other hand, uses Antigone's strange family values to suggest a more flexible model of ethics, one that is focused on the encounter with the inhuman and the fragile boundary between life and death.Lacan's most sustained discussion of ethics occurs in his seminal Seminar Seven from 1959-60, entitled The Ethics of Psychoanalysis.1 Not only does this seminar register a gradual shift from an earlier emphasis on desire to a later focus on the real and the drive, but it is also a crucial articulation of what might seem for some to be an oxymoronic conjunction—psychoanalysis and ethics. Such a conjunction, as opposed to a Sartrean or Levinasian model that would situate ethics in relation to the Other,2 takes as its [End Page 135] touchstone Freud's stinging critique in Civilization and Its Discontents of the biblical injunction to love the neighbor as oneself. Here it is not merely a question of understanding why the neighbor may be equally an object of hatred, but of understanding how contradictory sentiments are also to be found at the heart of the self, and hence why a viable system of ethics must take this into consideration.3 In other words, ethics is not to be thought primarily as a relation to the other so much as a nonrelation to the self.4 Thus, when Lacan opposes the good to the beautiful, it is precisely the relational aspect of the good that he denigrates.Lacan links the good to the dialectic and to the power to deprive others, situating it squarely in the realm of morality. The beautiful, by contrast, marks a space of nonrelation where it is not so much a matter of two distinct selves but rather of a single self whose desire is not its own. In Seminar Six from the previous year, Lacan analyzes Hamlet and suggests that the reason Hamlet does not kill Claudius is that he is traversed by his mother's desire. He emphasizes that Hamlet's desire is "the desire not for his mother, but of his mother."5 Between Seminars Six and Seven, Lacan shifts his focus from desire to ethics, from... (shrink)

The pandemic has changed the way people work, and more and more people are choosing to work from home. Unlike traditional work patterns, this approach has limitations and has had a significant impact on both organizations and individuals. It also brings many challenges to the work of HR practitioners. HR practitioners, as key players in strategic human resource management, need to take advantage of management innovations under the crisis to improve employees’ work flexibility and (...) effectively address the impact of working from home. This study aims to address the need for employee skill improvement, psychological stress relief, work-family balance, and company culture reinforcement from an HRM perspective because of the impact of WFH work patterns during the COVID-19 crisis. (shrink)

This work by an accomplished and respected comparative philosopher criticizes the Western ideology of individualism from the perspective of a Confucian morality of the family. Individualism is a name for the Enlightenment era ideology of the autonomous individual. The philosophical pillars of this ideology are Locke and especially Kant, and it runs through practically all modern moral philosophy. It is the moral psychology of classical liberalism, no less than of its libertarian and communitarian critics. They are different politically, (...) but ontologically of a piece. Individual selves—rational, calculating, selfish, autonomous—are what we are. Rosemont thinks this ideology is philosophically wrong, morally, politically, and ecologically destructive, but also optional. We sometimes feel painted into a corner where the only alternatives seem to be unrestrained freedom or totalitarian dictatorship. Moral philosophy still awaits the end of the Cold War. It would be good for people to understand that there are more options. Rosemont thinks Confucianism is one of them—a Confucianism for post-modern or even post-Western Westerners, with an ideology of the family that Rosemont thinks is more amenable than indigenous alternatives to our moral and ecological crises. “The vision of classical Confucianism can be reclaimed today with its integrity basically intact.” Rosemont advances two points. First, Confucian moral psychology conceives of the person as the bearer of roles. We are our roles as the onion is its leaves, without a an essential core self. Placing roles at the center of moral psychology eliminates the value of impersonal rules or universal principles. There are many ways to be a good father, teacher, friend, or son. Moral decency acquires an almost aesthetic quality, as our approach to roles (our own and those of others) expresses such qualities as zest, grace, or tenderness. His second point is that the moral center of Confucian philosophy is the family. The family is largely ignored in Western ethical tradition. Plato wanted to eliminate family life for his guardians. Kant, Bentham, and Mill have nothing useful to say about the family. For Rosemont the family is the first and best school for morality. It is there, if at all, that we learn to love, trust, cooperate, and obey. Rosemont’s best pages describe the important Confucian concept of family reverence (xiao). The gist is unswerving loyalty to parents, obligations extending even beyond death. It is easy for Western people to misunderstand that. Confucian tradition has a carefully worked out idea of filial reverence, and it should not be dismissed with a label (paternalistic, dogmatic, Asiatic). Obedience is expected, but not servility. In the inter-generational family, the child obeys the parents, but also sees parents obeying grandparents. Remonstrance is expected when appropriate. Deference motivated by gratitude can be genuinely appreciative without fawning, and dissent can remain respectful and polite. Rosemont believes that filial reverence is a way of life as open to anyone today as it was to Chinese two thousand years ago. Confucianism is a relentlessly secular philosophy. It entails practically no theological or metaphysical commitments, and contains little if anything to offend modern scientific sensibilities. This moral philosophy is at once remote (from individualism) and close, familiar, a fairly straightforward account of how we actually live our lives. Rosemont carefully argues that Confucian ideas of family are flexible enough to accommodate progressive ideals, and may even be our best hope against sexism, racism, homophobia, and other anti-humanistic altitudes and behaviors. He urges this version of Confucianism as a human-centered spirituality for a global civilization suspicious of discredited universalism. All cultures are made of families. How alien can they be? Respect for and accommodation with diversity begins in the family, when people learn from infancy to enjoy contributing to the well-being of others. While it would be wrong to expect Western people to abandon their Greek or Abrahamic heritage, those values might be reordered in light of Confucian thought, which deserves to be better understood in the West. A traditional Confucian might be baffled and dismayed by things that pass for normal in modern families, but our families could be better at what they have to be anyway by absorbing Confucian wisdom. There is a growing body of literature on Confucianism and virtue ethics. It is worth noting that Rosemont’s thought is probably the leading alternative to this paradigm in comparative moral philosophy. He takes an uncompromisingly critical attitude toward this particular effort to build a bridge from West to East by attributing to the Confucians a Western virtue ethics, which is, he thinks, objectionably individualistic in all its usual forms. (shrink)

