The impact of national culture on employees' attitudes toward heavy work investment: Comparative approach Romania vs. Japan

Popa, Ion; Ș e an, Simona Că ălina; Albu, Că ălina Flo en ina; Popa, Ș e an Că ălin; Vlad, C is ian A icle The impac o na ional cul u e on employees' a i udes owa d hea y wo k in es men : Compa a i e app oach Romania s. Japan Am i ea u Economic Jou nal P o ided in Coope a ion wi h: The Bucha es Uni e si y o Economic S udies Sugges ed Ci a ion: Popa, Ion; Ș e an, Simona Că ălina; Albu, Că ălina Flo en ina; Popa, Ș e an Că ălin; Vlad, C is ian (2020) : The impac o na ional cul u e on employees' a i udes owa d hea y wo k in es men : Compa a i e app oach Romania s. Japan, Am i ea u Economic Jou nal, ISSN 2247-9104, The Bucha es Uni e si y o Economic S udies, Bucha es , Vol. 22, Iss. Special Issue No. 14, pp. 1014-1029, h ps://doi.o g/10.24818/EA/2020/S14/1014 This Ve sion is a ailable a : h ps://hdl.handle.ne /10419/281540 S anda d-Nu zungsbedingungen: Die Dokumen e au EconS o dü en zu eigenen wissenscha lichen Zwecken und zum P i a geb auch gespeiche und kopie we den. Sie dü en die Dokumen e nich ü ö en liche ode komme zielle Zwecke e iel äl igen, ö en lich auss ellen, ö en lich zugänglich machen, e eiben ode ande wei ig nu zen. So e n die Ve asse die Dokumen e un e Open-Con en -Lizenzen (insbesonde e CC-Lizenzen) zu Ve ügung ges ell haben soll en, gel en abweichend on diesen Nu zungsbedingungen die in de do genann en Lizenz gewäh en Nu zungs ech e. Te ms o use: Documen s in EconS o may be sa ed and copied o you pe sonal and schola ly pu poses. You a e no o copy documen s o public o comme cial pu poses, o exhibi he documen s publicly, o make hem publicly a ailable on he in e ne , o o dis ibu e o o he wise use he documen s in public. I he documen s ha e been made a ailable unde an Open Con en Licence (especially C ea i e Commons Licences), you may exe cise u he usage igh s as speci ied in he indica ed licence. h ps://c ea i ecommons.o g/licenses/by/4.0/ AE The Impac o Na ional Cul u e on Employees' A i udes Towa d Hea y Wo k In es men : Compa a i e App oach Romania s. Japan 1014 Am i ea u Economic THE IMPACT OF NATIONAL CULTURE ON EMPLOYEES' ATTITUDES TOWARD HEAVY WORK INVESTMENT: COMPARATIVE APPROACH ROMANIA VS. JAPAN Ion Popa1 * , Simona Că ălina Ș e an2, Că ălina Flo en ina Albu3, Ș e an Că ălin Popa4 and C is ian Vlad5 1)2)3)4)Uni e si y o Economic S udies, Bucha es , Romania 5)Uni e si y o Economic S udies, Bucha es , Romania and Nagaoka Uni e si y o Technology, Nagaoka, Japan Please ci e his a icle as: Popa, I., Ș e an, S.C., Albu, C.F., Popa, Ș.C. and Vlad, C., 2020. The Impac o Na ional Cul u e on Employees' A i udes Towa d Hea y Wo k In es men : Compa a i e App oach Romania s. Japan. Am i ea u Economic, 22(Special Issue No. 14), pp. 1014-1029 DOI: 10.24818/EA/2020/S14/1014 A icle His o y Recei ed: 29 June 2020 Re ised: 7 Augus 2020 Accep ed: 9 Sep embe 2020 Abs ac This pape aims o s udy he hea y wo k in es men ’s associa ion wi h di e en o ms o mo i a ion, as well as he posi i e o nega i e e ec s o his in es men on a pe sonal and p o essional le el, in he con ex o wo e y di e en na ional cul u es: Romania and Japan. A ques ionnai e-based su ey in ol ing 822 employees in bo h Romania and Japan was ca ied ou o da a collec ion. The main esul s, ob ained h ough s uc u al equa ion modeling, sugges ha in insic mo i a ion could lead Romanian and Japanese employees o inc ease hei in es men o ime and e o in wo k. On he o he hand, he in ensi y o wo k will be posi i ely e lec ed in hei job sa is ac ion and p o essional pe o mance and will lead o educ ion in wo k- amily con lic and u no e in en ion, while he massi e in es men o ime will ha e opposi e consequences. All hese ela ionships a e s a is ically di e en o employees in Romania and Japan, hus suppo ing he mode a ing e ec o na ional cul u e. These esul s could be use ul o bo h employees and manage s in Romania and Japan o decide on he ime and e o should be in es ed in wo k, conside ing bo h hei posi i e and nega i e e ec s o employee and o ganiza ion. Keywo ds: hea y wo k in es men , mo i a ion, cul u e, job sa is ac ion, wo k pe o mance, Romania, Japan. JEL Classi ica ion: D83, I23, J01, J23, J24, J28 * Co esponding au ho , Ion Popa – e-mail: [email p o ec ed] Hea y Wo k In es men : A Good o Bad Phenomenon? AE Vol. 22 • Special Issue No. 