Direct and Indirect Links Between Organizational Work–Home Culture and Employee Well-being

Direct and Indirect Links Between Organizational Work–Home Culture and Employee Well-being

Research Method

Introduction

This paper focuses on the research article “Direct and Indirect Links Between Organizational Work–Home Culture and Employee Well-being” by Alexandra Beauregard T. Beauregard is a specialist in employment relations and organizational behavior, working as a professor at the London School of Economics’ Department of Management. Therefore, she is an authority in the area of research to which the study belongs. The study was published by the British Journal of Management in 2011. This study takes a quantitative nature, applying a cross-sectional research design. This paper seeks to analyze the study by Beauregard critically, trying to point out the strengths and weaknesses of the methods utilized. The report will then propose an alternative methodology that would extend or develop the study by Beauregard further.

A critical evaluation of the research design

Description of the research design

The purpose of the study by Beauregard (2011) is to test a model with a blend of moderated and mediated relationships to investigate not only direct but also indirect routes through which work-home culture might impact the well-being of the worker. Additionally, the researcher explores differences in the relationships. A cross-sectional design is applied to test the underlying objectives. Beauregard (2011) collects data from a sample of 224 respondents (regular employees) derived from a south England local government agency. Surveys are administered to the sample members. The majority of these participants were women, who accounted for 62.3 percent of the population. Besides, the sample members’ age ranged between 17 and 68 years.

Beauregard (2011) measured a set of variables. Such was strain symptomology, which was assessed using a ten-item scale developed previously by Gotlieb, Kelloway, and Barham. Another variable considered was organizational work-home culture, which was measured using a three-component scale developed by Thompson, Beauvais, and Lyness. Beauregard (2011) also used Carlson, Kaemar, and Williams’ six time-based and strain-oriented items to measure work interference with the home. The researcher used this very item to measure home interference with work.

The other aspect of Beauregard’s (2011) methodology is the measurement model. Before testing the study’s hypotheses, Beauregard (2011) performed a confirmatory factor analysis aiming to examine the distinctiveness of the measures used in the quantitative inquiry. The researcher also interpreted the Goodness of fit using the comparative fit index, normed index, and root mean square error of approximation. As if not enough, Beauregard (2011) compared a one-factor model was compared with the hypothesized six-factor model. The latter model produced an ideal fit. The scholar also alleviated concerns regarding the likelihood of common method variance accounting for relationships established among the variables. Hence, Beauregard (2011) used confirmatory factor analysis.

As for the analysis process, the researcher used ordinary least squares regression to test the model developed. The SPSS 16.0 software was applied for this cause. Beauregard (2011) supposes that the control variables included during the analysis were the presence of children aged not more than 16 years old under the household of the respondent, weekly hours worked, and the existing use of one or more work-home option offered by the organization. Beauregard (2011) also tested for mediation using a procedure previously suggested by Baron and Kenny. The scholar also performed the Aroian test to assess mediation. Besides, the researcher tested the interaction aspect of moderation using Aiken and West procedures. Furthermore, she used Dawson, and Richer test for differences between slopes was utilized to probe gender differences in insignificant three-way interactions.

It is revealed that a supportive work-home culture associates significantly with declining levels of psychosomatic strain among workers. Beauregard (2011) showed that, for the female participants, mitigated extents of work-home interference tended to mediate such a relationship. Moreover, Beauregard (2011) reveals that’s different forms of support usually illustrate distinct effects among women and men. As such, the support offered by the management often has a more beneficial effect on the well-being of women. Contrastingly, Beauregard (2011) indicates that organizational time demands tend to have an increasingly deleterious impact on the well-being of men.

Strengths and limitation of the research design

The research design explained above, as used in the study by Beauregard (2011), demonstrates a series of strengths and weaknesses. A key strength pertains to the research question or purpose. Fundamentally, this element is not only definite but also gives the reader an insight into what the entire study is all about, including its nature. One of the leading words is “test,” which leads the audience to believe that the inquiry adopts a quantitative design. Besides, the purpose is concise about who the participants are. The approach and strategy used in the study also have specific strong points. For example, the measurements used are based on proven scientific approaches, having been applied by other researchers. This is essential as it has improved the study’s validity.

An additional strength of the strategy and approach is that the researcher ascertains that the measures or variables are indeed distinct from each other. This is essential because it ensures that findings are not duplicated, whether directly or indirectly. Moreover, Beauregard (2011) recognizes that the unique nature of each variable requires a different testing method. Thus, it is well evident that the author makes an effort to ensure that the study does not present inconclusive results. Nonetheless, the approach and strategy employed in the study are characterized by one major weakness, which is a biased sample. As such, the sample is comprised more of females and fewer males. What this means is that the results for men might not be accurate or generalizable to every male employee that meets the specified criteria. The sample is also comprised of participants who are in the teenage stage. Their experiences relative to older participants might differ, hence distinct findings.

The data collection and analysis are consistent with the nature of the study. A questionnaire survey is usually used as the primary method of conducting a quantitative survey, is applied in the study. Additionally, the steps used for the collection of data and the analysis of the information collected is systematic and explicit such that any other person would execute the same steps and come up with the same results. Consequently, the validity and reliability of the study are improved. However, the analysis is limited in that it does not allow Beauregard (2011) to make conclusions concerning causality. Another limitation relates to the size of the sample. As such, the number of sample members is not adequate for explaining the degree of variance in the dependent variable. At the same time, the limited sample size cannot assure the generalizability of the outcomes as well as the accuracy of the results. If this is the case, then it might be that the conclusions are not wholly meaningful.