This study examined the relationship between workplace sexual harassment as perceived by female employees and the family satisfaction of their husbands. It also considered the mediating roles of employees’ job tension and work-to-family conflict and the moderating role of employees’ work–home segmentation preference in this relationship. The results, based on data from 210 Chinese employee–spouse dyads collected at four time points, indicated that employees’ perceptions of sexual harassment were positively related to their job tension, which in (...) turn increased WFC. Moreover, WFC was negatively related to spouse family satisfaction. The negative relationship between sexual harassment and spouse family satisfaction was mediated by employees’ job tension and WFC. Finally, work–home segmentation preference attenuated the relationship between job tension and WFC. Our results provided insightful theoretical contributions and managerial implications for the sexual harassment and work–family literatures. (shrink)

The COVID-19 pandemic has driven organizations to implement various flexible work arrangements. Due to a lack of longitudinal studies, there is currently no consensus in specialized literature regarding the consequences of flexible work arrangements on employee mental health, as well any long term potential impacts. Using the Job Demand-Resource Model, this study documents consequences of the implementation of two types of flexible work arrangement: work schedule flexibility and teleworking on employee mental health over time, and (...) the mediating role played by work overload during the accelerated implementation of flexible work arrangements in the course of the COVID-19 pandemic. Using a longitudinal design and probabilistic sampling, 209 workers participated in this study, twice answering a flexible work arrangement and mental health questionnaire during the pandemic. Findings of this moderated-mediation suggest that work schedule flexibility generates positive effects on mental health over time due to decreased work overload, but only for employees not working from home. These results offer theoretical and practical implications applicable to organizations considering implementation of flexible work arrangements, particularly with regard to how these flexible practices could support a balance between demand and resources, their impact on work overload, and employee mental health over time. (shrink)

This study aims to investigate the spillover impact of work-family/family–work conflict and stress on five major industrial sectors, during the first wave of Covid-19. The purpose of this cross-sectional study is twofold; firstly, to test a hypothesized model where work-family/family-work conflicts are related to stress and where stress could exert a mediating role in such relationships. Secondly, we seek to explore the presence of these conflicts and stress in each of the five (...) major industrial sectors and evaluate if there are significant differences between them, identifying the sociodemographic characteristics associated. Two questionnaires were applied to 748 employees from the selected industries. According to our results, stress predicts both types of conflict and also exerts a mediator role. It was primarily found that the five sectors are significantly different regarding the work-family/family-work conflicts and stress. Findings and implications are discussed. (shrink)