14 • No embe 2020 1015 In oduc ion The cu en economy is in luenced by a ious phenomena which ha e he e ec o apidly changing s a egic o ganiza ional wo kings and ope a ional ini ia i es. These changes a e signi ican o employees and hey o en ansla e in o wo ks and o ganiza ional modi ica ions, in e ms o in ensi y, complexi y and e en he na u e o he asks o be pe o med. As a esul , employees need o in es signi ican esou ces o inc eased pe o mance and e iciency. Resea che s (Sni and Ha paz, 2012) ha e analyzed his ype o employee in es men and ca ego ized i unde he name as “Hea y Wo k In es men ” (HWI). In es o s in hea y wo k a e conside ed o be hose employees who spend a conside able amoun o ime, bu also he physical and men al ene gy in hei wo k (Houl o , e al., 2014). As di e en coun ies display di e en cul u al alues, no ms and beha io s, which, in u n, can a ec hei wo k alues, no ms and beha io s (e.g., he Japanese belie e ha e o and in es men in wo k can b ing p ospe i y, heal h, and happiness) (Shkole and Kimu a, 2020), HWI is pe cei ed di e en ly, depending on he cul u al cha ac e is ic o each na ion. On he o he hand, o ganiza ions need o iden i y how each employee in es s in hei wo k and adap hei engagemen and mo i a ion sys em acco dingly. O ganiza ional suppo (OS) is associa ed wi h HWI (Schau eli, 2016) and i is expec ed o u n employee labo in es men in o posi i e esul s. The e o e, al hough he employee a i udes and inclina ions owa ds HWI a e in luenced by a mul i ude o ac o s ela ed o will, sel -mo i a ion and pe sonali y, a a ie y o o ganiza ional and ex e nal en i onmen al ac o s also in e ene o a la ge ex en . HWI is an inc easingly isible phenomenon, bu i has no ye been ully analyzed om he pe spec i e o he ac o s ha de e mine i , bu especially om ha o he consequences. The pu pose o his pape is o analyze d i e s o HWI in wo e y di e en cul u es (Romania and Japan), as well as he posi i e bu also nega i e e ec s o his in es men on hei amily and o ganiza ional ela ionships. I is also in en o de e mine whe he hese ela ionships a e di e en in Romania and Japan, o hey a e mode a ed by he o ganiza ional suppo pe cei ed by he employees and emo e wo king condi ions. The es o he pape p oceeds as ollows: In he i s chap e , he heo e ical amewo k is p esen ed, including heo e ical and empi ical a gumen s ha suppo s he esea ch hypo heses. The second chap e e e s o he me hodological design, while he hi d sec ion includes he esul s ob ained h ough s uc u al equa ions modelling, including es ing o esea ch hypo heses. The las pa o he pape includes conclusions, implica ions and main limi s o he esea ch. 1. Theo e ical amewo k and hypo heses de elopmen 1.1. Hea y Wo k In es men Due o i s po en ial esul s o indi iduals, bu also on he le el o wo k pe o mance (WP) and job sa is ac ion (JS) (Sni and Ha paz, 2012), HWI is a signi ican phenomenon o mode n li e. The HWI p ocess is in luenced by bo h social and psychological ac o s, and i esul s in ce ain possible indi idual and o ganiza ional ou comes (As akho a and Hogue, 2014). In he li e a u e, he e a e se e al pe spec i es om which he meaning o HWI is iewed. Mos commonly, he ypes o HWI conside ed a e (Shimazu, e al., 2015): wo k addic ion (o wo kaholism) and wo k engagemen . O he esea che s (Sni and Ha paz, 2012) indica ed wo AE The Impac o Na ional Cul u e on Employees' A i udes Towa d Hea y Wo k In es men : Compa a i e App oach Romania s. Japan 1016 Am i ea u Economic o he majo ypes o HWI: (1) si ua ional ype (e.g., based on inancial need and employe - o ien ed) and (2) disposi ional ype (e.g., wo k addic ion, de o ion, and wo k engagemen ). Resea ch in he ield o wo k addic ion is o g ea in e es . Wo k addic ion is associa ed wi h an excessi e ime commi men (Beek, 2009), mo e p ecisely wi h wo indica o s: o e load and ime p opo ion (Schau eli, Shimazu and Ta is, 2009). Wo k engagemen is de ined as a posi i e, wo k- ela ed mood ha is cha ac e ized by igo , passion, dedica ion, and in ol emen (Schau eli, e al., 2002). Bo h ypes o HWI analyzed mainly in he li e a u e, namely wo k addic ion and wo k engagemen , a e cha ac e ized by la ge pe sonal in es men in hei wo k om he employee side, in e ms o ime and e o (Shimazu, e al., 2015). Mo eo e , in di e en cul u es, he e may be connec ions be ween wo k addic ion and wo k engagemen . Fo ins ance, some au ho s, analyzing he Japanese con ex , ha e poin ed o ha wo k addic ion and wo k in ol emen a e posi i ely ela ed, bu in a week manne (Shimazu and Schau eli, 2009). 