A comparative study of the work–life balance experiences and coping mechanisms of Nigerian and British single student-working mothers

Purpose

Recent gender-related research has focused on how gender affects work–life balance (WLB), particularly whether men and women have similar difficulties balancing work and family demands. However, to broaden WLB research beyond its concentration on employees to a different population, this study investigates the WLB experiences of single student-working mothers.

Design/methodology/approach

This article uses a qualitative study using three focus groups to compare Nigerian and British single student-working mothers' WLB experiences and coping strategies or mechanisms adopted in these two contexts.

Findings

The findings indicate that, regardless of nationality, single student-working mothers are affected by inter-role conflict, role ambiguity, role strain, role overload and external role pressures, which make achieving WLB a herculean task. Nevertheless, given the different political, economic and socio-cultural landscapes of the two countries, the extent to which the aforementioned factors impact single student-working mothers varies and influences the range of coping mechanisms adopted in the two contexts.

Practical implications

The insights gleaned from this study suggest that there are huge challenges for single student-working mothers in terms of achieving WLB due to their status as students, workers and mothers. Combining these roles negatively affect their WLB and level of productivity and effectiveness, at home, at work and at university. This poses significant implications for human resource structures, policies and practices. The authors suggest that single student-mothers should learn from their counterparts' experiences and coping mechanisms, and that organisations and government should also provide adequate support to help them combine their challenging roles. This would ease the tension associated with combining multiple roles and enhance their well-being and WLB.

Originality/value

The study calls for a re-examination of WLB policies and practices at organisational and national levels to ensure that single student-working mothers are well supported to enhance their productivity and WLB.

Bad apples spoiling the metaphor? How and why self-serving leaders stir up counterproductive behaviors at work

Self-serving leaders satisfy their self-interests at the cost of both employees and organizations, leading to declining organizational competitive advantage and performance. Drawing upon the affective events theory (AET), we constructed and examined a theoretical model of self-serving leadership influencing counterproductive work behavior (CWB), where traditionality plays a significant moderating role through the lens of anger as a mediator. Data were collected in three waves using a survey questionnaire distributed in three industries located in the Southwest district of China. Hierarchical regression analyses were conducted on a sample of 316 employees to test the hypothesized research model. The results showed that self-serving leadership triggers employee anger, which in turn causes CWB. Furthermore, traditionality plays a significant moderating role, in which employees with higher levels of traditionality feel less anger and show less CWB. Overall, research findings have clarified how and why self-serving leadership affects employees' emotions (such as anger) and behavior (such as CWB), bringing new insights into the self-serving leadership and employee behavior literature. Research implications on the management of self-serving leadership, limitations, and future recommendations of research are also discussed.

Authoritarian leadership and cyberloafing: A moderated mediation model of emotional exhaustion and power distance orientation

Drawing upon the conservation of resource theory (COR), this study proposes a moderated mediation model of authoritarian leadership on subordinates’ cyberloafing. Paired samples of 360 employees working in 103 teams from Chinese companies were collected at 2 points in time. The results show that authoritarian leadership positively affects subordinates’ cyberloafing and this relationship is mediated by emotional exhaustion. Furthermore, power distance orientation negatively moderates the relationship between authoritarian leadership and emotional exhaustion and also negatively moderates the indirect effect of authoritarian leadership on subordinates’ cyberloafing through subordinates’ emotional exhaustion. Our findings expand and enrich the literature on authoritarian leadership and cyberloafing and have significant practical implications for managing employees in this digital era.