Work-family conflict has been examined quite often in human resources management and industrial/organizational psychology literature. Numerous statistics show that the magnitude of this employment issue will continue to grow. As employees attempt to balance work demands and family responsibilities, organizations will have to decide to what extent they will go to minimize this conflict. Research has identified numerous negative consequences of work-family stressors for organizations, for employees and for employees' families. There are however many (...) options to reduce this strain, each with advantages and disadvantages. An ethical analysis, from a virtue ethics perspective, is applied to this timely issue to present an alternative view in addressing this critical business decision. In addition, a strong connection between the virtue ethics analysis and a well-known management theory is given to provide a foundation for managerial implications for resolving work-family conflict. (shrink)

The present study seeks to expand on research concerning the benefits of organizational citizenship behaviors (OCB) to work-family facilitation (WFF) by integrating the theoretical framework of the attachment personality perspective (Bowlby, 1982). We hypothesized that OCB would enhance WFF for employees having lower levels of avoidance and anxious orientations but reduce WFF for employees with higher levels of avoidance and anxiety orientations. Two studies were conducted to test these hypotheses. Study 1 adopted a cross-sectional design, and Study 2 (...) implemented a diary procedure. In Study 1, employees from a pharmaceutical company completed attachment orientations and WFF questionnaires, whereas their direct supervisors assessed the participants’ OCB. In Study 2, attachment orientations of 108 participants were assessed, with OCB and WFF measures collected over 10 days. Findings from both studies supported our hypotheses relating to avoidance orientations. Performing OCB can enhance WFF, with the effect stronger for employees having lower avoidance orientations. However, findings regarding anxiety orientations were non-significant. A better understanding of the role that attachment orientations play in the OCB - WFF association may facilitate implementing possible interventions that could benefit both the organization and the family. (shrink)

With the development of positive psychology, work engagement has received widespread attention from researchers in the fields of positive organizational behavior and occupational health. Some studies have shown that work-family conflict has an important influence on individual behaviors and attitudes, but little research has studied the influence of work-family conflict on work engagement. The present study examined whether the relationship between work-family conflict and work engagement was mediated by job satisfaction, and (...) whether the mediating role was moderated by affective commitment. We surveyed 358 Chinese primary and secondary school principals using the Work-Family Conflict Scale, Job Satisfaction Scale, Affective Commitment Scale, and Work Engagement Scale. The results revealed that there is a significant negative correlation between work-family conflict and primary and secondary school principals’ work engagement, and this relationship was partially mediated by job satisfaction. Moreover, affective commitment played a moderating role in the relationship between job satisfaction and work engagement. Specifically, the relationship between job satisfaction and work engagement was significant for primary and secondary school principals with high and low affective commitment. The current study contributes to a better understanding of the relationship between work-family conflict and work engagement. (shrink)

This paper explores the salient features of Chinese social and workplace values in offering an alternative to the established Western approach to the notion and practice of organizational devel opment. The authors argue that the emphasis of the Chinese traditional values on trust, fidelity, altruism and unspecified obligations of reciprocity norms is an important source of strategic advantage which gives a Chinese firm its resilience and flexibility to cope with change. The paper thus goes on to examine the cultural (...) disposition of the Chinese mentality as it applies in the context of such East Asian economies as Mainland China, Taiwan and Hong Kong for the organization of the workplace and its 'reformation'. With the help of organizational data the authors trace out a corporate approach to 'national harmony' in the Confucian domain in the big Chinese enterprises. The paper also reflects on the organizational practices in the small Chinese firms and explores the 'nexus' of informality and personalized trust in these firms. Finally, the authors contend that the propensities of the Chinese communities to transfer the features of traditional governance within the family milieu to the domain of business organizations have instigated a Western academic consciousness to search for Oriental inspiration in order to overcome the sterility of their post-industrial syndrome. (shrink)

Work—family policy strategies reflect gendered assumptions about the roles of men and women within families and therefore may lead to significantly different outcomes, particularly for families headed by single mothers. The authors argue that welfare states have adopted strategies based on different assumptions about women's and men's roles in society, which then affect women's chances of living in poverty cross-nationally. The authors examine how various strategies are associated with poverty rates across groups of women and also examine more (...) directly the effects of specific work—family policies on poverty rates. They find that while family benefits and child care for young children unequivocally lower poverty rates, particularly for families headed by a single mother, long parental leaves have more ambivalent effects. The findings suggest that it is critical to examine the gendered assumptions underlying work—family policies rather than viewing all work—family policies as the same. (shrink)

