THE ANTECEDENT AND OUTCOME OF WORK- FAMILY SPILLOVER: EMPIRICAL EVIDENCE FROM VIETNAM Nguyễn Đình Nhâm Copyright © 2024 Nguyễn Đình Nhâm All rights reserved. ISBN: 979-8-3321-5736-3 THE ANTECEDENT AND OUTCOME OF WORK-FAMILY SPILLOVER: EMPIRICAL EVIDENCE FROM VIETNAM COMMITMENT I declare that my thesis of “The antecedent and outcome of work-family spillover: empirical evidence from Vietnam” is my study’s outcome. It has never been made public in another study. I have taken research ethics very seriously while working on this work and all findings are the result of my research.
All sources are cited properly and in accordance with the rules.I am willing to be responsible for my work. TABLE OF CONTENTS LIST OF TABLES. i LIST OF FIGURES. ii LIST OF ABBREVIATIONS.
iv CHAPTER 1: INTRODUCTION.3 CHAPTER 2: LITERATURE REVIEW. Work from home. Work-family spillover. Outcomes and antecedents of work-to-family spillover.
In-role job performance.11 CHAPTER 3: HYPOTHESES DEVELOPMENT. Work from home and work-to-family spillover……. Work from home and In-role job performance. Work-to-family spillover and In-role job performance.
The moderating role of Emotional Intelligence .16 CHAPTER 4: RESEARCH METHODOLOGY. Data collection process. Data analysis approach.19 CHAPTER 5: RESULTS AND ANALYSIS. Exploratory Factor Analysis for the dependent variable24 5.
Exploratory Factor Analysis for mediating variables. Exploratory Factor Analysis for moderating variable. Control variables’ effect on work-to-family spillover.31 CHAPTER 6: DISCUSSION AND IMPLICATIONS. Limitations and recommendations.
The table of validity test for dependent variable. The table of validity test for mediators. The table of validity test for moderator. QUESTIONNAIRES SURVEY…60 iLIST OF TABLES Table 2.
Summarizing key concepts in the study. Cronbach’s alpha summary. Result of testing hypotheses for the outcome of variable PWFS. Result of testing hypotheses for the outcome of variable NWFS.
Result of testing hypotheses for the outcome of variable IRJP. Result summary of hypotheses testing. Hierarchical regression analysis for PWFS dependent variable_Model Summary. Hierarchical regression analysis for PWFS dependent variable_Coefficients.
Hierarchical regression analysis for NWFS dependent variable_Model Summary. Hierarchical regression analysis for PWFS dependent variable_Coefficients.34 ii LIST OF FIGURES Figure 3. Conceptual model after running EFA. Model 7 in PROCESS macro developed by Hayes (2017) in SPSS software.
The result model.30 iii LIST OF ABBREVIATIONS EFA: Exploratory factor analysis EI: Emotional Intelligence IRJP: In-role job performance NWFS: Negative work-to-family spillover PWFS: Positive work-to-family spillover WFH: Work from home WFS: Work-to-family spillover vi ACKNOWLEDGEMENT Firstly, I would like to express my heartfelt appreciation to my two supervisors, Assoc. Kodo Yokozawa and Dr. Tran Huy Phuong. Thanks to Yokozawa Sensei's dedicated instructions through seminars, I have gradually understood research work as well as step-by-step logic building.
Phuong Sensei is always ready to answer my questions and give me valuable suggestions to develop my thinking and help me solve problems in the direction of a real researcher. Without their supervision, my thesis would not have been completed. Secondly, there are no words to explain how grateful I am to Hao san_PhD student supervised by Yokozawa Sensei at Yokohama National University (YNU), who has always followed closely and enthusiastically provided valuable suggestions for my thesis. Thanks to Hao san, I am more imbued with the Senpai_Kohai culture of helping each other in the MBA program in particular and the Vietnam Japan University (VJU) as well as YNU in general.
My appreciation also extends to Huong san and the members of Yokozawa’s lab for always listening to my presentations and giving me suggestions, and encouragement during the thesis work. Thirdly, I am thankful to Ms. Huong – MBA program assistant, and Hino Sensei for always supporting and encouraging me during my 2 years of studying at VJU. Besides, I would like to thank my classmates_Ms.
Van Anh, Ms. Thanh Thao, Ms. Thinh, and Mr. Although each of us has strengths in different areas, we gathered in the MBA06 program and shared the joys as well as the difficulties during the study.
I have learned a lot from these talented people. Finally, from the bottom of my heart, I would like to express my deepest gratitude to my husband, my children, and my big family for being by my side, trusting and encouraging me unconditionally, helping me complete this journe viii ABSTRACT The rising popularity of work from home (WFH) method, coupled with workers' growing interest in work-family interactions, has led to the urgency of studying the relationship between WFH and work-to-family spillover (WFS), as well as job performance. This research attempts to find out the relationship of WFH to employees’ in-role job performance (IRJP) through the mediating variable WFS. Additionally, the study also aims to determine the moderating role of emotional intelligence (EI) on the linkage between WFH and WFS.
Quantitative research has collected data from 159 Vietnamese respondents currently living in Vietnam and having WFH experience. The study uses descriptive statistical analysis, examines the scale’s reliability and validity, and tests the hypotheses through SPSS software and the Process Macro tool integrated into SPSS. The findings indicate that WFH has a positive and significant impact on positive work-to-family spillover (PWFS), and work-to-family spillover (both positive and negative) has a significant impact on IRJP. However, the hypotheses that WFH has a positive influence on in-role job performance, WFH has a negative influence on negative work-to-family spillover (NWFS), and the moderating effect of emotional intelligence on the relationship of WFH to WFS have not been supported.
