“Poisoned gift”? Effects of workplace practices on work-life balance of women working in logistics in Europe and the mediation role of work engagement

Abstract

Purpose In the last decade, there has been a growing consensus that expanding gender diversity in the workplace can improve productivity and work quality. However, the well-being of female workers continues to be a challenge for companies. This study aims to evaluate the influence of some work practices (remote work, participation, flex-time, and work autonomy) on work engagement and work-life balance of European workers in the logistics sector, distinguishing male from female workers. The analysis is grounded in the job demands-resources (JD-R) model and social exchange theory (SET).

Design/methodology/approach To this end, we used a quantitative methodology, carrying out a multi-group analysis and applying the partial least square method to a sample of 4,806 European workers in the logistics sector.

Findings The results reveal significant gender differences in the intensity of influence of work practices on work engagement and work-life balance. Participation and flex-time practices positively influence the work engagement of female workers, and remote work practices their work-life balance, but with less intensity when compared to male workers. The relationship between work engagement and work-life balance is negative, being more intense in the case of female workers. Finally, when the association between workplace practices and work-life balance is mediated by work engagement, there is a positive influence of remote work and participation in work practices in the case of female workers.

Originality/value This study contributes to deepening knowledge about gender differences in the workplace by integrating the JD-R model and SET to reveal gendered pathways between workplace practices, work engagement, and work-life balance in the logistics sector. It demonstrates that workplace practices appropriate to workers' gender should be promoted to enhance work engagement and work-life balance, which are valued by workers and could lead to greater worker proficiency.