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Abstract Background Incorporating multiple perspectives and contexts in knowledge mobilisation for return-to-work after sick leave due to common mental disorders can promote interprofessional and organisational strategies for facilitating the return-to-work process. This study aimed to explore the facilitators of and barriers to return-to-work after common mental disorders. This exploration considered the perspectives of employees and managers and the realms of work and private life. Methods A qualitative approach was used with data from 27 semi-structured telephone interviews. The strategic sample consisted of employees who returned to work after sick leave due to common mental disorders (n = 17) and managers responsible for their return-to-work process (n = 10). Thematic analysis conducted in a six-step process was used to generate themes in the interview data. Results The analysis generated three main themes with subthemes, illustrating experiences of barriers to and facilitators of return-to-work positioned in the employees’ private and work contexts: (1) Getting along: managing personal difficulties in everyday life; (2) Belonging: experiencing social connectedness and support in work and private life; and (3) Organisational support: fostering a supportive work environment. The results contribute to a comprehensive understanding of the return-to-work process, including the challenges individuals face at work and in private life. Conclusions The study suggests that return-to-work after sick leave due to CMDs is a dynamic and ongoing process embedded in social, organisational, and societal environments. The results highlight avenues for an interprofessional approach and organisational learning to support employees and managers, including space for the employee to recover during the workday. Trial registration This study recruited employees from a two-armed cluster-randomised controlled trial evaluating a problem-solving intervention for reducing sick leave among employees sick-listed due to common mental disorders (reg. NCT3346395).

Professional quality of life (ProQoL) variables, compassion fatigue (CF), compassion satisfaction (CS) and burnout are understudied in the police population. Here, we examine any associations between ProQoL and anxiety, depression and personal QoL. Study 1: A cross-sectional survey (N = 100) demonstrated CF and burnout are significantly associated with higher anxiety and depression, whereas CS is significantly associated with lower anxiety and depressive symptomology. When controlling for CS, CF is still significantly associated with higher anxiety and depression. Study 2: Semi-structured interviews (N = 6) revealed themes of perceived awareness and personal impacts of ProQoL. Police interventions should focus on ProQoL variables as the root cause of common mental health complaints. [ABSTRACT FROM AUTHOR]

Employment conditions and psychosocial factors have been linked to various health-related outcomes in different occupational groups, but few studies focus on the conditions in academia. This study explores the effects of effort, reward, and their interaction to explain health-related outcomes, namely burnout, self-rated health, and work-family conflict among academic faculty in Sweden. We also explore these effects among those with permanent and fixed-term employment contracts. Questionnaire data, collected online in 2016, came from 2335 employees (57% women) with a doctoral degree, working at a Swedish higher education institution. Latent moderation analysis combined with multi-group analysis was conducted. Main effects of effort were found for all health-related outcomes revealing that effort was associated with higher burnout, poorer self-rated health, and greater work-family conflict. Reward was negatively associated with burnout and self-rated health revealing that reward reduced burnout and improved self-rated health. The interaction between effort and reward was significantly associated with all outcomes among permanent contract employees, but was non-significant among those with fixed-term contracts. This may suggest that fixed-term faculty are less affected by the presence or lack of reward. Overall, the findings emphasize the importance of the psychosocial work environment to understand health-related consequences for permanent and fixed-term faculty with a doctoral degree. [ABSTRACT FROM AUTHOR]

The present study investigated the role of job/home resources in the relation between job/home demands and exhaustion, job satisfaction, work-home interference, and home-work interference during the COVID-19 pandemic. We explored the prevalence of job/home demands and resources during the COVID-19 pandemic, and examined whether working at different locations (i.e., working from home or at the office) affects how both job/home demands and resources are associated with employees’ health and well-being. An online cross-sectional survey study using self-report questionnaires was carried out among the networks of the International Commission on Occupational Health (ICOH) association (N=153). The findings of this study illustrated that (1) cognitive job demands/resources and emotional home demands/resources were crucial in predicting employee health and well-being; (2) a conceptual match was detected between corresponding demands and resources; (3) subgroup analysis showed that employees were not heavily affected by the different working locations during the pandemic. In conclusion, this study confirms the positive role of job/home resources. We suggest that cultivating specific job/ home resources and establishing an appropriate match between specific job/home resources and corresponding job/home demands is necessary to ensure employees’ health and well-being in times of a pandemic. [ABSTRACT FROM AUTHOR]

