Search Results (365)

Lebanon is currently going through a multi-faceted crisis with what appears to be an unrelenting cycle of economic and banking defaults, unstable infrastructure, market uncertainty, and difficult working conditions for employees who are trying to support the economy. This study examines whether opportunities for human capital development in SMEs are associated with less work–family conflict and higher employee productivity and well-being in turbulent times. Furthermore, the study investigates whether technostress and coping mechanisms moderate the association between work–family conflict and employee outcomes. Data were collected through a quantitative cross-sectional survey targeting 207 employees working for SMEs in Lebanon and analyzed using PLS-SEM. Results indicated that human capital development opportunities were negatively associated with work–family conflict and that work–family conflict was, in turn, negatively associated with employee productivity and well-being. Further, technostress and coping mechanisms moderated the negative association between work–family conflict and employee outcomes. From a theoretical perspective, this research offers an integrated framework that synthesizes organizational, technological, and psychological dimensions within the SME context during times of crisis. From a practical standpoint, these associations may help inform how Lebanese SMEs approach workforce development, digital-work management, and coping-support practices. Full article

The study examines the role of Human Capital Development Programs in helping employees cope with Work–Family Conflict and maintain performance and wellbeing in the context of Lebanon’s long poly-crisis post COVID-19. In a climate of economic downturn, inflation, organizational uncertainty, and social unrest, SMEs face greater pressure to protect both productivity and employee well-being. The study tests the proposed model using SEM-PLS based on data from 209 employees in Lebanese SMEs. The results show that human capital development programs have a significant negative association with work–family conflict, and the latter has a significant negative association with employee performance and employee wellbeing. Additionally, employee resilience also weakens the negative relationship between work–family conflict and employee performance, highlighting the protective role of resilience in crisis conditions. The study contributes to the human resource management and work–family literature by positioning developmental HR practices and resilience as critical resources in crisis-prone environments. The results are practically useful for the Lebanese SMEs in designing employee-oriented strategies that promote adaptability, well-being, and organizational continuity. Full article

In recent decades, low birth rates, delayed parenthood, and a decline in the average number of children per couple have become prevalent issues, sparking growing scientific interest in understanding their causes. While cultural, social, and gender-related factors have been widely examined, work-related dimensions remain underexplored within work and organizational psychology. This qualitative study explores how individuals make sense of the interplay between perceived work-related factors (specifically, working conditions, organizational culture, the work-family interface, and career ambitions) and declared fertility intentions. Semi-structured interviews were conducted with 33 participants (22 women; 19 without children, 14 with one child; aged 24–45). A subtle realist positioning was adopted, and template analysis was employed to examine the data. The findings highlight how participants interpret multiple work-related dimensions as relevant to their fertility intentions, including high job demands, job insecurity, and family-unfriendly organizational cultures. Concerns about work-family conflict also emerged as central. At the personal level, career ambitions and self-efficacy were identified as key dimensions. Notably, the perception of career-parenthood interference is often associated with limited or postponed decisions about having children. This study contributes to a better understanding of the work-related dimensions that can contribute to shaping fertility intentions and offers practical recommendations for interventions. Full article

Psychosocial stressors are increasingly recognized as critical determinants of workplace safety, yet their mechanisms in construction settings remain poorly understood. This study examines how family–work conflict (FWC) is associated with safety behavior among construction workers, with mental and physical fatigue as parallel mediators and perceived supervisor support (PSS) as a moderator. Drawing on Conservation of Resources (COR) theory, cross-sectional data were gathered from 527 construction workers across three regions of Jordan and analyzed using Hayes’ PROCESS macro. The findings indicate that FWC is negatively associated with safety behavior both directly and through its positive associations with elevated fatigue levels. Supervisor support was found to attenuate the FWC-to-physical-fatigue pathway and buffer safety behavior under high-conflict conditions. These associations should be interpreted as statistical patterns consistent with the proposed theoretical model rather than evidence of causal relationships, given the cross-sectional design. Theoretically, the study extends COR theory into occupational safety by distinguishing two fatigue dimensions and demonstrating a boundary condition for resource loss. Practically, the findings support supervisor-led safety programs and organizational fatigue management as complementary strategies for addressing psychosocial risk factors in high-risk construction environments. Full article

