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

Chantell Ribas, Gerhard H. Rabie, Karina Mostert, Leon De Beer

About the author(s) Chantell Ribas, Faculty of Economic and Management Sciences, North-West University, Potchefstroom, South Africa
Gerhard H. Rabie, Faculty of Economic and Management Sciences, North-West University, Potchefstroom, South Africa
Karina Mostert, Department of Management Cybernetics, Faculty of Economic and Management Sciences, North-West University, Potchefstroom, South Africa
Leon De Beer, Faculty of Economic and Management Sciences, North-West University, Potchefstroom, South Africa

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.

Keywords

job insecurity; work passion; harmonious work passion; obsessive work passion; work–life balance; traditional work; semi-remote work; remote work

JEL Codes

O15: Human Resources • Human Development • Income Distribution • Migration

Sustainable Development Goal

Goal 8: Decent work and economic growth

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