OBJECTIVES: Working from home (WfH) is a promising practice that may enable employees to successfully and sustainably combine work and private life. Yet, not every employer facilitates WfH and not every employee has similar needs concerning the practice. The current study aims to examine the association of a WfH mismatch with work–home interference (WHI) and fatigue. METHODS: Data on WfH, WHI, and fatigue of a quasi-representative sample of 2374 Dutch employees in 2012/13 and a follow-up measurement one year later were used. Cross-sectional and longitudinal regression analyses were conducted to investigate the cross-sectional and temporal associations between WfH mismatch on the one hand and (changes in) time-based and strain-based WHI and fatigue on the other hand. RESULTS: In the cross-sectional analyses, WfH mismatch was significantly associated with higher time-based WHI (B=0.13), strain-based WHI (B=0.17) and more fatigue (B=0.32). WfH mismatch was not associated with changes in these outcomes after one year of follow-up. CONCLUSIONS: A tailored WfH organizational policy, in which employees’ need for working from home is taken into account, may be a fruitful approach to utilize WfH as a way for employees to successfully and sustainably combine work and private life to its full potential.

Twelve‐h shifts can facilitate 24‐h service provision and are often implemented in pursuit of financial goals. Existing evidence on the benefits of extended shifts is mixed. This study examines the impact of extended shifts on employee strain in a large mental healthcare organisation in England. Semi‐structured interviews were conducted with nurses and healthcare assistants at 6 and 12 months intervals (n = 70). Findings illustrate how extended shift patterns have a profound negative effect on high demands already confronting mental health staff, shaping spillover of strain. Analysis contributes to development of strain‐based work–life conflict theory by conceptualising spillover as temporal and iterative. We argue theory should differentiate between retroactive (backward facing) and anticipatory (forward facing) spillover processes. Using context as a lens and identification of new dimensions to strain‐based spillover aids interpretation of differential effects of extended shifts across settings. The study discusses implications for organisations, recovery and scheduling of shift work. [ABSTRACT FROM AUTHOR]

OBJECTIVES: The aim of this study was to examine the reciprocal association between work–family conflict and depressive complaints over time. METHODS: Cross-lagged structural equation modeling (SEM) was used and three-wave follow-up data from the Maastricht Cohort Study with six years of follow-up [2416 men and 585 women at T1 (2008)]. Work–family conflict was operationalized by distinguishing both work–home interference and home–work interference, as assessed with two subscales of the Survey Work–Home Interference Nijmegen. Depressive complaints were assessed with a subscale of the Hospital Anxiety and Depression scale. RESULTS: The results showed a positive cross-lagged relation between home–work interference and depressive complaints. The results of the χ^2 difference test indicated that the model with cross-lagged reciprocal relationships resulted in a significantly better fit to the data compared to the causal (Δχ^2 (2)=9.89, P=0.001), reversed causation model (Δχ^2 (2)=9.25, P=0.01), and the starting model (Δχ^2 (4)=16.34, P=0.002). For work–home interference and depressive complaints, the starting model with no cross-lagged associations over time had the best fit to the empirical data. CONCLUSIONS: The findings suggest a reciprocal association between home–work interference and depressive complaints since the concepts appear to affect each other mutually across time. This highlights the importance of targeting modifiable risk factors in the etiology of both home–work interference and depressive complaints when designing preventive measures since the two concepts may potentiate each other over time.

The current academic environment is dynamic, due to advanced digitalisation and a multitude of external environmental factors. Thus, issues related to teachers' wellbeing, burnout and job demands have garnered considerable scholarly reflection over the past few years. However, there is a dearth of research on the influence of job demands, namely; work overload, emotional demands and work-home interference on burnout along with predictive potency of burnout in terms of teachers' wellbeing based on a comprehensive theoretical framework in Pakistan. This study addresses this gap, using the Job Demands-Resources (JD-R) model to examine the influence of job demands on teachers' burnout along with the association between teachers' burnout and a multi-dimensional comprehensive construct of wellbeing. Data included measures of three job demands, burnout and wellbeing. The proposed relationships were tested with robust data analytic techniques on a sample of 103 teachers from 11 higher education institutions in Pakistan. The results are consistent with the hypothesized conceptual scheme that the three job demands are positively associated with teachers' burnout, while work overload shows the strongest positive association with burnout and burnout is negatively associated with teachers' wellbeing. [ABSTRACT FROM AUTHOR]

