engleski

Relations of well-being and job performance with work-life balance and a single-friendly work culture during the COVID-19 pandemic

Organizations and the wider society generally benefit by high performing and healthy employees. Given the increasing number of single employees, who are still understudied in the organizational context, it is necessary to further identify personal and contextual characteristics that contribute to their psychological well-being and job performance. The aim of this study was to examine the predictive value of affective organizational commitment, experiences of recovering from work, work-life balance, perceptions of the acceptance of singlehood on the organizational and country level and of a single- friendly work culture in the context of the COVID- 19 pandemic in explaining well-being and job performance. The study was conducted on a sample of 722 single childless employees from Denmark, Croatia, Italy, and Portugal. A total of 635 participants filled in the complete set of the given self-assessment measures. The results of regression analyses on the entire sample showed work-life balance was most predictive of well- being, while the sense of control over the time off from work was most predictive of job performance. Well-being was also positively predicted by the acceptance of singlehood in the organization, feelings of relaxation, mastery, and control while recovering from work, and affective organizational commitment. Job performance was additionally predicted by work-life balance, country and organizational acceptance of singlehood, affective organizational commitment, and well-being. When conducting regression analyses on separate groups of employees regarding the attribution of singlehood to external (n=448) vs. internal reasons (n=187), control during recovery experiences and work-life balance were predictors of well-being and job performance in both groups. Affective organizational commitment and relaxation during recovery were additional predictors of well-being, and well-being, affective organizational commitment, and country acceptance of singlehood of job performance in the group of employees single due to external, noncontrollable reasons. Job performance was even negatively predicted by psychological detachment during time off of work in those with internal reasons for being single. The results could be explained by stress recovery and identity theories.

Single-friendly work culture ; Well-being ; Job performance ; Work-life balance ; Voluntariness of singlehood

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