The antecedent and outcome of work family spillover empirical evidence from vietnam

VIETNAM NATIONAL UNIVERSITY, HANOI VIETNAM JAPAN UNIVERSITY HO THI THAO THE ANTECEDENT AND OUTCOME OF WORK-FAMILY SPILLOVER: EMPIRICAL EVIDENCE FROM VIETNAM MASTER’S THESIS VIETNAM NATIONAL UNIVERSITY, HANOI VIETNAM JAPAN UNIVERSITY HO THI THAO THE ANTECEDENT AND OUTCOME OF WORK-FAMILY SPILLOVER: EMPIRICAL EVIDENCE FROM VIETNAM MAJOR: BUSINESS ADMINISTRATION CODE: 8340101 RESEARCH SUPERVISORS: ASSOC.PROF DR KODO YOKOZAWA DR TRAN HUY PHUONG Hanoi, 2023 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 Hanoi, Master student Ho Thi Thao ACKNOWLEDGEMENT Firstly, I would like to express my heartfelt appreciation to my two supervisors, Assoc Prof 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 years of studying at VJU Besides, I would like to thank my classmates_Ms Ngan, Ms Van Anh, Ms Thanh Thao, Ms Thanh, Ms Ly, Mr Thinh, and Mr Duc Anh 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 journey Hanoi, May 2023 Ho Thi Thao TABLE OF CONTENTS LIST OF TABLES i LIST OF FIGURES ii LIST OF ABBREVIATIONS iii ABSTRACT iv CHAPTER 1: INTRODUCTION 1.1 Practical Issues 1.2 Theoretical Issues 1.3 Research Scope .3 1.4 Research Objective 1.5 Research Questions .3 1.6 Research Structure CHAPTER 2: LITERATURE REVIEW .4 2.1 Work from home 2.2 Work-family spillover 2.3 Outcomes and antecedents of work-to-family spillover .7 2.4 In-role job performance 2.5 Emotional intelligence 2.6 Research Gaps .11 CHAPTER 3: HYPOTHESES DEVELOPMENT 13 3.1 Work from home and work-to-family spillover 13 3.2 Work from home and In-role job performance 14 3.3 Work-to-family spillover and In-role job performance 14 3.4 The moderating role of Emotional Intelligence 15 3.5 Conceptual Model .16 CHAPTER 4: RESEARCH METHODOLOGY 17 4.1 Research design 17 4.2 Sample size 17 4.3 Data collection process .17 4.4 Measurement .18 4.5 Data analysis approach 19 CHAPTER 5: RESULTS AND ANALYSIS 21 5.1 Data Description 21 5.2 Reliability analysis 22 5.3 Validity test 24 5.3.1 Exploratory Factor Analysis for the dependent variable 24 5.3.2 Exploratory Factor Analysis for mediating variables 24 5.3.3 Exploratory Factor Analysis for moderating variable 25 5.4 Correlation analysis .26 5.5 Hypotheses testing 27 5.6 Control variables’ effect on work-to-family spillover 31 CHAPTER 6: DISCUSSION AND IMPLICATIONS 35 6.1 Discussion 35 6.2 Implications 37 6.2.1 Theoretical implications .37 6.2.2 Practical implications 38 6.2.3 Limitations and recommendations 39 REFERENCES 40 APPENDIX A MEASUREMENT ITEMS 48 APPENDIX B ANALYSIS RESULT 51 Appendix B.1 Demographic description 51 Appendix B.2 Descriptive analysis 55 Appendix B.3 The table of validity test for dependent variable .56 Appendix B.4 The table of validity test for mediators 57 Appendix B.5 The table of validity test for moderator .58 APPENDIX C QUESTIONNAIRES SURVEY 60 LIST OF TABLES Table 2.1 Summarizing key concepts in the study .11 Table 5.1 Cronbach’s alpha summary 22 Table 5.2 Correlation analysis 26 Table 5.3 Result of testing hypotheses for the outcome of variable PWFS 28 Table 5.4 Result of testing hypotheses for the outcome of variable NWFS 28 Table 5.5 Result of testing hypotheses for the outcome of variable IRJP 29 Table 5.6 Result summary of hypotheses testing 30 Table 5.7 Hierarchical regression analysis for PWFS dependent variable_Model Summary 32 Table 5.8 Hierarchical regression analysis for PWFS dependent variable_Coefficients .32 Table 5.9 Hierarchical regression analysis for NWFS dependent variable_Model Summary 