Abstract Background The impact of working conditions on the health and well-being of workers of large enterprises has been widely described. This influence has not been studied as extensively in very small and medium-sized enterprises mainly due to methodological difficulties. Smaller organisations nevertheless constitute a reality that needs to be better understood. Methodology The aim of this article is to better understand the working conditions of entrepreneurs in small and medium-sized enterprises, to describe the impact of these conditions on their health and well-being, and to learn how their work affects their private lives. This is why a study was conducted in 2015–2016 on a selected sample of entrepreneurs in the Brussels-Capital Region (n = 140). The survey form included questions pertaining to the work environment, motivations underlying the choice of activities, robustness of the business, work-home interference, work-related stress, work satisfaction, self-reported health indicators, and socio-demographic status. The results were compared with those from another survey on workers in small shops conducted between 2012 and 2015 within the same Region (n = 104). Results The number of entrepreneurs who participated in the survey added up to 140, with an even distribution between men and women. Two results are highlighted. The first concerns the difficulties faced by entrepreneurs working with a small team (1 to 4 employees): they are more stressed, report having heavy workloads, describe their health more negatively, consume more sedatives, and claim to suffer from loneliness more often than those working with larger teams or alone. Comparatively, in the study on shopkeepers, business owners working alone found themselves in a worse situation regarding their health and well-being. The second finding involves the difficulties entrepreneurs face when it comes to combining work and family life, and for which gender inequalities were noted. This phenomenon remains insufficiently explored amongst small business owners. Conclusion In spite of the difficulties encountered at work, commitment to their chosen profession remains strong amongst entrepreneurs. Our results enable us underscore the aspects of entrepreneurial activity that should be taken into account whilst setting up support mechanisms or promoting entrepreneurship, especially amongst and for women.

This one-year follow-up study among 1,421 male nurses from seven European countries tested the validity of the Effort-Reward Imbalance (ERI) model in predicting prospective vital exhaustion and work-home interference. We hypothesised that effort and lack of reward would have both main and interactive effects on future outcomes. Results of structural equation modelling (SEM) showed that effort was positively related to exhaustion and work-home interference, both simultaneously and over time. Lack of reward predicted increased exhaustion at follow-up, but effort-reward imbalance did not influence the outcomes. Additionally, Time 1 exhaustion predicted increased work-home interference and exhaustion at follow-up. These results do not support the ERI model, which postulates a primacy of effort-reward imbalance over main effects. Instead, the findings are in line with dual path models of job stress and work-home interference. Multi-group SEM showed partial cross-cultural metric invariance for the ERI measure of effort, but the ERI measure of rewards showed no metric measurement invariance, indicating its meaning is qualitatively different across cultures. Nevertheless, the main conclusions were markedly similar for each national sub-sample. We discuss the theoretical and practical implications of our study. [ABSTRACT FROM AUTHOR]

OBJECTIVE: Worktime control (WTC) has been suggested as a tool to reduce employees’ work-home interference and fatigue and improve job motivation. The purpose of this study was twofold: (i) to examine the prevalence of employees’ need for, access to, and use of WTC, as well as the incongruence between need for and access to WTC (ie, mismatch); and (ii) to examine the associations of this mismatch and the use of WTC with employees’ work–home interference (WHI), fatigue and job motivation. METHODS: Questionnaire data were collected among a large (N=2420) quasi-representative sample of Dutch employees. The prevalence of WTC need, access, use, and mismatch was assessed by means of descriptive statistics. Associations with employees’ outcomes were assessed by analyses of covariance. RESULTS: The need for WTC was highly prevalent. For many employees, we observed a negative mismatch between access to and need for WTC (ie, access

Purpose: Work-home interference has been proposed as an important explanation for sickness absence (SA). Previous studies show mixed results, have not accounted for familial factors (genetics and shared everyday environment), or investigated diagnosis specific SA. The aim was to study whether work-home interference and perceived total workload predict SA due to stress-related mental diagnoses, or SA due to other mental diagnoses, among women and men, when adjusting for various confounders and familial factors.Methods: This study included 11,916 twins, 19–47 years (49% women). Data on work-to-home and home-to-work conflicts, perceived total workload, and relevant confounders were derived from a 2005 survey, and national register data on SA spells until 2013 were obtained. Odds ratios (ORs) with 95% confidence intervals (CIs) were calculated. Discordant twin pair design was applied to adjust for familial factors.Results: Each one unit increase in work-to-home and home-to-work conflicts, and perceived total workload was associated with higher odds for SA due to stress-related mental diagnoses and to SA due to other mental diagnoses among women, when adjusting for sociodemographic factors (ORs 1.15–1.31). Including health or familial factors, no associations remained. For men, each one unit increase in work-to-home conflicts was associated with higher odds for SA due to stress-related diagnoses (ORs 1.23–1.35), independently of confounders.Conclusion: Work-to-home conflict was independently associated with future SA due to stress-related diagnoses among men only. Health- and work-related factors seem to be important confounders when researching work-home interference, perceived total workload, and SA. Not including such confounders involves risking drawing incorrect conclusions. Further studies are needed to confirm sex differences and whether genetic factors are important for the associations studied. [ABSTRACT FROM AUTHOR]

