BACKGROUND: In an increasingly competitive marketplace, workers struggle to find a good balance between work and personal life. Difficulties in fulfilling the demands arising from these different domains may undermine employees’ well-being and job-related outcomes, thereby, impairing organizational productivity. OBJECTIVE: Does resilience play a relevant role in relation to work-life interface? And, if so, how is resilience related to its three facets (i.e., work-life conflict, enrichment, and balance)? To answer these questions, the current paper systematically reviews studies analysing the role of resilience in the work-life interface. METHODS: A key terms literature search was performed using multiple electronic databases (i.e., Scopus, PsycINFO, Web of Science, PubMed) without setting any publication date limitation. The review process followed the international PRISMA statement guidelines. A quality assessment was conducted using the Mixed Methods Appraisal Tool. RESULTS: A total of 26 eligible papers published between 2009 and 2020 were included. Among these, 6 employed a qualitative design, while 20 studies adopted a quantitative design mostly examining resilience as antecedent. Data were predominantly collected in the healthcare sector. Resilience was mainly analysed in relation to work-life conflict. The most commonly used theoretical framework was Conservation of Resources theory. CONCLUSIONS: Overall, resilience was negatively associated with work-life conflict and positively related to both work-life balance and enrichment. A positive work-life balance can promote resilience, but resilience can also help workers to balance work and life. Additionally, resilience can protect from the negative effects of both work-life imbalance and work-life conflict on workers’ health and job-related outcomes.

Although a growing body of research has analyzed the determinants and effects of technostress, it is still unclear how and when technostress would impact workers’ psycho-physical health and work-family interface during the pandemic. To fill this gap, this study tests the mediating mechanisms and the boundary conditions associated with the impact of technostress on workers’ psycho-physical well-being and work-family conflict. A total of 266 Italian workers completed online questionnaires measuring (traditional vs. remote) working modalities, technostress, fear of COVID-19, working excessively, psycho-physical distress, work-family conflict, loss of a loved one due to COVID-19, and resilience. Structural equation models were performed. Results indicated that technostress was positively related to psycho-physical distress and work-family conflict, as mediated by fear of COVID-19 and working excessively, respectively. The loss of a loved one exacerbated the effects of fear of COVID-19 on psycho-physical health, while resilience buffered the effects of working excessively on work-family conflict. Since numerous organizations intend to maintain remote working also after the COVID-19 emergency, it is crucial to study this phenomenon during its peaks of adoption, to prevent its potential negative outcomes. The implications of these findings for theory and practice are discussed.

This study analyses for the first time whether and when moral distress may be related to work-family conflict and burnout. Additionally, this study examines whether resilience and positive refocusing might protect healthcare professionals from the negative effects of moral distress. A total of 153 Italian healthcare professionals completed self-report questionnaires. Simple and moderated mediation models revealed that moral distress was positively related to burnout, directly and indirectly, as mediated by work-family conflict. Highly resilient professionals experienced low work-family conflict, regardless of moral distress levels. Moreover, professionals who frequently used positive refocusing were less vulnerable to burnout following moral distress.

Quite Quitting (QQ), defined as employees' limited engagement with work and reluctance to take on extra or non-essential tasks, gained attention in the post-pandemic era. However, recent studies suggest that QQ might not represent an entirely novel phenomenon, indicating a need for further exploration to ensure coherent theoretical development. Through a scoping review, this paper aims to synthesize the literature on QQ, mapping its antecedents and consequences. Following the PRISMA guidelines, 22 articles sourced from Scopus, Web of Science, PsycINFO, and Econlit were analyzed using the Theory, Context, Characteristic, Method and the Nomological Network frameworks. The analysis of the articles, published between 2022 and 2024, revealed a growing interest in this topic. Although a universal definition did not emerge, common themes were identified across the several definitions provided: minimal effort, absence of formal resignation, prioritization of work-life balance, disengagement and coping with stress. Additionally, the nomological network showed occupational health factors, personal and job resources, work attitudes, behaviors, and risk factors as predictors of QQ. Well-being, burnout, and job satisfaction emerged as critical mediators in understanding QQ behaviors. Notably, the review identifies turnover intention as a primary outcome linked to QQ. However, most studies employed cross-sectional designs, underscoring the need for longitudinal research to confirm causal relationships. This scoping review is the first to thoroughly examine QQ, highlighting its complexities and emphasizing the need for further research to recognize QQ not merely as “an old trend in new clothing” but as a distinct phenomenon with unique challenges and potential benefits.

This mixed-method study aims to analyze how and when employees’ perceptions of positive organizational change may be related to role clarity and resilience and conditional on supervisor support levels. A total of 40 employees participated in focus groups. Thematic analysis revealed that participants perceived differently organizational change, role, supervisor support, and resilience. A total of 178 employees completed questionnaires analyzing perceptions of organizational change, role clarity, resilience, and supervisor support. Quantitative analyses revealed that role clarity mediated the association between employees’ perceptions of positive organizational change and resilience. This relationship was enhanced by supervisor support. Overall, the results suggest that employees who positively perceive organizational change may more easily understand their new role and demands, which is positively related to their resilience. When employees perceive being supported by their supervisors, they are more likely to perceive themselves as resilient, even in the face of organizational change. Our results suggest that organizations should adopt a transparent change management communication plan based on employee involvement. MAD statement This study moves an important step forward in both the change management and resilience literature, as it is the first to examine the mechanisms and boundary conditions explaining how and when employees’ perceptions of positive organizational change may facilitate resilience. By adopting a positive psychology perspective and a mixed-method design, this study identifies role clarity and supervisor support as two important resources that allow employees to benefit from organizational change. As such, it would contribute to providing new insights on how employee resilience can be enabled during organizational change.

The current labor market is characterized by drastic changes linked to the use of information and communication technologies (ICT) and post-COVID-19 transformations, which have decreased job security and job stability. As a result, the feeling of losing one’s job has become even more common among European workers. In this study, we aimed to investigate whether and how job insecurity would be related to work–family conflict during the pandemic. Online self-report questionnaires assessing job insecurity, working excessively, techno-overload, and work-to-family conflict were completed by 266 workers from Italy. Descriptive analyses, confirmatory factor analyses, and structural equation mediation models were conducted. Job insecurity was positively associated with work-to-family conflict, both directly and indirectly, as mediated by techno-overload and a tendency to work excessively. This study advances the literature, as it is the first to identify techno-overload and working excessively as parallel psychological mechanisms linking job insecurity to work–family conflict among Italian workers during the pandemic. Workers could benefit from technological workload monitoring programs, techno effectiveness, and time management training programs. Companies could also consider implementing family-friendly and digital disconnection practices.