Despite the growing participation of women in higher education worldwide, they continue to face persistent challenges in their career advancement, including limited promotion opportunities, underrepresentation in leadership positions, lower research productivity, and unequal access to institutional resources. These challenges are shaped by a range of structural, institutional, and socio-cultural constraints within academia. Understanding these influencing factors is essential for promoting gender equity within universities. This study investigates the factors influencing the career advancement-related challenges experienced by women academics in Jordanian higher education institutions, focusing on career experience, family responsibilities, and organisational support. Grounded in Gendered Organisations Theory, Work-Family Conflict Theory, and Social Support Theory, the study develops and empirically tests an integrated conceptual model. Data were collected through a questionnaire survey of women academics across Jordanian universities. The quantitative data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM), while qualitative responses on strategies for overcoming challenges were examined using directed qualitative content analysis. The findings indicate that family responsibilities represent the most influential driver of perceived challenges, highlighting the continuing tension between professional and domestic roles. Career experience is found to reduce perceived challenges, suggesting that accumulated professional capital and institutional familiarity enhance women’s ability to navigate academic environments. Organisational and social support not only directly reduce perceived challenges but also buffer the impact of family responsibilities. Multi-group analysis further reveals differences in the strength of these relationships between teaching-research academics and those occupying leadership roles. The qualitative results identify key strategies for addressing these challenges, including mentoring systems, flexible institutional policies, professional networking, and leadership development initiatives. By integrating structural modelling with qualitative insights, this study advances understanding of the complex dynamics shaping women’s academic careers and provides evidence-based recommendations for fostering more inclusive and supportive higher education environments. Full article

Background/Objectives: Parenting interventions are an effective way to support child development, and brief screening tools can support equitable implementation of parenting interventions by reducing program costs, increasing accessibility, and engaging populations who have traditionally been underserved. However, brief assessments are frequently overlooked and underutilized. The Family Check-Up (FCU) Online is a digital parenting intervention that integrates a brief FCU Online Assessment, feedback, and parenting skills via an app along with optional provider support. To date, no prior work has validated the FCU Online Assessment. Method: The current study combined two samples of parents participating in FCU Online studies and assessed: (1) reliability, (2) construct validity, (3) convergent validity by comparing FCU Online Assessment subscales to similar parenting and child behavior measures, and (4) predictive validity by using FCU Online Assessment at pretest to predict posttest scores as well as parenting and child behaviors at time 2 and time 3. Results: Strong reliability was found among all five subscales, including Low Conflict (7 items, α = .81), Positive Parenting Practices (11 items, α = .80), Positive School Behaviors (5 items, α = .83), Consistent Rules and Routines (11 items, α = .81), and Child Mental Health (5 items, α = .80). The FCU Online Assessment demonstrated construct and convergent validity, as well as predictive validity in that the FCU Online Assessment at pretest predicted posttest scores. Conclusions: The FCU Online Assessment is a brief, reliable, and valid measure of parenting and child wellbeing. It can be used by parents and providers alike to evaluate parenting skills and child mental health, develop targeted goals and intervention approaches, and assess family wellbeing over time. Full article

Background/Objectives: Work–family conflict is a relevant psychosocial factor in nursing and may influence turnover intention. This study analyzed the association between work–family conflict and turnover intention among nursing professionals in Portugal. Methods: A cross-sectional study was conducted between April and July 2025 with 1097 nurses from a local health unit in northern Portugal. Data were collected using a sociodemographic and professional questionnaire, the Work–Family Conflict (WFC) and Family–Work Conflict (FWC) Scale, and the Turnover Intention Scale. Nonparametric tests, Spearman’s correlation, and linear regression models were used. Results: Participants were aged 23–66 years, with a median age of 42 years; most were women (84.0%) and held a bachelor’s degree (85.0%). Mean scores were 24.5 (SD = 7.7) for WFC, 13.2 (SD = 6.6) for FWC, and 34.8 (SD = 15.7) for turnover intention. Both conflict dimensions were positively correlated with turnover intention, with a stronger association for WFC (ρ = 0.347; p < 0.001) than for FWC (ρ = 0.186; p < 0.001). In the fully adjusted regression model, WFC remained positively associated with turnover intention (β = 0.383; SE = 0.062; t = 6.149; p < 0.001), whereas FWC was no longer significant. Adding job satisfaction, perceived work-related stress, and nurse manager support increased explanatory capacity. Conclusions: Work–family conflict, especially work-to-family interference, was associated with nurses’ turnover intention. These findings highlight the need for organizational strategies that reduce work demands, support work–life balance, and address broader occupational and psychosocial conditions. Full article

With the development of the internet and communication technology, employee time banditry behavior has become more complex and diversified, with increasing frequency, posing new challenges to enterprise management practices. However, little is known about the effects of such behavior. Based on the conservation of resources theory, this study employed hierarchical regression analysis using data from 474 two-time point questionnaires to explore the relationship between time banditry behaviors and employees’ proactive behaviors, and delved into intermediary mechanisms and boundary conditions. The results show that work engagement and work–family conflict play a chain-mediated role in the effects of time banditry behavior on employees’ proactive behaviors. Work calling moderates the relationship between time banditry behavior and work engagement. The research conclusion enriches the study on the effects of time banditry behavior and provides a new perspective for effectively managing time banditry behavior. Full article

