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Journal Cover International Journal of Manpower
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   Hybrid Journal Hybrid journal (It can contain Open Access articles)
   ISSN (Print) 0143-7720
   Published by Emerald Homepage  [335 journals]
  • Handling work-family conflicts: future agenda
    • Pages: 1058 - 1064
      Abstract: International Journal of Manpower, Volume 38, Issue 8, Page 1058-1064, November 2017.

      Citation: International Journal of Manpower
      PubDate: 2017-10-25T02:20:45Z
      DOI: 10.1108/IJM-09-2017-0219
  • Investigating the effects of work-family spillovers, gender, and formal
           mentoring on career goal of managers
    • Pages: 1065 - 1085
      Abstract: International Journal of Manpower, Volume 38, Issue 8, Page 1065-1085, November 2017.
      Purpose The purpose of this paper is to identify whether work-family spillovers significantly affect company managers’ determination of career goals by examining the importance of gender and formal mentoring to these managers. Design/methodology/approach The study sample consisted of 4,222 Korean managers compiled from a large-scale data set (Korean Women Manager Panel) that was collected by the Korea Women Development Institution in two waves (2009 and 2011). Findings Positive work-family spillover is positively related to managers’ career goals, whereas negative work-family spillover is negatively related to such goals. In the presence of positive work-family spillover, formal mentoring is more effective in helping male managers establish and develop career goals. Research limitations/implications The mentoring programs company managers are willing to engage in should be consistent with the gender role. Mentoring programs for female managers are moderately related to the importance of positive work experiences in establishing and developing their career goals. Therefore, to promote the career success of female managers, companies and societies must take actions to change the female managers’ perceptions of their management potentials. Originality/value Gender and formal mentoring programs influence the salience of company managers’ work and family roles, which determines the relationship between positive and negative work-family spillovers and career goals.
      Citation: International Journal of Manpower
      PubDate: 2017-10-25T02:20:36Z
      DOI: 10.1108/IJM-09-2014-0186
  • Work-family conflict among Hindu mothers in South Africa
    • Pages: 1086 - 1101
      Abstract: International Journal of Manpower, Volume 38, Issue 8, Page 1086-1101, November 2017.
      Purpose The purpose of this paper is to understand the interplay between cultural values and work-family conflict (WFC) among Hindu mothers in South Africa (SA). Design/methodology/approach In total, 20 Hindu mothers in full-time paid employment participated in individual in-depth interviews. The authors used thematic analysis to analyze the interview transcripts. Findings Three themes emerged from the participants’ work-family narratives: a strong collective identity in relation to family, traditional gender beliefs, and family deference. These themes reflect core Hindu cultural values and demonstrate that culture helps shape perceptions of WFC. Research limitations/implications The results highlight the importance of considering cultural values in work-family research and contribute to the limited knowledge on work-family experiences among ethnic minority groups, particularly in diaspora communities. Practical implications The findings should assist managers in designing work-family initiatives that will help alleviate the WFC experienced by mothers from ethnic minority groups. Social implications Understanding the work-family dynamics of mothers from ethnic minority groups facilitates the development of effective family-friendly policies, which may encourage them to enter and remain in the world of work. Such developments will help improve the skewed representation of previously disadvantaged groups in the workplace and promote the social transformation of South African society. Originality/value This study is one of very few that has explored cultural values and WFC among mothers from an ethnic minority group in a diaspora community. It contributes to the limited body of culture-sensitive work-family literature and establishes a base for further research on the topic.
      Citation: International Journal of Manpower
      PubDate: 2017-10-25T02:20:47Z
      DOI: 10.1108/IJM-12-2013-0280
  • Work-family conflict/enrichment: the role of personal resources
    • Pages: 1102 - 1113
      Abstract: International Journal of Manpower, Volume 38, Issue 8, Page 1102-1113, November 2017.
      Purpose The conservation of resources (COR) theory provides a theoretical foundation for work-family research. The purpose of this paper is to investigate thoroughly the associations between threat of or actual loss of resources as well as gain of resources and work-family interaction, employing COR assumptions and measures. Design/methodology/approach A sample of 216 working mothers filled out a questionnaire that included conservation of resources evaluation and scales measuring work-family conflict (WFC) and enrichment. Analyses of variance were performed to test the hypothesized associations. Findings WFC and family-work conflict (FWC) were positively correlated with the threat of and actual loss of resources; family-work enrichment (FWE) was positively correlated with the gain of resources. Participants who reported higher threat of loss of resources compared to gain of resources reported high levels of WFC and FWC; those who reported higher loss of resources compared to gain of resources reported high levels of FWC. In addition, participants who reported gains that outweighed losses (whether actual loss or simply threat of loss) reported higher levels of FWE. Originality/value The findings support using the COR theory as a theoretical basis for work-family research and emphasize the detrimental role of threat of loss of resources. Theoretical and practical implications are discussed.
      Citation: International Journal of Manpower
      PubDate: 2017-10-25T02:20:49Z
      DOI: 10.1108/IJM-06-2014-0135
  • Role of integration-segmentation on work-family interface of insurance
           sector employees in India
    • Pages: 1114 - 1129
      Abstract: International Journal of Manpower, Volume 38, Issue 8, Page 1114-1129, November 2017.
