The role of employee assistance programs under Covid ‐19‐induced work–family conflict
Effects on service employees' work engagement and burnout
Bibliographic Data
| ID | 21391816 |
|---|---|
| Authors | Hung‐Yu Tsai (0000-0001-8942-2901, Department of International Business Providence University Taichung Taiwan, corresponding author) |
| Year | 2023 |
| Volume | 64 |
| Issue | 5 |
| Pages | 663-673 |
| Publication date | 2023-10-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Scandinavian Journal of Psychology (JOURNAL) |
| Journal identifiers | ISSN: 0036-5564 • E-ISSN: 1467-9450 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1111/sjop.12922 |
| PMID | 37096748 |
| OpenAlex | W4366987469 |
| Language | EN |
| Citations received | 2 |
| References cited | 57 |
The COVID‐19 pandemic places substantial stress on service employees’ work and home lives. Little research has explored the negative effects of perceived stress from COVID‐19 on work and home domains in terms of employees’ attitudes toward work. We adopt a job demands–resources perspective to examine how perceived stress from COVID‐19 affects employees' work (i.e., work engagement and burnout) and home life (i.e., work–family conflict and family–work conflict). In particular, we address whether organizational employee assistance programs can buffer these negative effects. We sampled service employees ( n = 248), and results show that perceived stress from COVID‐19 increases work engagement and burnout through work–family conflict and family–work conflict. Furthermore, employee assistance programs mean that employees are less likely to experience work–family conflict and family–work conflict when faced with perceived stress from COVID‐19. We discuss the theoretical and practical implications of these findings and propose directions for future research
Burnout · Business · Perspective (graphical) · Service (business) · Work (physics) · Work engagement · Work–family conflict · Clinical Psychology · Job Satisfaction and Organizational Behavior · Marketing · Psychology · Social Psychology · Work-Family Balance Challenges · Workaholism, burnout, and well-being
RWG
Working in a pandemic
The Job Demands–Resources model
Job demands-resources theory in times of crises
Caregiver burden, work-family conflict, family-work conflict, and mental health of caregivers
Personality and perceived stress during Covid-19 pandemic
Centering Decisions in Hierarchical Linear Models
An Overview of the Logic and Rationale of Hierarchical Linear Models
A cross-national meta-analytic examination of predictors and outcomes associated with work–family conflict.
Reporting Structural Equation Modeling and Confirmatory Factor Analysis Results
The Measurement of Engagement and Burnout
Answers to 20 Questions About Interrater Reliability and Interrater Agreement
The job demands-resources model of burnout.
Self-Reports in Organizational Research
Research on the relationship of work family conflict, work engagement and job crafting
The role of job insecurity in emotional exhaustion and work engagement during the Covid-19 pandemic
The Measurement of Work Engagement With a Short Questionnaire
Construction and Initial Validation of a Multidimensional Measure of Work–Family Conflict
Recovery from Work
The Influence of Work–Family Conflict on Burnout during the Covid-19 Pandemic
Impact of the Covid-19 Pandemic on the Mental Health of Nurses and Auxiliary Nursing Care Technicians—A Voluntary Online Survey
The spillover effects of coworker, supervisor, and outsider workplace incivility on work‐to‐family conflict
Source attribution matters
Why do ‘great minds’ think alike
Boundary role transitions
A resource perspective on the work–home interface
When moderation is mediated and mediation is moderated
Burnout and Work Engagement
Job demands and job resources as predictors of absence duration and frequency
A Global Measure of Perceived Stress
| Unique citing works | 2 |
|---|---|
| Citations per year | 0,67 |
| Citation span | 2023 - 2025 (3) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 2 |