33 Table 5.10 Hierarchical regression analysis for PWFS dependent variable_Coefficients .34 i LIST OF FIGURES Figure 3.1 Conceptual Model .16 Figure 5.1 Conceptual model after running EFA 26 Figure 5.2 Model in PROCESS macro developed by Hayes (2017) in SPSS software .27 Figure 5.3 The result model 30 ii LIST OF ABBREVIATIONS EFA: EI: IRJP: NWFS: PWFS: WFH: WFS: Exploratory factor analysis Emotional Intelligence In-role job performance Negative work-to-family spillover Positive work-to-family spillover Work from home Work-to-family spillover iii 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 improve IRJP Keywords: work from home, work-to-family spillover, emotional intelligence, in-role job performance, Job Demand-Resource Theory, Broaden and Build Theory iv 10 6.3 23 14.5 33 20.8 52 32.7 >4 41 25.8 65 40.9 37 23.3 49 30.8 >=3 5.0 103 64.8 Number of Children Current occupation Offfice worker Self-employed, free-enterprize, 40 25.2 freelancer Student 4.4 Factory worker 1.3 Other 4.4 catering 3.1 and 2.5 Industry Accommodation & services Administrative activity supporting service 52 Agriculture, forestry, fishery 2.5 Art, entertainment and recreation 2.5 Construction 17 10.7 Education and training 23 14.5 Electricity, gas, heat and water 2.5 supply industry Finance, banking & insurance 31 19.5 Health care & social relief 1.9 Information & communication 32 20.1 Manufacturing 3.8 Real estate business 1.3 Transportation and storage 2.5 Wholesales and retail trade 4.4 Other 13 8.2 Foreign investment enterprise 45 28.3 Non-State enterprise 60 37.7 State owned enterprise 14 8.8 Other 40 25.2 82 51.6 Type of company Current position at work General employee 53 First-line manager: Team leader, 27 17.0 etc., Middle manager: Head of 22 13.8 department, etc., Top manager: Chairman, CEO, 14 8.8 CFO, etc., Other 14 8.8 Under million VND 4.4 5-10 million VND 20 12.6 >10-20 million VND 57 35.8 >20-30 million VND 38 23.9 Over 30 million VND 37 23.3 33 20.8 11 From 10 people to less than 200 69 43.4 Monthly income 10 Number of current employees in organization Less than 10 people people From 200 to 300 people 5.7 More than 300 people 48 30.2 0.6 4.4 Educational degree 12 High School College/ Technical School 54 University 127 79.9 Post-Graduate 24 15.1 13 day or less per week 72 45.3 2–3 days per week 32 20.1 Four or more days per week 55 34.6 Currently, frequency of working from home Appendix B.2 Descriptive analysis Item Min Max Mean Standard Deviation WFH4 1.00 3.00 1.89 0.89 PWFS1 1.00 5.00 3.08 1.04 PWFS2 1.00 5.00 3.27 0.99 PWFS3 1.00 5.00 4.02 0.85 PWFS4 1.00 5.00 3.43 0.94 NWFS1 1.00 5.00 3.01 1.07 NWFS2 1.00 5.00 2.74 1.08 NWFS3 1.00 5.00 2.75 1.05 NWFS4 1.00 5.00 2.87 1.00 IRJP1 1.00 5.00 4.20 0.74 The current frequency of WFH is coded into the numbers for aiming quantitative research The frequency of four or more days per week is coded as 3, 2–3 days per week is equivalent to 2; day or less per week is assigned as 55 IRJP2 1.00 5.00 4.21 0.76 IRJP3 1.00 5.00 4.13 0.74 IRJP4 3.00 5.00 4.14 0.68 IRJP5 1.00 5.00 3.74 1.06 IRJP6 1.00 5.00 3.86 1.02 IRJP7 1.00 5.00 4.20 0.94 EI1 1.00 5.00 3.77 0.93 EI2 1.00 5.00 3.77 0.80 EI3 1.00 5.00 3.65 0.78 EI4 2.00 5.00 4.02 0.81 EI5 2.00 5.00 3.48 0.86 EI6 1.00 5.00 3.26 0.81 EI7 1.00 5.00 3.56 0.83 EI8 1.00 5.00 4.12 0.78 EI9 1.00 5.00 4.09 0.81 EI10 1.00 5.00 3.89 0.80 Appendix B.3 The table of validity test for dependent variable Condition Value KMO index 0.738 Significant level (Bartlett's test of Sphericity) 4 Number of Children >=3 What is your current occupation Office