Use of flexible work practices and employee outcomes: the role of work–life balance and employee age

Predicting emotional consequences of disorganization among adults with neurodevelopmental disorders: a structural equation model

PURPOSE

Previous studies exhibited differences in sensory processing, motor coordination, metacognitive executive functions (EF-MI), and sleep quality among adults with neurodevelopmental disorders (NDD). This study aims to find relationships between those abilities and organization-in-time, focusing on emotional responses after decreased organization abilities.

MATERIALS AND METHODS

This is a secondary data analysis of a larger sample from three previous studies conducted in one laboratory. Data were collected from 290 adults; 149 with NDD and 141 sex- and age- (20-50 years) matched controls completed the Adolescent/Adult Sensory Profile, Adult Developmental Coordination Disorder, Adults Behavioral Rating Inventory of Executive Functions, Mini Sleep, and Time Organization and Participation questionnaires. Structural equation model (SEM) analysed relationships and variable prediction.

RESULTS

Significant between-group differences were found for all variables; SEM indicated similar paths in both groups. Sensory processing affected EF-MI and sleep quality and significantly correlated with motor coordination, affecting EF-MI; EF-MI affected organization-in-time. Sleep quality significantly affected organization-in-time, affecting emotional responses.

CONCLUSIONS

Sensory, motor, EF, and sleep differences were associated with decreased organization-in-time abilities of adults with NDD, adversely affecting their emotional well-being. Early detection of such differences and targeted interventions may improve daily functioning and life quality and prevent negative emotional implications.

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

During the COVID-19 pandemic, working from home (WFH) became the only option for many organizations, generating increasing interest in how such arrangements impact employee job satisfaction. Adopting an event system perspective, this study employed an online survey to capture the WFH experiences of 256 workers from 66 Chinese enterprises during the pandemic. Using fuzzy-set qualitative comparative analysis (fsQCA), the study examined how satisfaction was affected by five job characteristics when working from home: longevity (time), home workspace suitability (space), job autonomy (criticality), digital social support (novelty) and monitoring mechanisms (disruption). The findings reveal that three configurations promote employee job satisfaction and that a suitable home workspace is a core condition. In the absence of a suitable workspace, digital social support and an appropriate monitoring mechanism, long-term WFH was found to undermine job satisfaction. However, job autonomy is not a necessary condition for employee job satisfaction. These findings have clear implications for theory and practice.

Remote Work, Work Stress, and Work-Life during Pandemic Times: A Latin America Situation

The COVID-19 pandemic affected the relationship between work and life almost everywhere on the planet. Suddenly, remote work became the mainstream way of working for millions of workers. In this context, we explore how the relationship between remote work, work stress, and work–life developed during pandemic times in a Latin America context. In a sample of 1285 responses collected between April and May 2020, through a PLS-SEM model, we found that remote work in pandemic times increased perceived stress (β = 0.269; p < 0.01), reduced work–life balance (β = −0.225; p < 0.01) and work satisfaction (β = −0.190; p < 0.01), and increased productivity (β = 0.120; p < 0.01) and engagement (β = 0.120; p < 0.01). We also found a partial moderating effect, competitive and complementary, of perceived stress, and one significant gender difference: when working remotely, perceived stress affects men’s productivity more acutely than women’s productivity.