There have been a number of women who have been affected by the COVID-19 pandemic both in their personal and professional lives as well as in their online work. This study is aimed at investigating the impact of congruence between supervisor-person values and supervisor-organization values on women's work-family balance in hybrid working environments and the impact of this on their work-family balance at work. We have collected 111 completed surveys from working women in Malaysia using a survey tool. It has been found that working overtime and getting to work on time interfere with personal responsibilities at home and interfere with time management. When supervisors are unaware of the fact that there are times when personal/family demands trump work, an incongruence of person-supervisor value occurs. The incongruence between person-organizational values always occurs when an organization does not provide a work arrangement that works for people who have personal/family responsibilities as well as the needs of the company. It has already been found in previous studies that congruent relationships between individuals and organizations, or between employees and their supervisors, can have a profound influence on the outcomes of work, such as job satisfaction, organizational commitment, and stress levels. According to our study, a congruent approach to both the supervisor and employee values (person-supervisor and employee-organization) will lower the risk-taking behavior, especially when reducing conflict between work and home life.
Alon, T., Doepke, M., Olmstead-Rumsey, J., & Tertilt, M. (2020). The impact of COVID-19 on gender equality (No. w26947). National Bureau of Economic Research.
Baxter, J., & Chesters, J. (2011). Perceptions of work-family balance: how effective are family-friendly policies?. Australian Journal of Labour Economics, 14(2), 139-151.
Drummond, S., O’Driscoll, M. P., Brough, P., Kalliath, T., Siu, O. L., Timms, C., ... & Lo, D. (2017). The relationship of social support with well-being outcomes via work–family conflict: Moderating effects of gender, dependants and nationality. Human Relations, 70(5), 544-565.
French, K. A., Dumani, S., Allen, T. D., & Shockley, K. M. (2018). A meta-analysis of work–family conflict and social support. Psychological Bulletin, 144(3), 284.
Hoffman, B. J., Bynum, B. H., Piccolo, R. F., & Sutton, A. W. (2011). Person-organization value congruence: How transformational leaders influence work group effectiveness. Academy Of Management Journal, 54(4), 779-796.
Jolly, P. M., Kong, D. T., & Kim, K. Y. (2021). Social support at work: An integrative review. Journal of Organizational Behavior, 42(2), 229-251.
Karatepe, O. M., & Uludag, O. (2007). Conflict, exhaustion, and motivation: A study of frontline employees in Northern Cyprus hotels. International Journal of Hospitality Management, 26(3), 645-665.
Liao, E. Y., Lau, V. P., Hui, R. T. Y., & Kong, K. H. (2019). A resource-based perspective on work–family conflict: Meta-analytical findings. Career Development International, 24(1), 37-73.
Mustapa, N. S., Noor, K. M., & Mutalib, M. A. (2018). Why can't we have both? A discussion on work-life balance and women career advancement in Malaysia. Journal of Asian Finance Economics and Business,5(3), 103-112.
Nikmah, F., Indrianti, T., & Pribadi, J. D. (2020). The effect of work demand, role conflict, and role ambiguity on work-family conflict (impact of work from home due to the COVID-19 pandemic). Journal of Family Sciences, 5(2), 92-102.
Oludayo, O. A., Falola, H. O., Obianuju, A., & Demilade, F. (2018). Work-life balance initiative as a predictor of employees'behavioural outcomes. Academy of Strategic Management Journal, 17(1), 1-17.
Pan, S. Y., & Yeh, Y. J. Y. (2012). Impact of value congruence on work-family conflicts: The mediating role of work-related support. The Journal Of Social Psychology, 152(3), 270-287.
Parlak, S., Celebi Cakiroglu, O., & Gul, O. F. (2021). Gender roles during COVID?19 pandemic: The experiences of Turkish female academics. Gender, Work & Organization, 28, 461-483.
Stefanidis, A., & Strogilos, V. (2020). Perceived organizational support and work engagement of employees with children with disabilities. Personnel Review, 50(1), 186-206.
Troup, C., & Rose, J. (2012). Working from home: Do formal or informal telework arrangements provide better work–family outcomes?. Community, Work & Family, 15(4), 471-486.
Uddin, M. (2021). Addressing work?life balance challenges of working women during COVID?19 in Bangladesh. International Social Science Journal, 71(239-240), 7-20.
Vieira, J. M., Matias, M., Lopez, F. G., & Matos, P. M. (2018). Work-family conflict and enrichment: An exploration of dyadic typologies of work-family balance. Journal of Vocational Behavior, 109, 152-165.
A Warner, M., & Hausdorf, P. A. (2009). Understanding work-to-family conflict: The role of organization and supervisor support for work-life issues. Organization Management Journal, 6(3), 130-145.
Yadav, M., Rangnekar, S., & Srivastava, A. P. (2019). Demographic variables as moderators between QWL and OCB. Industrial and Commercial Training, 51 (7/8), 396-408.
Znidarsic, J., & Bernik, M. (2021). Impact of work-family balance results on employee work engagement within the organization: The case of Slovenia. Plos one, 16(1), e0245078.
In-Text Citation: (Shaari et al., 2022)
To Cite this Article: Shaari, R., Sarip, A., & Shaari, S. (2022). Work-family Balance and Hybrid Working Environment for Women: An Agenda. International Journal of Academic Research in Business and Social Sciences, 12(12), 1649– 1655.
Copyright: © 2022 The Author(s)
Published by HRMARS (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