Humor at work that works: A multi-level examination of when and why leader humor promotes employee creativity

Although the role of leadership in fostering employee creativity has been extensively studied, it is still unclear whether and how leader humor affects employee creativity. Drawing upon cultural representation theory (CRT), we examined creative self-efficacy as a mediator and traditionality as a situational factor in the relationship between leader humor and employee creativity by analyzing a sample of 306 employees and 88 leaders (paired data) collected through survey questionnaire from firms based in Hubei Province, China, covering the industries of automobile, IT, and medicine. Following the multi-level examination, leader humor was positively related to employee creativity, and creative self-efficacy was found to mediate the impact of leader humor on employee creativity. Furthermore, traditionality moderated the effect of leader humor on creative self-efficacy, as well as the indirect effect of leader humor on employee creativity through creative self-efficacy. This study provides a social psychological explanation for the association between humor and employee creativity, deepens the current understanding of the influence process of leader humor. Finally, the theoretical and practical implications of the study are discussed at the end alongside limitations and recommendations for future research.

Negative Influences of Differentiated Empowering Leadership on Team Members' Helping Behaviors: The Mediating Effects of Envy and Contempt

Purpose

Given the popularity of empowerment practices among scholars and practitioners, this research examines whether a manager’s differentiated empowering leadership negatively affects team members’ helping behaviors and, if so, how.

Methods

The authors conducted one multi-source and time-lagged survey (with 44 managers and 212 team members) and two scenario-based experiments (with 120 participants in Study 2 and 121 participants in Study 3) to test the research model.

Results

Team managers’ differentiated empowering leadership decreases team members’ helping behaviors. In particular, for team members who receive less empowerment, differentiated empowering leadership may decrease their helping behaviors by eliciting their envy. For team members who receive more empowerment, differentiated empowering leadership may decrease their helping behaviors by inducing their contempt.

Conclusion

This research introduces the concept of differentiated empowering leadership in response to calls to investigate the dark side of empowering leadership. It reveals that unequal distribution of authority among team members by managers can undermine employee relations and elicit negative emotions of envy and contempt, thereby decreasing employees’ helping behaviors.

How does responsible leadership affect employees' voluntary workplace green behaviors? A multilevel dual process model of voluntary workplace green behaviors

This study aims to explore how to encourage employees to engage in voluntary workplace green behavior. Drawing upon social identity and social information processing theories, we theorized and tested a multilevel model in which responsible leadership triggers employee voluntary workplace green behavior by fostering organizational identification and a green work climate. Additionally, we distinguished these two critical processes by introducing employees' green values as a moderator. A multilevel, multisource study collected from 299 employees and 71 supervisors generally supported our predictions. Specifically, responsible leadership was a significant predictor of voluntary workplace green behavior. Moreover, employees' green values strengthened the organizational identification mechanism and attenuated the green work climate process in the relationship between responsible leadership and voluntary workplace green behavior. The findings and the theoretical underpinning of our study shed a new light on the green work climate, identity, and values in a responsible way shape the voluntary green behaviors among organizational actors and provide practical implications for leaders determined to improve environmental sustainability in organizations.

Abusive supervision and the knowledge worker productivity: the mediating role of knowledge management processes

Purpose

Drawing upon the theoretical underpinning of knowledge worker productivity, this study aims to examine the relationship between abusive supervision and knowledge management (KM) process (creation, application and sharing of knowledge) and its impact on the knowledge worker productivity in knowledge-intensive organizations.

Design/methodology/approach

Hypothesis were tested through PROCESS Macro in IBM SPSS v.26 on a sample of 204 employees working in banking sector of Pakistan. Confirmatory factor analysis was conducted to test the model fitness through AMOS v. 26.

Findings

The results showed that the relationship between abusive supervision and KM process (creation, application and sharing of knowledge) is negative and highly significant, i.e. greater the abusive supervision in the banking sector, the lower is the engagement in KM processes. Furthermore, there is a positive and highly significant relationship between the KM process and knowledge worker productivity. Finally, the study indicates the negative impact of abusive supervision on the knowledge worker productivity through the mediating mechanism of knowledge management processes.

Research limitations/implications

A key limitation is that the study is cross-sectional, and the findings may only be generalizable to developing countries context.