Objectives The aim of this study was to examine the reciprocal association between work-family conflict and depressive complaints over time. Methods Cross-lagged structural equation modeling (SEM) was used and three-wave follow-up data from the Maastricht Cohort Study with six years of follow-up [2416 men and 585 women at T1 (2008)]. Work-family conflict was operationalized by distinguishing both work-home interference and home-work interference, as assessed with two subscales of the Survey Work-Home Interference Nijmegen. Depressive complaints were assessed with a subscale of the Hospital Anxiety and Depression scale. Results The results showed a positive cross-lagged relation between home-work interference and depressive complaints. The results of the χ² difference test indicated that the model with cross-lagged reciprocal relationships resulted in a significantly better fit to the data compared to the causal (Δχ² (2)=9.89, P=0.001), reversed causation model (Δχ² (2)=9.25, P=0.01), and the starting model (Δχ² (4)=16.34, P=0.002). For work-home interference and depressive complaints, the starting model with no cross-lagged associations over time had the best fit to the empirical data. Conclusions The findings suggest a reciprocal association between home-work interference and depressive complaints since the concepts appear to affect each other mutually across time. This highlights the importance of targeting modifiable risk factors in the etiology of both home-work interference and depressive complaints when designing preventive measures since the two concepts may potentiate each other over time. [ABSTRACT FROM AUTHOR]

OBJECTIVES: Few longitudinal studies have investigated if “work–home interference” (WHI), conflicts between work and home demands, predicts depressive disorders. We examined if WHI was prospectively associated with indicators of major depression in a nationally representative sample. METHODS: We used multiple logistic and Cox regression models to examine if self-reported WHI was related to probable major depression [scoring high on a brief self-report scale based on the (Hopkins) Symptom Checklist] and/or any new antidepressant treatment using the prescribed drug register during a 2-year follow-up. The analytic sample comprised 1576 men and 1678 women, working respondents to the Swedish Longitudinal Occupational Survey of Health (SLOSH), free of major depression and prior purchases of antidepressants at baseline. RESULTS: Altogether, 7% experienced high (very often/the whole time) and 32% moderate (sometimes) WHI. Overall, the analyses indicated prospective associations between especially high WHI and major depression and/or antidepressant treatment also when adjusting for work characteristics (demands, control, support, overtime). However, the estimates for major depression differed by sex. Separate analyses indicated that only women with high WHI were significantly more likely to have subsequent major depression. Analyses further indicated an elevated rate of antidepressant treatment for men in particular, partly explained by work characteristics and that major depression was related to subsequent high WHI. CONCLUSIONS: Based on a two-year follow-up, this study indicated that high WHI prospectively predicted major depression and/or antidepressant treatment, though effects appeared to differ to some extent by sex.

Introduction: Work engagement is important for medical residents and the healthcare organizations they work for. However, relatively little is known about the specific predictors of work engagement in medical residents. Therefore, we examined the associations of work and home characteristics, and work-home interference with work engagement in male and female residents. Methods: This study was conducted on a nationwide sample of medical residents. In 2005, all Dutch medical residents ( n = 5245) received a self-report questionnaire. Path analysis was used to examine the associations between the potential predictors and work engagement. Results: In total, 2115 (41.1%) residents completed the questionnaire. Job characteristics, home characteristics and work-home interference were associated with work engagement. Important positive contributing factors of work engagement were opportunities for job development, mental demands at work, positive work-home interference and positive home-work interference. Important negative contributing factors were emotional demands at work and negative home-work interference. The influence of these factors on work engagement was similar in male and female residents. Discussion: Opportunities for job development and having challenging work are of high relevance in enhancing work engagement. Furthermore, interventions that teach how to deal skilfully with emotional demands at work and home-work interference are expected to be the most effective interventions to enhance work engagement in medical residents. [ABSTRACT FROM AUTHOR]