This study examined the relationship between ethical leadership as perceived by employees and the family satisfaction of the employees’ spouses. It also considered the mediating role of the employees’ ethical leadership in the family domain as perceived by their spouses, and the moderating role of the employees’ identification with leader. The results, which were based on a sample of 193 employee–spouse dyads in China, indicated that employees’ perceptions of ethical leadership in the workplace positively influenced their spouses’ (...) class='Hi'>family satisfaction. Moreover, employees’ ethical leadership in the family domain mediated this relationship. Furthermore, whereas identification with leader strengthened the relationship between the employees’ perceptions of ethical leadership in the workplace and their ethical leadership demonstrations in the family domain, it weakened the relationship between their ethical leadership demonstrations in the family domain and their spouses’ family satisfaction. The theoretical and managerial implications of these findings are discussed. (shrink)

This article examines two cases that present ethical challenges encountered by social workers in making decisions either to maintain professional boundaries or fulfil moral obligations while working with service users in vulnerable situations. In the first case, a Lebanese social worker narrates how she was motivated to step out of her official responsibilities to assist a refugee mother of three who showed suicidal ideation. In the second case, a Ugandan social worker recounts her experience while working with a family (...) whose 12-year-old daughter was raped and became pregnant, but whose parents refused to accept abortion when medical diagnosis showed that the girl’s life was in danger. A commentary from the authors is provided after each case. Both social workers were arguably motivated to act based on their concern to care for people, protect human rights, and save lives in the two case scenarios. This underscores the relevance of the ethics of care and virtue ethics in describing the associated ethical challenges in both cases. Furthermore, the dynamic nature of the ethical challenges encountered by the social workers demands open minds and flexibility in decision-making. (shrink)

This study examined how servant leadership influences employees in terms of work-to-family conflict and work-to-family positive spillover. These effects were explored through a focus on the mediating roles of emotional exhaustion and personal learning. The results, which were based on time-lagged data collection in China, indicated that employee perceptions of servant leadership related negatively to WFC and positively to WFPS. Moreover, reduced emotional exhaustion and enhanced personal learning mediated the relationship between servant leadership and WFPS. Furthermore, (...) reduced emotional exhaustion mediated the relationship between servant leadership and WFC. Our study’s results provide insightful theoretical and managerial implications and offer new directions for research on leadership and work–family relations. (shrink)

Automation is once again raising concerns about the threat it poses to employment. Feminists in the 20th century believed that technology could liberate women from undesirable labor. However, historically, industry and automation have not reduced women’s workloads but have instead favored unpaid work, flexibility, and work overload. Rather than mitigating the care and ecological crises, technological development has exacerbated them. This raises an important question for feminist theory: should technology be rejected as a way of reducing women’s (...) workload? To explore this, we analyze classical and contemporary contributions from feminist theorists on the future of work and technology. Using philosophical and feminist theoretical methods, our aim is to examine the relationships between these imaginings and home, family, design, and consumption. This article argues that a feminist analysis of work must include the technological dimension, considering the production of human beings as a strategic technology for feminist purposes. To imagine an alternative near future, the article draws on Donna Haraway’s making kin, emphasizing defamiliarization and refamiliarization of social and ecological relations, pluralist science, and technology for sustainable regeneration of life; and finally, as suggested in this analysis, the ironic persistence of labour in a post-industrial or post-capitalist era. (shrink)

Unethical pro-family behavior is prevalent in organizations and has adverse effects on organizations, but very few studies have examined the factors that lead to UPFB. We use a cognitive appraisal theoretical framework to argue that employees’ unethical pro-family behavior results from work and family conflicts are mediated by threat appraisal and moderated family collectivism orientation. Based on the questionnaire data of 496 full-time employees from two-time points, we found that WFC/FWC was positively correlated with UPFB (...) where threat appraisal played a mediating role in this relationship; Family collectivism orientation strengthens the threat appraisal-UPFB relationship and the mediation relationship between WFC/FWC and UPFB via threat appraisal. These findings offer an understanding of the theoretical and practical implications which could help organizations reduce UPFB. Finally, we discuss possible directions for future research. (shrink)

