Journal Articles

Now showing 1 - 3 of 3

Work and family interaction management: the case for zigzag working
(Taylor and Francis Group, 2024-08-21) Harris C; Haar J
The present study seeks to advance understanding of the interaction of work and family roles. Typically, while the intersection of these domains is established as either being detrimental (i.e. work-family conflict) or beneficial (i.e. work-family enrichment), we argue there is a fundamental issue with timing. Specifically, we offer zigzag working as an approach to understanding how work and family interact. We suggest, rather than roles operating separately (e.g. work to family or family to work), the reality of work is where employees have work and family roles intersecting simultaneously. We believe this provides unique insights for those with dependent responsibilities, representing potentially both a unique challenge and benefit. Our study has two samples (n = 318 employees and n = 373 managers) and we find support for zigzag working at the day-level and while it is positively related to work-family conflict dimensions it is also positively related to happiness. Overall, our paper offers a new lens on work-family border negotiation, providing empirical evidence showing that zigzag working does occur and that it appears to have unique properties. Importantly, zigging and zagging around work and dependents during a typical day represents both positive and negative effects, highlighting a unique occurrence within the literature.
The agency domain and behavioral interactions: assessing positive animal welfare using the Five Domains Model.
(Frontiers Media S.A., 2023-11-02) Littlewood KE; Heslop MV; Cobb ML; Padalino B
Animal welfare denotes how an animal experiences their life. It represents the overall mental experiences of an animal and is a subjective concept that cannot be directly measured. Instead, welfare indicators are used to cautiously infer mental experiences from resource provisions, management factors, and animal-based measures. The Five Domains Model is a holistic and structured framework for collating these indicators and assessing animal welfare. Contemporary approaches to animal welfare management consider how animals can be given opportunities to have positive experiences. However, the uncertainty surrounding positive mental experiences that can be inferred has resulted in risk-averse animal welfare scientists returning to the relative safety of positivism. This has meant that aspects of positive welfare are often referred to as animal 'wants'. Agency is a concept that straddles the positivist-affective divide and represents a way forward for discussions about positive welfare. Agency is the capacity of individual animals to engage in voluntary, self-generated, and goal-directed behavior that they are motivated to perform. Discrete positive emotions are cautiously inferred from these agentic experiences based on available knowledge about the animal's motivation for engaging in the behavior. Competence-building agency can be used to evaluate the potential for positive welfare and is represented by the Behavioral Interactions domain of the Five Domains Model. In 2020, The Model was updated to, amongst other things, include consideration of human-animal interactions. The most important aspect of this update was the renaming of Domain 4 from "Behavior" to "Behavioral Interactions" and the additional detail added to allow this domain's purpose to be clearly understood to represent an animal's opportunities to exercise agency. We illustrate how the Behavioral Interactions domain of The Model can be used to assess animals' competence-building agency and positive welfare. In this article, we use the examples of sugar gliders housed in captivity and greyhounds that race to illustrate how the agentic qualities of choice, control, and challenge can be used to assess opportunities for animals to exercise agency and experience positive affective engagement.
The role of relationships at work and happiness: A moderated moderated mediation study of New Zealand managers
(MDPI (Basel, Switzerland), 2019-06-22) Haar J; Schmitz A; Di Fabio A; Daellenbach U
Interpersonal relationships at work are important especially for the well-being of employees. The present study tests Positive Relational Management (PRM) and its influence on employee happiness, and we include two firm-level moderators and an individual-level mediator to better understand the potential complexity of effects. Importantly, we test this in the context of New Zealand, which has been under-represented in employee studies of happiness and is important due to a growing national interest in wellbeing. We test whether positive relationships at work shape greater meaningful work (MFW) and this then influences happiness and mediates the effects of PRM. We also include Human Capital (the quality of people inside the firm) and firm size as moderators and combine these all to test a moderated moderated mediation model in PROCESS. We test this on a sample of 302 New Zealand managers with time-separated data. We confirm the dimensionality and reliability of the PRM scale and find it is positively related to MFW and happiness, while MFW fully mediates the direct effect of PRM. We find interaction effects including a moderated moderated mediation effect, with the indirect effect of PRM differing depending on firm size and the strength of human capital. The implications for understanding the importance of relationships on employee happiness is discussed.

Journal Articles

Browse

Filters

Settings

Sort By

Results per page

Search Results