Skip to main content

Advertisement

SpringerLink
Log in

Effect of Boredom and Flexible Work Practices on the Relationship of WFC with Procrastination and Affective Commitment: Mediation of Non-Work-Related Presenteeism

  • Original Article
  • Published:
Global Journal of Flexible Systems Management Aims and scope Submit manuscript

Abstract

The scope of the current study is to investigate the impact of work-family conflict on procrastination and affective organizational commitment. The current study covered different aspects of the employees like their working life as well as their personal life. The unit of analysis for the study is individuals employed in the information technology-related organizations of Pakistan. Total response rate of the data collected is 85 %. The IT-related organization situated in the twin cities of Rawalpindi and Islamabad is a limitation affecting the generalizability of results of this study. The sampling technique used is purposive/judgmental and data collection technique is cross-sectional. The study is unique as for the first time an integrative model is formulated with the construct of work-family conflict along with mediating role of non-work-related presenteeism which has not been tested earlier, specifically in IT industry of Pakistan. Moreover two important moderators’ boredom and flexible work practices are added in this model which is ignored in the previous research. Results of the study indicate that the employees facing the problem of work-family conflict have a significant and direct relationship with procrastination, whereas work-family conflict and affective organization commitment has a positive significant relationship which is a different result from previous studies on similar relationships. The reason of this different result owes to the organizational support given to the procrastinators. Moreover, non-work-related presenteeism is partially mediating in the relationship of related independent and the dependent variable. The results suggest that organizations need to review their employee-related policies and procedures which do not support non-work-related activities in order to reduce procrastination or delay in tasks. The present study has its significance for policy makers, managers, supervisors and employees at all levels.

This is a preview of subscription content, log in via an institution to check access.

Access this article

Log in via an institution

Price excludes VAT (USA)
Tax calculation will be finalised during checkout.

Instant access to the full article PDF.

Institutional subscriptions

Fig. 1

Similar content being viewed by others

References

  • Ahola, K., & Hakanen, J. (2007). Job strain, burnout, and depressive symptoms: A prospective study among dentists. Journal of Affective Disorders, 104(1), 103–110.

    Google Scholar 

  • Akintayo, D. I. (2010). Work-family role conflict and organizational commitment among industrial workers in Nigeria. Journal of Psychology and counseling, 2(1), 1–8.

    Google Scholar 

  • Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology, 63(1), 1–18.

    Google Scholar 

  • Almer, E. D., & Kaplan, S. E. (2000). Myths and realities of flexible work arrangements. The CPA Journal LXX, 4, 14–19.

    Google Scholar 

  • Alpert, D., & Culbertson, A. (1987). Daily hassles and coping strategies of dual-earner and non-dual-earner women. Psychology of Women Quarterly, 11(3), 359–366.

    Google Scholar 

  • Anatan, L. (2013). A proposed conceptual framework of work-family/family-work facilitation (wff/fwf) approach in inter-role conflict. Journal of Global Management, 6(1), 89–100.

    Google Scholar 

  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182.

    Google Scholar 

  • Beutell, N. J. (2010). Work schedule, work schedule control and satisfaction in relation to work-family conflict, work-family synergy, and domain satisfaction. Career Development International, 15(5), 501–518.

    Google Scholar 

  • Biddle, B. J. (1979). Role theory: Expectancies, identities, and behaviours. New York: Academic.

    Google Scholar 

  • Bloom, N., Kretschmer, T., & Van Reenan, J. (2009). Work-life balance, management practices and productivity. In R. B. Freeman & K. L. Shaw (Eds.), International differences in the business practices and productivity of firms (pp. 15–54). Chicago: University of Chicago Press.

    Google Scholar 

  • Carlson, L. (2005). Phased retirement regulations draw mixed reactions from firms. Employee Benefit News, 19(3), 1.

    Google Scholar 

  • Carlson, D. S., Bozeman, D. P., Kacmar, K. M., Wright, P. M., & McMahan, G. C. (2000). Training motivation in organizations: An analysis of individual-level antecedents. Journal of Managerial Issues, 12(3), 271–287.

