In total, 16 In-depth interviews from the bank operating in three different cities in Sindh, Pakistan.ĭata analysis showed that providing economic benefits and short working hours can achieve W-F balance. Keeping in view the context of Pakistan, three W-F practices, flexibility, childcare arrangement and social support, were studied by applying the theory of W-F balance. The qualitative study was conducted to examine work-family (W-F) balance practices in the collectivist culture of Pakistan. The theoretical and managerial implications of this study for human resource management are discussed. In addition, job social support and perceived organizational support weaken the relationship between personal reputation and family social support and the mediating effect of personal reputation on the relationship between workplace ostracism and family social support.

The results of two three-wave surveys of married employees and their spouses in China demonstrate that the negative relationship between exposure to workplace ostracism and an employee’s provision of family social support is mediated by the employee’s personal reputation. Using a moderated mediation model, it reveals the mediating role of personal reputation and the moderating roles of job social support and perceived organizational support. Integrating social impact theory and self-verification theory, the study provides a novel theoretical framework for examining the influence of workplace ostracism on employees’ provision of family social support. This study investigates the relationship between employees’ perceptions of workplace ostracism and their provision of family social support. Work and family are important life domains. Synthesizing our findings, we contribute to the literature concerning work-family enrichment, entrepreneurial passion, and the spillover-crossover model and offer important implications for entrepreneurs' role transition tension. The spread of an entrepreneurial role model's peer effect and the contagion of entrepreneurial passion have a significant positive impact on entrepreneurial behavior in a cluster. Perceived personal control positively moderates the spillover of passion to life and economic satisfaction. The empirical results indicate that entrepreneurs with higher passion experience higher subjective wellbeing related to family members and have a higher likelihood of engagement in prosocial behaviors. Drawing upon the matching samples of entrepreneurs' individuals, families, and communities in the China Labor-force Dynamics Survey (CLDS) database, we identified a significant positive spillover effect into the family and community domains and explored the moderating role of the entrepreneur's perceived personal control. We proposed an integrated enrichment framework of “work-family-community” based on the literature in the field. Passion plays a crucial role in entrepreneurial activity, while its positive spillover to the family and community domains is scant. The study's findings can be applied by managers in the tourism and hospitality industries. This study identified major modifiers and outcomes, and contributed to the body of knowledge. It is extremely rare for moderators to be identified in a meta-analysis study. Additionally, the type of workplace acts as a moderator in the association between organizational commitment and intention to resign, and in the relationship between organizational commitment and job satisfaction. The findings indicate that employment type acts as a moderator in the link between work satisfaction and intention to quit. However, organizational dedication has a significant positive effect on job satisfaction (0.659). Empowerment and turnover intention have a moderate and negative effect size (r=-0.405). The results of the analysis indicate that both the association between work satisfaction and intention to leave (r=-0.515) and the relationship between organizational commitment and desire to leave (r=-0.508) have a high and negative effect size. The research was conducted in accordance with PRISMA guidelines. This meta-analysis draws on 42 relevant studies.

Scopus, GoogleScholar, and Web of Science databases were examined for 3,927 studies. The primary goal of this study is to determine the effect sizes of the surveyed associations through the use of meta-analysis. This study examines the major antecedents of turnover intention and their interrelationships.

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