Purpose: The aim is to study the influence of change in work-time control (WTC) on work-home interference (WHI) while adjusting for other work-related factors, demographics, changes at work and WHI at baseline among women and men. An additional aim was to explore sex differences in the relation between change in WTC and WHI. Methods: The study included working participants of the Swedish Longitudinal Occupational Survey of Health (SLOSH) study of the third (2010) and fourth (2012) waves ( n = 5440). Based on a seven-item index, four groups of WTC were formed: stable high (40 %), stable low (42 %), increasing (9 %), or decreasing (9 %) WTC over the 2 years. WHI was measured by four items and individuals were categorised in whether suffering or not suffering of WHI. Sex-stratified logistic regression analyses with 95 % confidence intervals (CI) were used to estimate the odds of experiencing WHI by change in WTC. Results: Controlling for demographics and work-related factors, women with stable low (OR = 1.46; 95 % CI 1.14-1.88) and women and men with decreasing WTC (women OR = 1.99; 95 % CI 1.38-2.85; men OR = 1.80; 95 % CI 1.18-2.73) had higher odds of WHI than those with a stable high WTC. Additionally, adjusting for changes at work and WHI at baseline did not alter the results substantially. Interaction analysis did not reveal any significant sex difference in the relation between WTC and WHI. Conclusions: For both women and men decreased and for women only, low control over working hours resulted in WHI also after adjusting for work-related factors and demographics. [ABSTRACT FROM AUTHOR]

Abstract There have been few formal studies on stress in veterinary surgeons and, in the rare studies available, stress is not examined jointly through the levels of job strain and job engagement, the sources of stress in the issue of work environment and the work-home interference. The authors' goal in this study was to analyse job engagement, job strain, burnout, work-home interference and job stress factors among 216 Belgian veterinary surgeons. Rural practice was compared to small animal and mixed activity. The mean job strain and job engagement level in veterinary surgeons was not higher than what we found in other working populations. However, 15.6% of the group were found to be suffering from high burnout. Rural practitioners had a lower level of job engagement than small animal veterinary surgeons. These small animal practitioners had a lower level of job strain than the mixed practitioners. The level of burnout did not differ significantly across the three types of activity. In comparison to other Belgian and Dutch workers, veterinary surgeons perceived more negative work-home interference. Bovine and mixed practitioners were the most concerned with this problem. The two most important sources of stress reported by bovine practitioners were relations to farmers and working time management (including emergencies and availability).

New ways of working (NWW) is a type of work organization that is characterized by temporal and spatial flexibility, often combined with extensive use of information and communication technologies (ICT) and performance-based management. In a three-wave intervention study, we examined the effects of NWW on both the organization of work (changes in control over time and place of work; working hours and work location; and other key job characteristics), and on employees’ outcomes (work–nonwork balance; health and well-being; and job-related outcomes). We applied a quasi-experimental design within a large Dutch financial company (N= 2,912). We studied an intervention group (n= 2,391) and made comparisons with a reference group (n= 521). There were three study waves: (i) one/two months before, and (ii) 4 months and (iii) 10 months after implementation of NWW. Repeated measures analyses of covariance (involving 361 participants from the intervention group and 80 participants from the reference group) showed a large and significant shift from hours worked at the office to hours worked at home after implementation of NWW. Accordingly, commuting time was reduced. Employees remained working on week days and during day time. Psychosocial work-characteristics, work–nonwork balance, stress, fatigue, and job-related outcomes remained favourable and largely unaffected, but the health score in the intervention group decreased (medium effect). These findings suggest that the implementation of NWW does not necessarily lead to changes in psychosocial work characteristics, well-being or job-related outcomes. [ABSTRACT FROM PUBLISHER]

Work in our modern society that is facilitated by communication technology involves connectivity, immediacy, and a blurring of boundaries between work and non-work domains. This 4-day quantitative diary study ( N = 100 employees, N = 367-400 data points) aims to shed light on the relationship between daily smartphone use and daily work-home interference ( WHI). Two potential moderators of this relationship are examined: (1) (strong) social norms represented by the influence of colleagues and supervisors regarding availability after work hours and (2) work engagement. Overall, the results of multilevel analyses were in line with the hypotheses. The findings suggest that supervisors should be clear about their expectations regarding smartphone use in private hours in that they should not expect employees to be always available. In addition we conclude that engaged workers can prevent work from interfering too much with their private lives, even when they use their smartphones during evening hours. Practitioner points Employees working in an 'always-on' culture experience more WHI., Important role models, such as supervisors, should be aware that the emails they send during evening hours and weekends also have recipients., Supervisors should be careful in creating expectations regarding availability when they decide to provide smartphones to their employees. [ABSTRACT FROM AUTHOR]