In recent years, the outbreak and persistence of COVID-19 has greatly changed the way people work, and encouraging employees to work online from home has become a new form of work for organizations responding to the epidemic. Based on the W-HR model, this paper explored supervisor support as a situational resource in the context of online office, aiming to verify the changes in work-family status caused by individuals facing the background of supervisor support, and then (...) relate employees’ proactive behavior. Meanwhile, the predicted moderating effect of job role identification on supervisor support and work-family conflict was verified by considering the role identification generated in the positive interaction between employees and supervisors as individual resources. In this study, 555 employees from enterprises in the provinces of Jiangsu and Guangdong were selected as the research participants, and data were recovered at two time nodes. The results show that: Perceived supervisor support significantly relates employee proactive behavior. Work-family conflict mediates the relationship between perceived supervisor support and employee proactive behavior. Job role identification has a significant moderating effect on the relationship between perceived supervisor support and work-family conflict, and high level of job role identification moderated the mediating effect of work-family conflict on perceived supervisor support and employee proactive behavior significantly. This paper expands the research perspective of employee proactive behavior. It can be used as a reference for enterprises to formulate strategies to improve employee proactive behavior in the process of digital reform. (shrink)

American leaders in four realms were studied to assess their views on the helpfulness to workers with family obligations of employers' policies and services. The realms were corporate management, labor unions, the pro-family movement, and the feminist movement. The data were analyzed by leadership realm and gender in relation to policies of two types: scheduling and work arrangements and services and benefits. Gender accounted for the respondents' views better than class or social movement did. Except for feminist (...) men, the men held similar views regardless of leadership realm. The pro-family women differed from the other women in failing to view most services and benefits as particularly helpful to employees. Union and corporate women's favorable views on services and benefits suggest that fundamental change in workplace supports for workers' family obligations could develop if more women became leaders in unions and corporations. (shrink)

Drawing on data from 100 qualitative interviews with the recently unemployed, this study examines how participants made decisions about attempting to return to work and identifies how class and gender shape these decisions. Middle-class men were most likely to take time to attempt to return to work, middle-class women were most likely to begin a deliberate job search, working-class men were most likely to report an urgent search, and working-class women were most likely to have diverted searches. Financial (...) resources, gendered labor force attachments, and family responsibilities shaped decision making. Ultimately, those in the middle-class appear doubly advantaged—both in their financial capabilities and in their ability to respond to the crisis with greater gender flexibility. (shrink)