    Google Scholar 

  • Chelariu, C., & Stump, R. (2011). A study of work-family conflict, family-work conflict and the contingent effect of self-efficacy of retail salespeople in a transitional economy. European Journal of Marketing, 45(11/12), 1660–1679.

    Google Scholar 

  • Choi, J. (2008). Work and family demands and life stress among Chinese employees: The mediating effect of work–family conflict. International Journal of Human Resource Management, 19(5), 108–125.

    Google Scholar 

  • Cinamon, R. G. (2006). Anticipated work-family conflict: Effects of gender, self-efficacy, and family background. The Career Development Quarterly, 54(3), 202–215.

    Google Scholar 

  • Cohen, A., & Liani, E. (2009). Work-family conflict among female employees in Israeli hospitals. Personnel Review, 38(2), 124–141.

    Google Scholar 

  • Cooper, D. R., & Schindler, P. S. (2003). Business research methods. New Delhi: Tata.

    Google Scholar 

  • Cooper, D. R., & Schindler, P. S. (2006). Business research methods. New York: McGraw Hill.

    Google Scholar 

  • D’Abate, C. P. (2005). Working hard or hardly working: A study of individuals engaging in personal business on the job. Human Relations, 58(8), 1009–1032.

    Google Scholar 

  • Davis, R. A., Flett, G. L., & Besser, A. (2002). Validation of a new scale for measuring problematic Internet use: Implications for pre-employment screening. CyberPsychology and Behavior, 5(4), 331–345.

    Google Scholar 

  • Gallie, D., & Russell, H. (2009). Work-family conflict and working conditions in Western Europe. Social Indicators Research, 93(3), 445–467.

    Google Scholar 

  • Glass, J. (2004). Blessing or curse? Work-family policies and mother’s wage growth over time. Work and Occupations, 31, 367–394.

    Google Scholar 

  • Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10, 76–88.

    Google Scholar 

  • Hammer, L. B., Bauer, T. N., & Grandey, A. A. (2003). Work-family conflict and work-related withdrawal behaviors. Journal of Business and Psychology, 17(3), 419–436.

    Google Scholar 

  • Hemp, P. (2004). Presenteeism: At work-but out of it. Harvard Business Review, 82(10), 49–58.

    Google Scholar 

  • Hochschild, J. L. (2001). Where you stand depends on what you see: Connections among values, perceptions of fact, and political prescriptions. In J. H. Kuklinski (Ed.), Citizens and politics: Perspectives from political psychology (pp. 313–403). Cambridge: Cambridge University Press.

    Google Scholar 

  • Hofstede, G. (1993). Cultural constraints in management theories. The Academy of Management Executive, 7(1), 81–94.

    Google Scholar 

  • Kasper, H., Meyer, M., & Schmidt, A. (2005). Managers dealing with work-family-conflict: An explorative analysis. Journal of Managerial Psychology, 20(5), 440–461.

    Google Scholar 

  • Kass, S. J., Vodanovich, S. J., & Callender, A. (2001). State-trait boredom: Relationship to absenteeism, tenure, and job satisfaction. Journal of Business and Psychology, 16(2), 317–327.

    Google Scholar 

  • Katz, D., & Kahn, R. L. (1966). Organizations and the system concept. The Social Psychology of Organizations, 1, 14–29.

    Google Scholar 

  • Lambert, E. G., Kelley, T., & Hogan, N. L. (2013). Work-family conflict and organizational citizenship behaviors. Journal of Crime and Justice, 36(3), 398–417.

    Google Scholar 

  • Lee, T. W. (1986). Toward the development and validation of a measure of job boredom. Manhattan College Journal of Business, 15, 22–28.

    Google Scholar 

  • Leslie, L. M., Manchester, C. F., Park, T. Y., & Mehng, S. A. (2012). Flexible work practices: A source of career premiums or penalties? Academy of Management Journal, 55(6), 1407–1428.

    Google Scholar 

  • Lingard, H., Francis, V., & Turner, M. (2012). Work time demands, work time control and supervisor support in the Australian construction industry: An analysis of work-family interaction. Engineering, Construction and Architectural Management, 19(6), 647–665.