Residency is a stressful period in a physician's development, characterized by long work hours, time pressure, and excessive work load, that can exert negative effects on residents' mental health. Job burnout and negative work-home interference may play a major role in residents' mental health problems. The present study used the job demands-resources model as a theoretical framework to examine the way in which job demands (e.g., workload, emotional demands) and job resources (e.g., supervisor support, job autonomy) were associated with residents' mental health. From a pool of 290 medical residents, 264 (91 %) completed the questionnaires. Applying structural equation modeling techniques, the results showed that greater emotional exhaustion ( β = −.65, SE = .09, p < .001) and more work-home interference ( β = −.26, SE = .10, p < .05) were related to poor mental health. Specific job demands (i.e., high workload) and particular job resources (i.e., low opportunities for professional development and low supervisor support) were related to poor mental health not directly but only indirectly, via emotional exhaustion or work-home interference. Thus, through work-related emotional exhaustion, the impact of work conditions might be transmitted to and interfere with non-work related domains such as family life, as well as with domain-unspecific aspects of well-being, such as mental health and psychological distress. Implications of the results and suggestions for future research and practice are outlined. [ABSTRACT FROM AUTHOR]

This study examines the impact of work-related smartphone use on daily recovery from work-related efforts. The literature shows that work–home interference (WHI) is an important inhibitor of the recovery process. We propose that the extensive use of smartphones with its implicit request of 24/7 availability inhibits the process of engaging in activities that are required for daily recovery. A total of 80 employees (40 smartphone users, 40 controls) completed a 6-day diary questionnaire over a time period of 2 weeks. Contrary to our hypothesis, smartphone users did not experience more overall WHI than nonusers. Furthermore, four activities aimed at recovery were examined. We predicted that daily WHI would increase employees’ engagement in recovery activities, but only if they did not use a smartphone. Results showed that, for the control group, WHI was positively related to psychological detachment, relaxation, mastery, and control activities, whereas smartphone users facing high WHI did not succeed in engaging in these recovery activities. This implies that being connected to work in the evening hours through smartphones has consequences for the extent to which employees succeed in undertaking recovery activities. [ABSTRACT FROM AUTHOR]

Orientation: The focus of this study was to investigate the relationship between socio-demographic characteristics and the work–home interaction in different occupational groups in South Africa. Research purpose: The main research aim of the study was to investigate the socio-demographic predictors of negative and positive work–home interaction of South African employees. Motivation for the study: Little information is known about the prevalence of work–home interaction within groups. This study is aimed at enabling the researcher and organisations to identify those groups that are at risk of negative interference and which are prone to positive interaction, to allow for the development of appropriate strategies and intervention programmes. Research design, approach and method: A cross-sectional survey design was used in the study. A sample (N = 2040) was taken from four South African industries (i.e. the police service, the earthmoving equipment industry, mining and nursing). A socio-demographic questionnaire and the Survey Work–Home Interaction-Nijmegen (SWING) were used. Main findings: The results indicated that robust predictors included occupation, gender and language for negative work–home interference; occupation, age and language for positive work–home interference; occupation and language for negative home–work interference; and occupation, age, education and language for positive home–work interference. Practical/managerial implications: The implications of the study are that negative and positive work–home interaction is uniquely associated with socio-demographic characteristics. Work–life balance initiatives should, therefore, be carefully tailored to address the needs of each socio-demographic group. Contribution/value-add: The findings of the study suggest answers to the management of the work–home interaction among various socio-demographic groups in organisations.

The aim of this study was to investigate the relationship between work and home demands, work-home interference (WHI), home-work interference (HWI), and ill health of 500 employed females from various occupations. A structural model was tested with structural equation modelling. The results indicated that work demands (work pressure and work overload) are related to ill health (physical ill health, anxiety, depression) via WHI. On the other hand, home demands (home pressure and home overload) are directly related to HWI and to ill health.

