Job insecurity, work passion, and work–life balance in diverse work arrangements

Abstract

Orientation: The coronavirus disease 2019 (COVID-19) pandemic shifted work settings, revealing gaps in current literature on how work arrangements affect employee experiences and well-being.

Research purpose: This study investigates the relationship between job insecurity, work passion (harmonious and obsessive work passion) and work–life balance flexibility-ability and flexibility-willingness in work and family across traditional, semi-remote and remote work arrangements in the South African context.

Motivation for the study: Understanding the relationships between constructs in this study benefit both employees and organisations by enabling informed decision-making and optimising work arrangements, leading to improved productivity, job security and well-being.

Research approach/design and method: A quantitative, cross-sectional study was conducted with 445 participants across traditional, semi-remote and remote work groups. Structural equation modelling was employed to analyse how different work environments influenced employee experiences and outcomes.

Main findings: Significant relationships exist between job insecurity, work passion and work–life balance. Job insecurity reduces work flexibility-ability and family flexibility-willingness. Harmonious work passion generally enhances work flexibility-ability but decreases family flexibility-willingness. In contrast, obsessive work passion decreases work flexibility-willingness while enhancing family flexibility-ability and family flexibility-willingness. These effects vary across work arrangements.

Practical/managerial implications: Individuals can use insights from this study to manage their job roles effectively, while organisations can tailor work arrangements to meet diverse employee needs, fostering a more resilient workforce.

Contribution/value-add: This study contributes to our understanding of job insecurity, work passion and work–life balance in diverse work arrangements post-COVID-19, essential for fostering innovation and maintaining a competitive edge in the dynamic job market.