    Google Scholar 

  • Lobel, S. A. (1991). Allocation of investment in work and family roles: Alternative theories and implications for research. Academy of Management Review, 16(3), 507–521.

    Google Scholar 

  • Marks, S. R. (1977). Multiple roles and role strain: Some notes on human energy, time and commitment. American Sociological Review, 42, 921–936.

    Google Scholar 

  • Meyer, J. P., & Allen, N. J. (1984). Testing the “side-bet theory” of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69(3), 372.

    Google Scholar 

  • Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of Applied Psychology, 81(4), 400.

    Google Scholar 

  • Porter, L. W., Crampon, W. J., & Smith, F. J. (1976). Organizational commitment and managerial turnover: A longitudinal study. Organizational Behavior and Human Performance, 15(1), 87–98.

    Google Scholar 

  • Riveros, A. M. M., & Tsai, T. S. T. (2011). Career commitment and organizational commitment in for-profit and non-profit sectors. International Journal of Emerging Sciences, 1(3), 324–340.

    Google Scholar 

  • Ryan, T. D., & Sagas, M. (2009). Relationships between pay satisfaction, work-family conflict, and coaching turnover intentions. Team Performance Management, 15(3/4), 128–140.

    Google Scholar 

  • Saddler, C. D., & Sacks, L. A. (1993). Multidimensional perfectionism and academic procrastination: Relationships with depression in university students. Psychological Reports, 73(3), 863–871.

    Google Scholar 

  • Sekaran, U. (2003). Research methods for business: A skill building approach (4th ed.). New York: Wiley.

    Google Scholar 

  • Solomon, L. J., & Rothblum, E. D. (1984). Academic procrastination: Frequency and cognitive-behavioral correlates. Journal of Counseling Psychology, 31(4), 503.

    Google Scholar 

  • Steel, P. (2007). The nature of procrastination: A meta-analytic and theoretical review of quintessential self-regulatory failure. Psychological Bulletin, 133(1), 65.

    Google Scholar 

  • Sullivan, C., & Lewis, S. (2001). Home-based telework, gender, and the synchronization of work and family: Perspectives of teleworkers and their co-residents. Gender, Work and Organization, 8(2), 123–145.

    Google Scholar 

  • Taris, T. W., Van Beek, I., & Schaufeli, W. B. (2012). Demographic and occupational correlated of workholism1. Psychological Reports, 110(2), 547–554.

    Google Scholar 

  • Tuckman, B. W. (1991). The development and concurrent validity of the procrastination scale. Educational and Psychological Measurement, 51(2), 473–480.

    Google Scholar 

  • Wan, H. C., Downey, L. A., & Stough, C. (2014). Understanding non-work presenteeism: Relationships between emotional intelligence, boredom, procrastination and job stress. Personality and Individual Differences, 65, 86–90.

    Google Scholar 

  • Zuckerman, M. (1971). Dimensions of sensation seeking. Journal of Consulting and Clinical Psychology, 36(1), 45.

    Google Scholar 

Download references

Author information

Authors and Affiliations

  1. Department of Management Sciences, Capital University of Science & Technology (CUST), Islamabad, Pakistan

    Shazia Akhtar

  2. Department of Management Sciences, SZABIST, Islamabad, Pakistan

    M. Faisal Malik

Authors
  1. Shazia Akhtar
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. M. Faisal Malik
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Shazia Akhtar.

Rights and permissions

Reprints and permissions

About this article

Check for updates. Verify currency and authenticity via CrossMark

Cite this article

Akhtar, S., Faisal Malik, M. Effect of Boredom and Flexible Work Practices on the Relationship of WFC with Procrastination and Affective Commitment: Mediation of Non-Work-Related Presenteeism. Glob J Flex Syst Manag 17, 343–356 (2016). https://doi.org/10.1007/s40171-016-0132-6

Download citation

  • Received:

  • Accepted:

  • Published:

  • Issue Date:

  • DOI: https://doi.org/10.1007/s40171-016-0132-6

Keywords

Search

Navigation