This study aimed to identify the influence of workplace cyber ostracism on employee online work engagement and employee mental well-being with the mediating roles of remote work challenges such as loneliness, procrastination, work-home interference, and ineffective communication. As amidst lockdown due to COVID-19, the data was collected from 303 respondents through an online questionnaire that was distributed in virtual groups among friends, relatives, and other fellows who were working in the private sector organizations of Pakistan. The hypotheses were tested using the partial least square structural equation modeling PLS-SEM technique. The findings of this study showed that workplace cyber ostracism has a positive and significant impact on employee online work engagement and employee mental well-being. Moreover, results also demonstrated that loneliness, ineffective communication, procrastination, and work-home interference positively and significantly mediate the relationship between workplace cyber ostracism, employee online work engagement, and employee mental well-being. Furthermore, discussion, implications, and limitations were also discussed in this research article. • To analyze the impact of workplace cyber ostracism on employee online work engagement. • To identify the effect of workplace cyber ostracism on employee mental well-being. • To examine the mediating effects of loneliness, ineffective communication, procrastination, and work-home interference and how it affects the employee online job engagement along with mental health of a cyber-ostracized person. [ABSTRACT FROM AUTHOR]

Abstract: Studies have found anger at others at home (AOH) to be associated with job-related stress, and work-to-home interference (WHI). These findings suggest that WHI may mediate the translation of stress about work into AOH. This study investigates the associations of work-related worries, and anger about work, with worries about home and AOH. WHI is investigated as a mediator of the translation of job worry into AOH, and spillover of moods between work and home. Gender, age and job control are investigated as moderators of those associations. Data are from a telephone survey of employed residents of Toronto, Canada who are living with others. The results suggest that WHI mediates the spillover of worries between work and home, but not the spillover of anger or the translation of job worries into AOH. The moderation analyses suggest that WHI increases AOH only among people with low job control. [Copyright &y& Elsevier]

In this study, we tested a work stress model which incorporates both an energydepletion and a workplace learning process. In the energy-depletion process, workhome interference was assumed to mediate the relationship between job demands (workload, emotional demands) and psychological fatigue. In the workplace learning process it was hypothesized that workplace learning mediated the relationship between job resources (autonomy, task variety) and psychological fatigue. Results of a multi-group structural equation modelling (N = 9738) confirmed our hypotheses and as such contribute to a better understanding of the interplay between job characteristics and stress-related outcomes. [ABSTRACT FROM AUTHOR]

The aim of this study was to investigate the relationship between work and home demands, workhome interference (WHI), home-work interference (HWI), and ill health of 500 employed females from various occupations. A structural model was tested with structural equation modelling. The results indicated that work demands (work pressure and work overload) are related to ill health (physical ill health, anxiety, depression) via WHI. On the other hand, home demands (home pressure and home overload) are directly related to HWI and to ill health. [ABSTRACT FROM AUTHOR]

Abstract: Theoretical models of the antecedents and outcomes of work–home interference (WHI) suggest that work characteristics (e.g., job stressors, working hours) increase the probability that an individual experiences work–home interference. Since work–home interference is considered as a role stressor, these experiences should be detrimental for long-term well-being. In this 2-wave panel study, the authors compared this suggested pathway with competing models that propose reverse causation and reciprocal effects in a sample of 365 employees (N at T2=130) from the German workforce using structural equation modeling. In particular, a model with two proposed antecedents (job stressors, working hours) of WHI and two proposed consequences (depression, turnover motivation) was analyzed in alternative configurations. The results support a cyclical model with a job stressors→depression→WHI→job stressors pathway. Furthermore, working hours affected WHI, and turnover motivation emerged as an outcome of WHI. [Copyright &y& Elsevier]

The present study was designed to investigate the causal relationships between work-home interference (WHI) and one of its strongest correlates, quantitative workload. Two-phase longitudinal data (with a 1-year time lag) were gathered from 828 Dutch police officers. Drawing on the effort-recovery model, and in line with the current WHI literature, we hypothesized that relatively high workload precedes increased levels of WHI 1 year later (‘normal’ causation). In addition, we tested the alternative hypothesis that relatively high levels of WHI predict increased workload 1 year later (‘reversed’ causation). Results of hierarchical regression analyses showed that workload and WHI have causal and reversed causal relationships across time, supporting both hypotheses (although effect sizes are limited). Accordingly, these findings suggest that workload is not merely an antecedent of WHI but is also a potential consequence. Copyright © 2007 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Background: Demands from work and home may interfere with one another and the stress engendered by that can be detrimental to health. Purpose: To study the relationship between experienced interference and subjective health, and address the impact of unwinding on these associations. Method: Questionnaire data from a representative sample of the Swedish population are used considering full-time and part-time employed women and men aged 25–64. The associations between negative interference (either work-home or home-work) and sleep quality, self-rated health, and the use of sleeping pills/tranquillizers are analyzed by means of logistic regressions, compiling odds ratios (ORs) with 95% confidence intervals (CIs). The impact of adjustment for lack of unwinding on these associations is assessed. Results: Work-home interference is associated with suboptimal sleep quality and self-rated health for both women and men. The significance of this disappears among women after adjustment for lack of unwinding, regardless of work schedule. Among both sexes, home-work interference is associated with suboptimal sleep quality and self-rated health. When adjusting for lack of unwinding, the relationship to sleep quality disappears, but not the one to self-rated health, equally for women and men. Conclusion: Only among women, unwinding seems to buffer the association between work-home interference and health. [ABSTRACT FROM AUTHOR]

