Impact of work-life balance and perceived stress on work withdrawal behavior and moderating effects of career calling

Abstract

Abstract: Objective To explore the relationship between work-life balance and work with drawaland the role of perceived stress and career calling in it. Methods A total of 651 subjects with work experience in one year were collected for analysis by using the work-life balance scale,perceived stress scale,work withdrawal behavior scale and career calling scale,a questionnaire survey was conducted during the Spring Festival and April in 2022. Results The work-life balance score of the 651 subjects was （1.30±2.18）points,the perceived stressscore was （1.64±0.62）points,the career calling score was （4.74±1.14）points,and the work withdrawal behavior score was （2.86±1.10）points. The work-life balance was negatively correlated with perceived stress and work withdrawal behavior（B=-0.17,-0.24,both P<0.01）. The perceived stress mediated the effect of work-life balance on work withdrawal behavior（B=0.55,P<0.01）. The higher level of career calling and more work-life balance can reduce the occurrence of work withdrawal behavior. Conclusion The improvement of the sense of work-life balance can alleviate the perception of stress and reduce the occurrence of work withdrawal behavior,and it can reduce the occurrence of work withdrawal behavior by properly promoting the career calling.

Key words: Work-life balance, Perceived stress, Work withdrawal behavior, Career calling

CLC Number:

R181.3⁺1

SUN Yuting, LI Shang, CHEN Yiwen. Impact of work-life balance and perceived stress on work withdrawal behavior and moderating effects of career calling. [J]OCCUPATION AND HEALTH, 2023, 39(18): 2506-2512.