      Purpose Researchers have used different approaches to understand how individuals combine work with family, one being boundary and transition management. However, very few studies have focussed on empirically examining the role of individual boundary management style on work-family experience. The purpose of this paper is to fill this gap by examining the role of integration-segmentation on work-family conflict (WFC) and work-family enrichment (WFE). Two secondary purposes are to explore gender differences in work-family experiences and to examine the relationship between WFC and WFE. Design/methodology/approach The predictor variable in the primary study is integration (with two levels segmented and integrated). Different measures of WFC and WFE are criterion variables. Survey method was used to collect data from 156 life insurance professionals including 64 women employees in India. The average age of the sample is 35 years (SD=6.56). Boundary strategy of integration or segmentation between work and family is determined by measuring similarity in resource priority between work and family. Median split technique is used to delineate the groups. Findings The study has three key findings: employees with integrated boundary strategy report greater levels of both WFC and WFE; no gender differences exist in the experience of WFC and WFE; and WFC and WFE were found to be unrelated to each other. Originality/value The paper empirically studies the role of boundaries on WFC and WFE of insurance employees. It is a response to researchers’ call to integrate boundary theory with spillover theory and examine the role of integration-segmentation.
      Citation: International Journal of Manpower
      PubDate: 2017-10-25T02:20:42Z
      DOI: 10.1108/IJM-02-2014-0051
  • The relationships among work-family conflict, turnover intention and
    • Pages: 1130 - 1142
      Abstract: International Journal of Manpower, Volume 38, Issue 8, Page 1130-1142, November 2017.
      Purpose The hospitality industry is well-known for its high turnover rate and shift work, both of which are direct precursors to work-family conflict (WFC) and family-work conflict (FWC). The purpose of this paper is to explore the impact of WFC and FWC on turnover intention (TI) and organizational citizenship behavior (OCB) via literature reviews and empirical analyses. Design/methodology/approach The research data were collected using questionnaire surveys from employees working in the hospitality industries in Taiwan. The questionnaire consisted of two parts. The first part, which was conducted by interviewers, included questions about WFC/FWC and TI, and the second part, which was completed by pairing the respondents’ answers with observations of supervisors, explored OCB. There were 325 effective samples collected. Reliability and validity were confirmed using confirmatory factor analysis. Sample properties were analyzed using descriptive statistical analysis, and the relationship among control variables, predictor variables and outcome variables were explored via correlation analysis, independent t-test and one-way ANOVA. Finally, the study hypotheses were verified by structural equation modeling. Findings The paper attempted to identify the relationships among WFC/FWC, TI and OCB. The results revealed that: WFC and FWC were positively related to TI; WFC and FWC were negatively related to OCB; and TI was negatively related to OCB. Practical implications While the policy of tourism development has been promoted proactively by Taiwan’s Government in recent years, there are insufficient studies describing the relationships among WFC, TI and OCB with respect to hospitality employees. The findings from this study may contribute to human resource management and strategy development. Originality/value Because OCB is minimally regarded as an outcome variable, the results of this study support the relationships among OCB, WFC/FWC and TI. The results of this study will be of great benefit to supervisors as they seek to manage effectively human resources and improve and control the relationships among OCB, WFC/FWC and TI. The findings will also be of benefit to future studies.
      Citation: International Journal of Manpower
      PubDate: 2017-10-25T02:20:51Z
      DOI: 10.1108/IJM-04-2015-0056
  • The relationship between work-family conflict, stress, and work attitudes
    • Pages: 1143 - 1156
      Abstract: International Journal of Manpower, Volume 38, Issue 8, Page 1143-1156, November 2017.
      Purpose Work-family conflict is a rapidly developing field of research, considering the changes that have occurred in the structure of the family and of work in recent years. The purpose of this paper is to put forward a wide theoretical framework that encompasses the relationships between organizational justice, organizational citizenship behavior (OCB), job stress, and the work-family conflict. The authors suggest an explanatory model that associates those variables. Design/methodology/approach The explanatory model was empirically examined by means of structural equation modeling. In all, 120 Israeli-Arab employees responded to the research questionnaires. Findings As hypothesized, organizational justice was found to relate positively to OCB, and stress was found to relate positively to the work-family conflict. However, contrary to the hypotheses, OCB was found to relate negatively to job stress and work-family conflict. Namely, the higher the OCB, the lower the job stress. Research limitations/implications Theoretical implications and suggestions for possible future research were advanced. Originality/value Organizations that want to avoid the negative implications of the work-family conflict should encourage OCBs, which reduce the workers’ job-related stress and consequently reduce the conflict between the realms of family and work.
      Citation: International Journal of Manpower
      PubDate: 2017-10-25T02:20:59Z
      DOI: 10.1108/IJM-01-2014-0014
  • Work-life conflict of married and childless single female workers
    • Pages: 1157 - 1170
      Abstract: International Journal of Manpower, Volume 38, Issue 8, Page 1157-1170, November 2017.
      Purpose The purpose of this paper is threefold: to examine differences in the level of work-life conflict (WLC) experienced by married female workers and childless single female workers, to investigate the difference in the level of commitment to the organization between married female workers and childless single female workers, and to explore the relationship between WLC and organizational commitment and the moderating role of mentoring support in the relationship between WLC and the female workers’ organizational commitment in a highly male-dominated culture. Design/methodology/approach Four hypotheses developed based on a review of the literature were tested using t-tests, a linear regression analysis, and hierarchical moderated regressions. Findings First, no significant differences were found in the level of WLC and the organizational commitment of married and childless single female workers. Second, WLC was negatively related to organizational commitment. Finally, the results showed that mentoring support mitigated the negative effect of WLC on organizational commitment. Originality/value The significance of this study includes its investigation of the perceptual differences in WLC and organizational commitment between married and childless single female workers in a highly male-dominated culture. In addition, this study helps readers better understand childless single female workers’ WLC in a highly male-dominant culture.
      Citation: International Journal of Manpower
      PubDate: 2017-10-25T02:20:37Z
      DOI: 10.1108/IJM-06-2015-0089
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