This study examined the associations of work-home culture with (a) demographic and organizational characteristics, (b) the use of work-home arrangements, and (c) negative and positive work-home interaction, among 1,179 employees from one public and two private organizations. Substantial support was found for a 2-factor structure of a work-home culture measure differentiating between "support" (employees' perceptions of organization's, supervisors', and colleagues' responsiveness to work-family issues and to the use of work-home arrangements) and "hindrance" (employees' perceptions of career consequences and time demands that may prevent them from using work-home arrangements). This 2-factor structure appeared to be invariant across organizations, gender, and parental status. Significant relationships with organizational characteristics, the use of work-home arrangements, and work-home interaction supported the validity of these two cultural dimensions. It is concluded that if employers want to minimize work-home interference, to optimize positive work-home interaction, and to boost the use of work-home arrangements, they should create a work-home culture that is characterized by high support and low hindrance. [ABSTRACT FROM AUTHOR]

The article discusses research on the relationship between telecommuting, or telehomeworking as the term used in the article, and a worker's perception of time pressure versus when on-site at an office. The researchers extensively analyzed data gathered in the research program entitled "Time Competition: Disturbed Balances and New Options in Work and Care." Some key variables in the study involve gender, work-life balance, home obligations, overtime, and autonomy. The study found that telecommuting practices have the potential to reduce time-pressure. Shifts from close supervision to control by reinforcement and output management have been accompanied by standards being driven up, leading in turn to strain in the home and longer work hours. The end results of the study were inconclusive.

There is an increasing realization that the connections between work and family life are of critical importance in contemporary society. The present study examined the relationship between job demands and burnout, and the mediational role of work–family interference (WFI) in a sample of Greek doctors (N = 162). The main findings are: (1) emotional job demands were found to be a strong independent predictor of both emotional exhaustion and depersonalization; (2) quantitative job demands were found to predict emotional exhaustion; (3) WFI was found to partially mediate the relationship between both quantitative/emotional job demands and emotional exhaustion; (4) additionally, WFI partially mediated the relationship between emotional job demands and depersonalization. The results and limitations are discussed with reference to the medical profession. Copyright © 2006 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

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The aim of the present study was to make a clear distinction between work and home domains in the explanation of burnout. First, a 3-factor structure of job and home demands was hypothesized, consisting of quantitative demands, emotional demands, and mental demands. Next, a model was tested that delineates how demands in both life domains are related to occupational burnout through work - home interference (WHI) and home - work interference (HWI). In doing so, the partial mediating role of WHI and HWI was examined. Consistent with hypotheses, empirical support was found for the 3-factor structure of both job and home demands as well as for the partial mediating effects of both WHI and HWI. Job demands and home demands appeared to have a direct and indirect effect (through WHI and HWI, respectively) on burnout. [ABSTRACT FROM AUTHOR]

In the present study, we examined the associations among work-home culture (WHC), the utilization of work-home arrangements (WHAs), and work-home interference (WHI) among 638 workers from a Dutch financial consultancy firm. We (a) developed a typology of WHC, (b) examined whether the utilization of 6 WHAs differed for various types of WHC, (c) determined whether various types of WHC and the utilization of WHAs were related to WHI, and (d) studied these associations for subgroups of workers. Results showed that WHCs can be characterized by 2 dimensions, i.e., support and hindrance. More supportive and less hindering WHCs were not associated with a higher utilization of WHAs, but did covary with lower levels of WHI. [ABSTRACT FROM AUTHOR]

The purpose of the present longitudinal study was to examine the role of negative work-home interference (WHI) in the classical stressor-strain sequence. First, the predominant time-lagged path between WHI and job stressors was investigated. Furthermore, the direct and indirect (mediating) process of WHI, job stressors, and employee health was examined. The sample consisted of 383 health care employees. Results showed evidence for predominant time-lagged paths from Time 1 job stressors to Time 2 WHI and not the other way around. In addition, it appeared that WHI played a partial mediating role between all 3 types of job stressors on the one hand and exhaustion on the other. [ABSTRACT FROM AUTHOR]