These findings will be discussed in the discussion section before giving implications so that practitioners might take appropriate action to reduce NWFS, enhance PWFS, and 1 improve IRJP. Keywords: work from home, work-to-family spillover, emotional intelligence, in-role job performance, Job Demand-Resource Theory, Broaden and Build Theory. Practical Issues Work-family interaction-related topics have been long discussed in academics and practices by many scholars. Work is supposed to have impacts on home life and vice versa.
The work-family interface becomes more and more challenging in the labor force due to the rapid pace of industrialization, and changes in the working culture of enterprises as well as in the culture of societies. On one hand, the presence of females in the workforce is increasing, on the other hand, due to changes in societal norms, organizational procedures, the nature of work, and technological advancements like the development of telecommunication technologies, both genders' integration of family life and work life are becoming more acceptable and possible (Chesley, 2005). In Vietnam, according to a survey by YouGov (2022), work-life spillover is the most important factor for Vietnamese candidates looking for work in 2022. In a poll conducted in October of 1,010 Vietnamese job seekers, the majority of whom were between the ages of 25 and 34, it was found that 73.4% of respondents gave "work-life balance" a top priority when deciding to accept a job offer.
The next most important factor was benefits (72.9%), closely followed by job security (69. This proves 2 that now, Vietnamese workers are very interested in the work-family spillover topic. It is urgent that Vietnamese enterprises should have policies related to work- family issues to attract talented human resources. Moreover, under the Covid-19 outbreak's effects and the rapid growth of information technology, the form of working from home is increasingly being focused on and applied by many businesses.
According to the research done so far, teleworking or working from home is becoming more popular in many countries, with the number of people working remotely predicted to increase every year (Raišiene et al. In Vietnam, the worker is also increasingly preferring remote working method over traditional one. For example, according to PwC’s Vietnam Digital Readiness Survey1 1 The study was based on 1146 responses including 35% of Gen Z (born in 1997 – 2012), 42% of Millenial (born in 1981 – 1996), 22% of Gen X (born in 1965 – 1980), and 1% of Baby Boomers (born before 1965). 2 (PwC, 2021), 82% of respondents believed that telework would be the new labor market norm and 54% of participants believed they can work remotely effectively.
This research also showed that the expectation of remote working had increased as a result of technology enablement and the competition for talent. This transition has significantly impacted both the manner that firms operate and the way that employees and employers interact. In fact, in many employment decisions, the location 3 flexibility level now might become the make-or-break point. Work from home (WFH) is becoming one of the indispensable working styles and trends in Vietnam today.
Therefore, from a management perspective, companies should have appropriate countermeasures to integrate this working method in addition to the traditional working method. Theoretical Issues Research on WFH and work-family spillover is not a new topic, attracting the interest of many scholars. However, there has not been much research done in developing countries, especially in the context of Vietnam. It is even becoming more significant to study WFH in emerging economies because many employees are outsourced and working remotely for international companies there.
The research on the work-family interaction (both NWFS and PWFS) related to WFH gives inconsistent results. While some authors consider the relationship to be positive (Carlson et al., 2015; Daniel & Sonnentag, 2016; Higgins et al., 2014), others suggest that this relation is negative (Delanoeije et al., 2019; Gajendran & Harrison, 2007) besides, some results show no significant association (Abendroth & Den Dulk, 2011; Chambel et al. The inconsistent findings suggest the significance of a moderator affecting the relationships between WFH and its outcomes. In this paper, EI will be considered as the moderating variable.
Many studies on the antecedents of job performance have been conducted, in which focusing on WFH. However, the literature review shows that 4 research results on the relationship of WFH to job performance are not consistent. Specifically, while some research has indicated that WFH enhances the performance (Allen et al., 2015; Vega et al., 2015), other researchers have issued warnings that this practice also restricts knowledge sharing (Crandall & Gao, 2005) and intensifies work (Felstead & Henseke, 2017) by encouraging social and professional isolation, that affect to lower job 3 performance. Thus, this research aims to further clarify and explain the linkage by exploring the WFH’s influence on performance through WFS, especially in Vietnam, where people increasingly prefer this method of working.
Research Scope Studies related to the antecedent and outcome of work-family spillover in Vietnam are still limited, especially in the context of WFH. Therefore, research on this topic in Vietnam is crucial so that managers can adapt findings to reduce negative impacts and increase positive impacts of work on the family, if possible. The research data were taken between March 24 and April 27, 2023, in Vietnam. Research Objective This paper aims to accomplish the objective of “identifying the relationships between work from home, work-to-family spillover, and job performance in the Vietnamese context”.
Research Questions The author tries to answer the three questions: What is the linkage between work from home and work-to- family spillover? 5 To what extent does the potential moderator (Emotional Intelligence) buffer the relationship between work from home and work-to-family spillover? What is the link between work from home and in-role job performance? 1. Research Structure The study is developed with 6 chapters. Chapter 1 introduces the necessity of the topic. Chapter 2 shows the literature review related to concepts used in the thesis.
Hypotheses development and conceptual model building are presented in Chapter 3. Chapter 4 illustrates the research methodology. Then, in Chapter 5, data collection and analysis are explained. Finally, Chapter 6 focuses on the discussion of the results and gives theoretical and practical implications.
4 CHAPTER 2: LITERATURE REVIEW 2. Work from home Because of the Covid-19 outbreak, several organizations worldwide have been compelled to employ work from home (WFH). By taking this action, the virus's spread was halted while the company continued to operate. In that context, the International Labour Organization defined WFH as a work arrangement in which a person uses information and communications technology to carry out crucial job responsibilities while being at home (ILO, 2020).