Originality/value

Previous studies have focused on supervisor–employee relationship but not in the context of knowledge worker productivity. This article fulfills this gap through understanding the impact of abusive supervision on the knowledge worker productivity in relation to KM processes (knowledge creation, sharing and application) by drawing upon the theoretical underpinning of knowledge worker productivity.

Determination of some significant batch culture conditions affecting acetyl-xylan esterase production by Penicillium notatum NRRL-1249

Background

Acetyl-xylan esterase (AXE, EC 3.1.1.72) hydrolyses acetate group from the linear chain of xylopyranose residues bound by β-1,4-linkage. The enzyme finds commercial applications in bio-bleaching of wood pulp, treating animal feed to increase digestibility, processing food to increase clarification and converting lignocellulosics to feedstock and fuel. In the present study, we report on the production of an extracellular AXE from Penicillium notatum NRRL-1249 by solid state fermentation (SSF).

Results

Wheat bran at a level of 10 g (with 4 cm bed height) was optimized as the basal substrate for AXE production. An increase in enzyme activity was observed when 7.5 ml of mineral salt solution (MSS) containing 0.1% KH₂PO₄, 0.05% KCl, 0.05% MgSO₄.7H₂O, 0.3% NaNO₃, 0.001% FeSO₄.2H₂O and 0.1% (v/w) Tween-80 as an initial moisture content was used. Various nitrogen sources including ammonium sulphate, urea, peptone and yeast extract were compared for enzyme production. Maximal enzyme activity of 760 U/g was accomplished which was found to be highly significant (p ≤ 0.05). A noticeable enhancement in enzyme activity was observed when the process parameters including incubation period (48 h), initial pH (5), 0.2% (w/w) urea as nitrogen source and 0.5% (v/w) Tween-80 as a stimulator were further optimized using a 2-factorial Plackett-Burman design.

Conclusion

From the results it is clear that an overall improvement of more than 35% in terms of net enzyme activity was achieved compared to previously reported studies. This is perhaps the first report dealing with the use of P. notatum for AXE production under batch culture SSF. The Plackett-Burman model terms were found highly significant (HS), suggesting the potential commercial utility of the culture used (df = 3, LSD = 0.126).

Anti-inflammatory effect of zerumbone on acute and chronic inflammation models in mice

The anti-inflammatory activity of zerumbone (1), a natural cyclic sesquiterpene isolated from Zingiber zerumbet Smith was investigated using carrageenan-induced paw edema and cotton pellet-induced granuloma tissue formation test in mice. It was demonstrated that intraperitoneal administration of 1 at a dose of 5, 10, 50 and 100 mg/kg produced significant dose-dependent inhibition of paw edema induced by carrageenan. It was also demonstrated that 1 at similar doses significantly suppressed granulomatous tissue formation in cotton pellet-induced granuloma test.

Preliminary analysis of the antinociceptive activity of zerumbone

We have investigated the antinociceptive activity of zerumbone (1), a natural cyclic sesquiterpene isolated from Zingiber zerumbet Smith, in acetic acid-induced abdominal writhing test and hot plate test in mice. 1 given by intraperitoneal route produced significant dose-dependent antinociceptive effect in all the test models used. In addition, the antinociceptive effect of 1 in the hot plate test was reversed by the non-selective opioid receptor antagonist naloxone, suggesting that the opioid system is involved in its analgesic mechanism of action.

Reactions over metal catalysts. III. Hydrogenolysis of some 3-substituted nortricyclenes

Hydrogenolysis of 3-methylnortricyclene over platinum in acetic acid solution leads to the formation of almost equal amounts of 7-methylnorbornane and exo-2-methylnorbornane with much smaller amounts of the endo-2-methyl compound. In contrast, reactions over supported metal catalysts in the vapour phase lead to a predominance of the 2-methyl compounds. Similar trends have been observed in the hydrogenolyses of 3-cyclohexyl- and 3-acetoxy-nortricyclenes.