Background/Objectives: Nursing organizational well-being has important implications for nurses, patients, and healthcare organizations. From a nursing-specific perspective, it arises from the balance between nursing demands and nursing resources in the work environment. However, most available instruments are not grounded in explicit nursing theory and do not allow the identification of well-being profiles through person-centered approaches. This study aimed to develop and evaluate the psychometric properties of the Nursing Organizational Well-being Questionnaire (NOW_Q). Methods: Following COSMIN guidelines, a two-phase design was adopted. Phase 1 involved item generation and expert evaluation, resulting in a 28-item instrument rated on a 5-point frequency scale. Phase 2 consisted of a multicenter cross-sectional study. Construct validity was examined through exploratory and confirmatory factor analyses using cross-validation. Reliability was assessed using ordinal omega coefficients, concurrent validity through associations with a global organizational well-being item, and cluster analysis to explore practical utility. Results: Findings (n = 461 nurses; 7 hospitals) supported an eight-dimension structure: workload, emotional demands, work–family conflict, autonomy, available resources, nurse–nurse relationship, nurse–head nurse relationship, and nurse–physician relationship. The confirmatory model showed good fit (RMSEA = 0.051; CFI = 0.938; TLI = 0.927; SRMR = 0.067), and all dimensions demonstrated satisfactory internal consistency (ordinal omega = 0.75–0.87). Significant associations with global organizational well-being were observed. Three distinct profiles emerged (Nurturing, Observed-Detached, and Withstanding), reflecting different configurations of nursing demands and resources. Conclusions: The NOW_Q is a theory-based, nursing-specific instrument with satisfactory psychometric properties and practical utility for identifying organizational well-being profiles and supporting targeted interventions in clinical settings. Full article

Background: Population ageing increases reliance on family caregivers (FCGs) for very old adults (80+). While caregiving is often studied as a source of burden, its impact on caregivers’ daily life and occupational balance remains underexplored. This study aimed to explore how caregiving responsibilities shape the daily lives, occupational balance, and support needs of FCGs, using the Stress Process Model (SPM) and the concept of Occupational Balance (OB). Methods: A qualitative study was conducted in the PACA region (France) within the SCOPE project. Seventeen semi-structured interviews were analysed using thematic content analysis, with independent double coding by two researchers. Results: Six themes were identified: caregiving role and identity, consequences, occupational patterns, needs, proposed actions, and barriers and facilitators. Caregiving generated both primary stressors (physical and emotional demands) and secondary stressors (role conflicts, financial strain, and social isolation). It also led to occupational imbalance, characterized by reduced leisure, diminished self-care, and reorganization of daily routines. Working FCGs reported greater role strain and time constraints, whereas retired FCGs emphasized informational needs and adaptation strategies. Across both groups, caregivers’ needs were rarely formally assessed. Conclusions: These findings highlight that caregiving for very old adults profoundly reshapes caregivers’ daily lives through both stress-related mechanisms and disruptions in occupational balance. They underscore the need for tailored, context-sensitive support strategies, including systematic needs assessment and more structured, individualized coordination approaches such as case management. Full article

This study examines how different dimensions of leisure literacy relate to work–leisure boundary management and work performance in digitally connected workplaces, addressing the problem that leisure may function as either a restorative resource or a source of boundary conflict. Drawing on boundary theory, the study adopts an exploratory case-based survey design using data from 75 employees in a Taiwanese fire safety enterprise, combining self-reports, supervisor evaluations, and organizational records, with findings analyzed through correlation, subgroup comparison, and regression-based analyses. The results indicate differentiated pathways: positive leisure attitude is associated with work–leisure balance and higher self-rated performance, whereas excessive leisure involvement is associated with increased boundary conflict. These performance-related patterns were more consistently observed for self-rated than for supervisor-rated performance, so performance implications should be interpreted with appropriate caution. Leisure knowledge shows a regulatory role primarily in reducing conflict rather than directly enhancing balance. The results further suggest that comparative leisure/work importance conditions these relationships: when work and leisure are valued more equally, leisure literacy relates more directly to performance, whereas under value imbalance, boundary management becomes more salient, linking leisure literacy to work outcomes. Family life-cycle differences were also observed, although these are treated as contextual. Overall, the study suggests that leisure literacy may support sustainable work performance by shaping whether leisure functions more as a resource or as a source of friction. By extending boundary theory to the work–leisure interface, the study highlights boundary regulation as a relevant issue for sustainable human resource management in digitally connected environments, particularly under conditions of blurred work–leisure boundaries. Full article