The paper investigates Maurice Merleau-Ponty’s discussion of body and space and Gilles Deleuze’s reading of Francis Bacon’s work, in order to derive a renegotiated interrelation between habitual body, phenomenal space, preferential plane and constructive line. The resulting system is ap- plied as a filter to understand the sartorial fashion of Rei Kawakubo and Hussein Chalayan and their potential as a spatial prosthesis: the operative third skin. If the evolutionary nature of culture demands a constant change, how does the surface (...) of a third skin, which embodies the generative of stable/ unstable, respond to changes of context? The fleeting, shifting conditions of contemporary culture/ lifestyle rely upon, result in, and reflect one constant, change: change of working conditions, family structures, modes of inhabitation, relation networks, of userprofile and identity, of social and territorial boundaries. We occupy the shift- ing spatial parameters of a transitional supermodern environment. Culture, as enacted or embodied through each of these fields, is regulated by a number of abstract and factual variables that interplay constantly: time, space, movement, surface, individual, and data. Elizabeth Grosz argues that culture is an evolutionary effect: it regenerates itself in order to ensure the survival of the species. Each “prosthetic” expression of culture – language, fashion, architecture, etc. – changes repeatedly. Here change is not an end in itself, but a means. And the most successful prosthesis may not be the one that is able to answer the largest number of challenges, but one which itself undergoes a process of learning, self-modification, and differentiation – in short, a process of evolution. Any prosthesis is by nature an extension of the body. In the case of architecture and fashion the prosthesis addressing change is most often external to the body – a “cultural fur” or a surface phenomenon, that is, a highly profiled supplementary skin. As with all prostheses, their respective life-span depends on their ability to reflect a change in context and value systems. They are adapted or updated, if not, they vanish. Any situation of change is processed as a differentiation between the actual and the virtual of a given context. Grosz identifies distinctions between the actual and virtual, the real and the possible: the possible is a preformed real that has not yet received its final materiality, and thus delineates a range of options of becoming. The real is the blueprint of the possible, negotiated by factual limitations, and it is conjoint with the actual through a process of differentiation and divergence. The virtual comprises alternate variations of the actual, it defines a realm of deviation from the blueprint. In order to be responsive to change, the balance between the actual and virtual thus must be rendered unstable: “The virtual requires the actual to diverge, to differentiate itself, to proceed by way of division and disruption, forging modes of actualisation that will transform this virtual into others unforeseen or uncontained within it.” 4 The integration of the virtual allows a re-ordering of the blueprint, a return to the crossroad of possibilities, unlimiting and processing an alternative real, and establishing a state of continual change. A repeated change – not as a choice between a number of options but as a gradual process – marks the moment of evolution, and requires a dynamic system. Such a dynamic can be rendered as an adaptable, flexible, modular, mobile, or morphing system of change. The key lies with the fluency and ability of adaptation for the proposed differentiation between actual and virtual – thus it is an elastic change that is required. The nature of this elasticity is encoded in a repeated repositioning of the variables: a constant fine-tuning of a maximum number of parameters that engineer, alter and define the blueprint. When looking for a dynamic system that incorporates a transformation of skin or space, we are in search of dynamics through an operative surface, controlled by means of the constructive line. Both operative surface and constructive line are generative methods for the formation and form finding of the second and third skin of sartorial fashion and architecture respectively, as they both produce inhabitable or wearable envelopes with a specific responsiveness. Both professions share communication, coding and signage, form information programs, pattern charts, volume outlines, texture fields, surface operations, and implement electronic or digital extensions. In both, the constructive line shapes the surface twice: before production and in operation. The surface demarcates space, spatial envelope, enclosing garment, field of action. In which way can an operative system of the surface with stable/ unstable conditioning generate a phenomenological or evolutionary change in the reconstruction of body and context? How do time, space, movement, surface, individual and data interact in this framework? What is the impact of surface strategies and constructive line on that system? (shrink)

In an unprecedented fashion, COVID-19 has impacted the work-family interface since March 2020. As one of the COVID-19 pandemic consequences, remote work became widely adopted. Furthermore, it is expected that other pandemics will occur in the future. Hence, this context represents a chance to gain deeper insight into telecommuters’ work and family spheres. Following PRISMA guidelines, the present narrative review aims to synthesise the COVID-19 impact on the work-family interface. Out of 121 screened (...) references, 32 articles that measure at least one of the following variables–work-family conflict, work-family enrichment, work-family balance, and boundary management were included. A thematic analysis using NVIVO12 was conducted, from which eight topics emerged: “paid workload, unpaid workload, and gender”; “well-being and gender”; “job resources, job demands, and gender”; “couples and gender”; “parenting and gender”; “occurrence of work-family enrichment with work-family conflict and gender”; “enforced blurred boundaries, its management, and gender”; “boundary management impact on work-family conflict, work-family enrichment, and work-family balance.” Overall, studies point out that COVID-19 had a complex effect on both work-family conflict and work-family balance, making it difficult to state whether these variables were mitigated or augmented. Findings demonstrated that COVID-19 produced little changes in work-family enrichment. As for the COVID-19 impact on work-family boundary management, individuals had to create new tactics to manage them due to the absence of boundaries between both systems. Besides, due to traditional gendered roles, the COVID-19 health crisis seems to have brought additional hurdles to couples and women.Systematic Review Registration[https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42021278254], identifier [CRD42021278254]. (shrink)

This study investigates the association between work-family conflict and organizational citizenship behavior and examines the mediated role of subjective happiness between and the moderated part of family support. A moderated mediation model is established based on the Conservation of Resources theory. We collected data from 386 employees of nine companies in China. This study shows that the work-family conflict of female professional employees is negatively correlated with organizational citizenship behavior, and that the relationship is mediated (...) by subjective well-being. Furthermore, female professional employees’ family support moderates the effects of work-family conflict on subjective happiness and organizational citizenship behavior, with the relationship weaker when family support is higher. This study enriches the literature on work-family conflict by using family support as a mediating mechanism for work-family conflict. It enhanced our understanding of the influencing mechanisms of organizational citizenship behavior by constructing a more detailed model. (shrink)