worker Factory worker Self-employed/free-enterprise Student Housewife (househusband) Others, specify: Which industry your organization work for Agriculture, forestry, fishery Mining and quarrying Manufacturing Electricity, gas, heat and water supply industry Construction Wholesales and retail trade; vehicles and motorcycles repairs Transportation and storage Accommodation & catering services Information & communication Finance, banking & insurance Real estate business Administrative activity and supporting service Activities of national defense, social security Education and training Health care & social relief 61 16 Art, entertainment and recreation 17 Others, specify: 10 11 Type of company where you are working State owned enterprise Non-State enterprise Foreign investment enterprise Other, specify: Your current position at work General employee First-line manager Middle manager Top manager Others, specify: Please indicate your monthly income Under millions VND 5-10 millions VND >10-20 millions VND >20-30 millions VND Over 30 millions VND Number of years you have worked at current organization 12 Below year 1–3 years >3-5 years >5-7 years >7-9 years >9- 11 years >11-13 years >13-15 years >15 years Total years of work experience Below year 1–3 years >3-5 years >5-7 years >7-9 years >9- 11 years >11-13 years >13-15 years >15 years 62 13 14 15 Number of current employees in your organization Less than 10 people From 10 people to less than 200 people From 200 to 300 people More than 300 people Educational Degree Under High School High School College/ Technical School University Post-Graduate Currently, how often you work from home? Almost never About 1–3 days per month day per week 2–3 days per week days per week or more 63 Section 3: Main questions Please rate how often you experience each of the following, on a scale of to with (never), (rarely), (sometimes), (most of the time), and (all of the time) The things you at work help you deal with personal and practical issues at home The things you at work make you a more interesting person at home Having a good day on your job makes you a better companion when you get home The skills you use on your job are useful for things you have to at home Your job reduces the effort you can give to activities at home Stress at work makes you irritable at home Your job makes you feel too tired to the things that need attention at home Job worries or problems distract you when you are at home Please rate your level of agreement with the following statements on a scale from to with 1(Strongly Disagree), (Disagree), (Neutral), (Agree), (Strongly Agree) I adequately complete assigned duties I fulfill responsibilities specified in job description 10 I perform tasks that are expected of me 11 I meet formal performance requirements of the job 12 I engage in activities that will directly affect my performance 13 evaluation 14 I neglect aspects of the job I am obligated to perform (R) 15 16 17 I fail to perform essential duties (R) I know why my emotions change I easily recognize my emotions as I experience them I can tell how people are feeling by listening to the tone of their voice By looking at their facial expressions, I recognize the emotions people are experiencing I seek out activities that make me happy I have control over my emotions 18 19 20 21 64 22 23 24 25 I arrange events others enjoy I help other people feel better when they are down When I am in a positive mood, I am able to come up with new ideas I use good moods to help my self keep trying in the face of obstacles 65