The transparency in the research process is top-notch. As identified previously, the researcher explains her methods clearly. Beauregard (2011) explains each step, indicating what was precisely done. However, a significant loophole is evident in that the researcher does not identify the ethical considerations for which the study accounted. Since the study is a scientific one, a reader may assume that Beauregard (2011) observed all the research ethics, including confidentiality and privacy. However, the failure to identify the ethical procedures might also imply the researcher did not observe the underlying demands, which then makes the findings of the study and the overall knowledge generated less plausible. Despite these weaknesses, the researcher has engaged effective choices leading to the execution of valid research whose findings are pertinent to the business and management practice and body of evidence.

Suggestions for an alternative approach

While a cross-sectional design would still prove decisive in undertaking the same study. While this is the case, the researcher would have to make a set of changes to the design. One of the most critical changes would be balancing the number of males and females that form the sample. In their study, Dickinson, Adelson, and Owen (2012) revealed that gender balance in a scientific research study because it guarantees the representativeness of the sample. Furthermore, the researchers reveal that gender often interacts with some independent variables distinctively. If this is the case, then Dickinson, Adelson, and Owen (2012) relate that obtain a larger balanced sample is paramount. Therefore, rather than have a sample of 140 women and 84 men, Beauregard (2011) might consider increasing the number of male participants to 140 to match that of women. Furthermore, while still maintaining a balance in the study group, it is suggested that the researcher should strive to increase the number of sample members. Therefore, instead of having 224 participants, the Beauregard (2011) might think of sampling about 400 respondents. As documented by Jones, Carley, and Harrison (2004), larger sample size in a statistical research study is pertinent because it increases the statistical power. With higher statistical power, then the potential that the researcher will correctly reject a null hypothesis that is false is exceptionally high.

As revealed by the critique above, the study under focus also included participants in their teenage years. The issue with this is that it increases the possibility of generating findings other than the anticipated ones. Therefore, it is suggested that the researcher should only focus on other age groups. It is considerable for Beauregard (2011) to consider those participants who have vast experience with work-home culture, for example, the ones who have worked in their respective organizations for at least five years.

The data collection approach is also compelling, but the researcher might also consider applying other methods. A more fulfilling one might be the use of focus groups. This data collection approach might especially prove crucial, given the notion that the study design adopted is cross-sectional. Thus, as Beauregard (2011) focuses on participants of different age groups, the sample members of one age group, for example, teenagers, might form one focus group. The sample members in another age group might then form another focus group. The application of focus group might especially prove vital if the researcher does not agree with the idea of dropping the teenage participants from the study. Indeed, Fern and Fern (2001) suppose that pursuing a focus group is the best method for collecting quantitative data if the researcher is interested in the independence of different sample groups for a single inquiry.

The researcher might also opt for a longitudinal design to make conclusions about causality. According to Taris and Kompier (2014), a longitudinal design is an ideal method for investigating the specific causal relationships between dependent and independent variables. The best thing with adopting a longitudinal design is that Beauregard (2011) will be allowed to follow the same sample members (the current ones) and apply measurements cross-sectionally. Therefore, a longitudinal study will not only fulfill the purpose of the present study (testing the work-home culture) but also determine the related causal relationship.

The critique also established that the study by Beauregard (2011) has overlooked the essence of identifying the pertinent ethical considerations observed. Therefore, this is a crucial change that the scholar needs to adopt. Acevedo Pérez et al. (2017) hold out that a study on humans should highlight the way it has interacted with ethical principles and requirements. The researchers add that the inclusion of ethical standards in a research study is among the fundamental elements often evaluated to determine the appropriateness or credibility of a scientific study. To this end, it is suggested that Beauregard (2011) documents the way she served to assure the privacy and confidentiality of the respondents. Besides, the researcher must outline what she did to ensure that the participation of the respondents was voluntary and not out of coercion.

Conclusion

Conclusively, the study by Beauregard (2011) is performed according to the right standards of the quantitative research process. However, the study lacks in a few areas, but this paper has offered alternative methods to fill the loopholes. If indeed the researcher adheres to these suggestions, then the meaningfulness, validity, and reliability of her study will increase tremendously. Overall, the study is adequate in informing business and management practice and research.

References

Beauregard, T. A. (2011). Direct and indirect links between organizational work-home culture and employee well‐being. British Journal of Management, 22(2), 218-237.

Delice, A. (2010). The Sampling Issues in Quantitative Research. Educational Sciences: Theory and Practice, 10(4), 2001-2018.

Dickinson, E. R., Adelson, J. L., & Owen, J. (2012). Gender balance, representativeness, and statistical power in sexuality research using undergraduate student samples. Archives of Sexual Behavior, 41(2), 325-327.

Fern, E. F., & Fern, E. E. (2001). Advanced focus group research. London, UK: Sage.

Jones, S., Carley, S., & Harrison, M. (2003). An introduction to power and sample size estimation. Emergency medicine journal: EMJ, 20(5), 453.

Pérez, A. I., et al. (2017). Seven ethical requirements for quantitative and qualitative research in nursing: experiences of three research ethics committees from Santiago, Chile. International Journal of Humanities and Social Science, 7(7), 19-24.

Taris, T. W., & Kompier, M. A. (2014). Cause and effect: Optimizing the designs of longitudinal studies in occupational health psychology. Journal Work & Stress an International Journal of Work, Health & Organisations, 28(1), 1-8.