Solitary living is an evolutionarily widespread yet comparatively under-theorized social system, despite its occurrence across diverse animal taxa. Shrikes (family Laniidae) are small predatory passerines that combine raptorial behavior, strong territoriality, and predominantly solitary space use, making them a powerful model for examining the ecology and evolution of solitary living. Here, I synthesize published work on shrike behavioral ecology and explicitly link these traits to the costs and benefits of a solitary lifestyle. I argue that shrikes exemplify how solitary species can offset the absence of social buffering through cognitive innovation, finetuned habitat selection, and flexible yet tightly bounded sociality. I then compare shrike ecology to solitary mammals and reptiles, highlighting convergent patterns in resource dispersion, spatial memory, risk management, and juvenile dispersal. I further examine how anthropogenic pressures, such as habitat fragmentation, climatic instability, and urbanization, interact with solitary life histories and review evidence from management interventions in both European farmland and North American systems that demographic recovery is achievable but remains contingent on addressing broader land-use conflicts and sources of adult mortality. Finally, I outline five interconnected research priorities—spanning cognitive ecology, trophic interactions, movement ecology, genomics, and formal comparative analyses—that would move shrike research from its current observational foundation toward a more experimental, mechanistic, and phylogenetically informed programme. By reframing shrikes as a model taxon for solitary living, this review aims to integrate avian behavioral ecology into broader comparative frameworks of social organization, cognition, and resilience under global change. Full article

Job satisfaction (JS) is a key indicator in health-related professions. This variable can be crucial to the performance of healthcare workers as well as to patients’ perception of the care provided. However, JS can be influenced by personal and organizational variables and the variables that interface between these two domains, such as work–family conflict (WFC), organizational support, and work–family support programs. In this sense, the main objective of this study is to analyze the relationship between family-friendly practices (FFPs) made available by organizations and used by workers, WFC, and JS. To this end, the present study uses mixed data (quantitative and qualitative) obtained from healthcare workers in Portugal. A total of 1495 workers participated in the study. The results indicate that the number of FFPs made available and used by healthcare workers is very small. There is a negative relationship between FFP availability and WFC as well as between WFC and JS. Conversely, FFP availability is positively associated with JS. Finally, FFP availability partially mediates the relationship between WFC and JS. Qualitative data support the importance of practices that help reconcile work and family life, which may have an impact on occupational indicators such as JS. Full article

This study examines how protective factors contribute to teacher resilience and sustainable wellbeing during remote teaching, focusing specifically on parent-teachers who are balancing professional responsibilities with childcare. Within the broader context of research on educator resilience and professional practice, it explores the associations between social and organizational support, work–family conflict (WFC), and parenting self-efficacy (SE) and satisfaction, factors linked to educators’ capacity to manage dual roles effectively. The hypotheses were that (1) WFC would negatively correlate with parenting SE and satisfaction; (2) support from friends and family and from the workplace would be associated with lower WFC and higher parenting SE and satisfaction; and (3) WFC would mediate the relationship between support and parenting outcomes. Using a mixed-methods design with quantitative scales combined with open questions, data were collected through retrospective self-report questionnaires in relation to the COVID-19 lockdowns. The sample included 474 teachers who teach in schools in Israel and have children aged 0–12. The predictive mediation model confirmed the first two hypotheses, with partial support for the third. Qualitative findings provide insight into parent-teachers’ experiences, including gender-based differences, and emphasize factors associated with their adjustment to remote instruction. These findings contribute to understanding how social and organizational support—forms of collaborative and resilience-promoting mechanisms—may have an important role in promoting educator wellbeing through their negative association with work–family conflict. The findings should be examined further in longitudinal or experimental research and in additional cultural and educational contexts to examine their generalizability, as well as causality. Nonetheless, the findings provide possible directions for policy and interventions aimed at fostering resilience and sustainable wellbeing among teachers, particularly those navigating dual roles in their personal and professional lives. Full article

Emotional labor is inherently intensive in preschool teaching, and it is often conceptualized as resource loss, which may heighten burnout and hinder early childhood education quality-improvement initiatives. Accordingly, this study shifts attention to the resource-enhancing potential of authentic emotional displays and examines the mechanisms linking authentic displays to preschool teachers’ burnout, with psychological capital and family–work conflict as key mediators. Using cross-sectional survey data from 234 preschool teachers in Jiangxi Province, China, and structural equation modeling, we observed that authentic emotional displays were associated with lower burnout primarily through psychological capital, with an additional sequential association via psychological capital and family–work conflict, whereas the pathway through family–work conflict alone was not supported. These findings suggest a potential role of authentic emotional displays in relation to psychological resources and family-to-work spillover, extending emotional labor research and providing insights for interventions aimed at reducing preschool teacher burnout. The study challenges the prevailing resource loss perspective of emotional labor, clarifies psychological capital as a central mechanism linking authenticity to cross-domain strain and teacher well-being, and emphasizes the importance of interventions that strengthen psychological resources and boundary management. Full article