This study adds to a small but growing literature that situates sleep within gendered work— family responsibilities. We conducted interviews with 25 heterosexual dual-earner working-class couples with children, most of whom had one partner who worked at night. A few men suffered disrupted sleep because of their commitment to being a coparent to their children, but for most their provider status gave them rights to longer and more continuous sleep. By contrast, as they were the primary caregiver during (...) sentient hours, women’s sleep was curtailed and interrupted by responding to the needs of family members at night and at the beginning of each day, and this was true for women who worked nights as well as days. Furthermore, in struggling to meet their daily employment and familial obligations while tired and sleepy, women further stressed their bodies in ways that can cause cumulative sleep debt. This article demonstrates that sleep deficits are another manifestation of gender inequality, with important implications for long-term health and well-being. (shrink)

Much research shows that paid work performed at home supports a gendered division of household labor, leaving women disproportionately responsible for unpaid domestic work. For contract professionals, however, the flexibility to manage working time outside the constraints of a standard job allows both men and women to meld paid employment with household responsibilities. Interspersing paid and unpaid work, home-based contractors—both women and men—accommodate family needs. They arrange daily schedules to be available parents and household managers, (...) and they develop longer-term career trajectories that allow adjustment over time. For women, however, long-standing notions of domesticity make such accommodation invisible, normative, and unremarkable. For men, in contrast, home-based contracting can create the space with which to challenge gender norms. For these home workers, therefore, the same arrangement simultaneously reinforces and resists conventional constructions of gender. (shrink)

Serine proteinase cleavage of proteins is essential to a wide variety of biological processes and is primarily regulated by protein inhibitors. Many inhibitors are conformationally rigid simulations of optimal serine proteinase substrates, which makes them highly efficient competitive inhibitors of target proteinases. In contrast, members of the serpin family of serine proteinase inhibitors display extensive flexibility and polymorphism, particularly in their reactive site segments and in β‐sheet secondary structure, which can take up and expel strands. Reactive site and (...) β‐sheet polymorphism appear to be coupled in the serpins and may account for the extreme stability of serpinproteinase complexes through the insertion of the reactive site strand into a β‐sheet. These unusual properties may have opened an adaptive pathway of proteinase regulation that was unavailable to the conformationally rigid proteinase inhibitors. (shrink)

This study analyses for the first time whether and when moral distress may be related to work-family conflict and burnout. Additionally, this study examines whether resilience and positive refocusing might protect healthcare professionals from the negative effects of moral distress. A total of 153 Italian healthcare professionals completed self-report questionnaires. Simple and moderated mediation models revealed that moral distress was positively related to burnout, directly and indirectly, as mediated by work-family conflict. Highly resilient professionals experienced low (...) work-family conflict, regardless of moral distress levels. Moreover, professionals who frequently used positive refocusing were less vulnerable to burnout following moral distress. (shrink)

The remote working environment is characterised by excessive use of new technology and work activities that extend to personal time. It is expected of each employee to balance multiple roles whilst maintaining maximum performance and individual wellbeing; however, without adequate support from an organisation, employees languish instead of flourish. The current study applied a model to investigate the combined effect of technostress, work–family conflict, and perceived organisational support on workplace flourishing for higher education employees. The study followed (...) a cross-sectional quantitative research framework. Data were collected from a sample of 227 academic and support staff employees from a selected residential University in South Africa. The results indicated that technostress through perceived organisational support and through work–family conflict influences workplace flourishing. No direct significant effect was reported between technostress and workplace flourishing. Technostress, work–family conflict, and perceived organisational support combined explained 47% variance in workplace flourishing. Perceived organisational support displayed the strongest direct effect on workplace flourishing, and technostress is a strong determinant of work–family conflict, which then mediates the relationship between technostress and workplace flourishing. The study concluded that providing organisational support and creating policies favourable to work–life balance assist employees in managing techno-overload, techno-invasion, and techno-complexity better and enhance workplace flourishing. Although employees struggle in the remote working context with demands imposed by techno-overload, techno-invasion, and techno-complexity, the results indicate that perceived organisational support and balanced work life act as job resources that enhance emotional, psychological, and subjective wellbeing. (shrink)