References

[1] 徐振华. 躺平之维:躺平文化的话语表征与省思辩证[J].新疆社会科学,2021(5):139-145.
[2] 付春香,王晓晓.“全面二孩”政策下职业女性工作退缩行为的影响路径及应对策略[J].兰州文理学院学报(社会科学版),2017,33(6):41-46.
[3] KRAAK J M,LUNARDO R,HERRBACH O,et al.Promises to employees matter,self-identity too:Effects of psychological contract breach and older worker identity on violation and turnover intentions[J].J Bus Res,2017,70:108-117.
[4] KARATEPE O M,KILIC H.Relationships of supervisor support and conflicts in the work-family interface with the selected job outcomes of frontline employees[J].Tourism Manage,2007,28(1):238-252.
[5] 林雪莹,王永丽,郝雨洁等.领导-成员交换对工作-家庭平衡的影响机制研究:工作弹性能力的中介作用及工作弹性意愿的调节作用[J].管理评论,2016,28(2):138-147.
[6] 聂琦,谢煜.家庭支持型主管行为与离职倾向:工作—家庭冲突双向性和工作满意度的多重中介作用[J].中国人力资源开发,2018,35(1):48-59.
[7] JENSEN K W,YE L,SCHØTT T.Entrepreneurs innovation bringing job satisfaction,work-family balance,and life satisfaction:In China and around the world[J].IJIS,2017,1(4):193-206.
[8] FRENCH K A,ALLEN T D,MILLER M H,et al.Faculty time allocation in relation to work-family balance,job satisfaction,commitment,and turnover intentions[J].J Vocat Behav,2020,120:103443.
[9] VIEIRA J M,MATIAS M,LOPEZ F G,et al.Work-family conflict and enrichment:An exploration of dyadic typologies of work-family balance[J].J Vocat Behav,2018,109:152-165.
[10] 孙明贵. 领导风格、心理授权与创业员工的工作生活平衡[J].兰州学刊,2021(8):30-43.
[11] XIN L L,JACKSON G L,ZHANG H Y,et al.Helping the organization but hurting yourself:How employees’ unethical pro-organizational behavior predicts work-to-life conflict[J].Organ Behav Hum Dec,2021,167:88-100.
[12] FISHER G G,BULGER C A,SMITH C S.Beyond work and family:A measure of work/nonwork interference and enhancement[J].J Occup Health Psychol,2009,14(4):441-456.
[13] SUZAN L,RICHENDA G,RHONA R.The constraints of a ‘work-life balance’ approach:an international perspective[J].Int J Hum Resour Man,2007,18(3):360-373.
[14] CHADEE D,REN S,TANG G Y.Is digital technology the magic bullet for performing work at home? Lessons learned for post COVID-19 recovery in hospitality management[J].Int J Hosp Manag,2021,92:102718.
[15] NINAUS K,DIEHL S,TERLUTTER R.Employee perceptions of information and communication technologies in work life,perceived burnout,job satisfaction and the role of work-family balance[J].J Bus Res,2021,136:652-666.
[16] 罗耀平,范会勇,张进辅.工作-家庭冲突的前因、后果及干预策略[J].心理科学进展,2007,15(6):930-937.
[17] 相雅芳. 祛魅与重构:“躺平文化”的社会根源及文化反思[J].新疆社会科学,2021(5):146-152.
[18] 林龙飞,高延雷.“躺平青年”:一个结构性困境的解释[J].中国青年研究,2021(10):78-84.
[19] 杨亚中,叶茂林,陈宇帅.工作退缩行为研究述评[J].中国人力资源开发,2014,31(17):43-49.
[20] 胡丽红. 年龄歧视对临退休员工工作退缩行为的影响——工作疏离感和临退休焦虑的作用[J].财经问题研究,2016(6):117-122.
[21] 周霞,李铁城.职业召唤能否带来员工的创新?知识型员工职业召唤对创新行为的影响—组织支持感的调节作用[J].科技管理研究,2018(23):123-130.
[22] 张跃,杨旭,华陈娜.职业召唤对建言行为的影响机制研究[J].中国人力资源开发,2018,35(9):40-50.
[23] 胡利利,谭楠楠,熊璐.职业召唤研究评述[J].生产力研究,2017(11):156-160.
[24] LYSOVA E I,DIK B J,DUFFY R D,et al.Calling and careers:New insights and future directions[J].J Vocat Behav,2019,114:1-6.
[25] 王振,王渊,吴志国,等.应激感受量表中文版的信度与效度[J].上海交通大学学报,2015,35(10):1448-1451.
[26] 裴宇晶,赵曙明.知识型员工职业召唤、职业承诺与工作态度关系研究[J].管理科学,2015,28(2):103-114.
[27] HOBFOLL S E.Conservation of resources:A new attempt at conceptualizing stress[J].Am Psychol,1989,44(3):513-524
[28] HOBFOLL S E.Conservation of resource caravans and engaged settings[J].J Occup Organ Psych,2011,84(1):116-122.
[29] HOBFOLL S E,HALBESLEBEN J,NEVEU J P,et al.Conservation of resources in the organizational context:The reality of resources and their consequences[J].Annu Rev Organ Psych,2018,5(1):103-128.
[30] ANDRES M,MOELKER R,SOETERS J.The work-family interface and turnover intentions over the course of project-oriented assignments abroad[J].Int J Proj Manag,2012,30(7):752-759.
[31] 高中华,赵晨.工作家庭两不误为何这么难?基于工作家庭边界理论的探讨[J].心理学报,2014,46(4):552-568.
[32] 聂婷,张伶.团队凝聚力、工作-家庭促进与员工在职行为关系研究[J].管理学报,2013,10(1):103-109.
[33] FLORA F T C,BIRTCH T A,KWAN H K.The moderating roles of job control and work-life balance practices on employee stress in the hotel and catering industry[J].Int J Hosp Manag,2010,29(1):25-32.
[34] HIGGINS C,DUXBURY L,JOHNSON K L.Part-time work for women Does it really help balance work and family[J].Hum Resour Manage-US,2000,39(1):17-32.
[35] CARDADOR M T,DANE E,PRATT M G.Linking calling orientations to organizational attachment via organizational instrumentality[J].J Vocat Behav,2011,79(2):367-378.
[36] CHUNJIANG Y,AOBO C.The Double-Edged Sword Effects of Career Calling on Occupational Embeddedness:Mediating Roles of Work-Family Conflict and Career Adaptability[J].Asian Nurs Res,2020,14(5):338-344.
[37] 赵海霞,郑晓明.工作使命感研究现状与展望[J].经济管理,2013, 35(10):192-199.
[38] ELANGOVAN A R,PINDER C C,MCLEAN M.Callings and organizational behavior[J].J Vocat Behav,2010,76(3):428-440.
[39] BUFQUIN D,DIPIETRO R,ORLOWSKI M,et al.The influence of restaurant co-workers’perceived warmth and competence on employees’turnover intentions:The mediating role of job attitudes[J].Int J Hosp Manag,2017,60:13-22.
[40] 周尧英,章雷钢,金婷婷.工作满意度和生活满意度在护士工作-家庭冲突与离职意愿关系间的作用[J].中华劳动卫生职业病杂志,2020,38(10):778-781.
[41] HANISCH K A.Behavioral Families and Multiple Causes:Matching the Complexity of Responses to the Complexity of Antecedents[J].Curr Dir Psychol Sci,1995,4(5):156-162.
[42] GUPTA N,JENKINS J G D.Rethinking dysfunctional employee behaviors[J].Hum Resour Manage R,1991,1(1):39-59.
[43] CHRISTINA S L,DANIEL D G,MICHAEL R M,et al.Understanding the career and job outcomes of contemporary career attitudes within the context of career environments:An integrative meta-analysis[J].J Organ Behav,2021,43(2):286-309.
[44] VALLETTA R G,BENGALI L,CATHERINE V D L.Cyclical and Market Determinants of Involuntary Part-Time Employment[J].J Labor Econ,2020,38(1):67-93.