1.2. Mo i a ion and HWI Mo i a ion is a psychological o ce ha gene a es complex cycles o goal-di ec ed hough and beha io (Shkole and Zu , 2019). Wo k mo i a ion is mos ly ca ego ized in o wo ypes, in insic (IM) and ex insic mo i a ion (EM), showing ha di e en incen i es ha e a dis inc impac on employee mo i a ion (Ku anchie-Mensah and Amponsah-Tawiah, 2016). O e ime, a ious ypes and mo i a ional o ms ha e been analyzed in he li e a u e ega ding hei in luence on HWI. Howe e , se e al s udies in es iga ed he esul s and e ec s o ypes o IM and EM. In e ms o IM, mo i a ion is linked o posi i e aspec s o well-being, such as wo k engagemen and wo k enjoymen (Riche , Blancha d and Valle and, 2002). Rega ding he EM, e en hough p e ious s udies ha e demons a ed he posi i e connec ion be ween his ype o mo i a ion and HWI, he e a e also s udies ha claim he opposi e. Fo ins ance, Sca u i Ko alchuk, e al. (2019) a gued ha when wo k- ela ed mo i a ion is ex e nally egula ed, employees pe cei e hei ac ions as being di ec ly con olled by o ganiza ion, and ha can ha e nega i e e ec s on subsequen pe o mance and employee engagemen . Be ween he wo coun ies which ep esen he main objec o s udy o his pape (Romania and Japan), he e a e signi ican di e ences ega ding he mo i a ional sys em and how people pe cei e mo i a ion. Romanian employees a e dominan ly mo i a ed by sala y, job secu i y and incen i es (Hause , 2014) and he mos impo an mo i a ional ac o s om he Romanian employee poin o iew a e: job au ho i y, esponsibili y and au onomy, job s abili y and p o essional de elopmen (Cășuneanu, 2011; Simion-Melin e, Giu giu and Ab udan, 2015). Ne e heless, i appea s ha he s onges ac o s o mo i a ion o Romanian employees a e ela ed o inancial gain (Achim, D agolea and Bălan, 2013). By compa a ion, in he Japanese con ex , employees may e en be dissa is ied when hey ecei e only ma e ial ewa ds, because ecei ing his kind o ewa ds implies ha hey need o wo k ha de o ge ma e ial ewa ds again in he u u e (Zhao and Pan, 2017). Acco ding o Liu and Zhao (2006), Japanese o ganiza ions a e cha ac e ized by a high spi i o ha mony, and he mo i a ion o Japanese employees mus be ela ed o s eng hening he sense o eam uni y and solida i y. Mo eo e , a i udes such as wo king ha d and doing one’s bes a e s ongly p omo ed and a e ecognized as alues in he Japanese socie y. Hea y Wo k In es men : A Good o Bad Phenomenon? AE Vol. 22 • Special Issue No. 14 • No embe 2020 1017 The employees o Japanese o ganiza ions always exhibi high le els o mo i a ion and a e o ien ed owa d high achie emen and pe o mance (Haghi ian, 2010). Hence, conside ing all abo e: H1: EM will be posi i ely associa ed wi h HWI – TC. H2: EM will be posi i ely associa ed wi h HWI – WI. H3: IM will be posi i ely associa ed wi h HWI – TC. H4: IM will be posi i ely associa ed wi h HWI – WI. 1.3. Ou comes o HWI The ou comes o HWI we e di ided di e en ly in he li e a u e. The model p oposed by Sni and Ha paz (2012), di ided he ou comes o HWI as ollows: (1) as ha ing posi i e/mixed/nega i e na u e, (2) in he sho /in e media e/long e m, and (3) o he indi idual, o his/he amily, and o his/he wo kplace. Acco ding o Houl o , e al. (2014), depending on he ype o passion unde lying HWI, indi idual ou comes can be posi i e (e.g., ha monious passion leads o JS and WP) o nega i e (e.g., obsessi e passion leads o dep ession and wo k- amily con lic (WFC). The p esen s udy conside s ou ou comes o HWI, namely o e all JS, WP, WFC and u no e in en ion (TI). O e all job sa is ac ion. O e all job sa is ac ion is a psychological s a e ha is a ec ed no only by o ganiza ional ac o s, bu also by he belie s o he indi idual employee (Sh agay and Tzine , 2011). Acco ding o Houl o , e al. (2014) o e all sa is ac ion is in luenced by ha monious passion. The e a e also s udies aimed a in es iga ing he in luence o HWI ypes on JS. Fo example, he esul s o he s udy conduc ed by Su (2019) ha e demons a ed ha wo k addic ion is nega i ely ela ed o JS, while employee engagemen is posi i ely ela ed o JS. Because JS posi i ely in luences o ganiza ional commi men (Bu lea-Șchiopoiu, 2007; Podsako , LePin and LePin, 2007), i can be ega ded as a posi i e ou come o HWI. The e o e: H5: HWI – TC will be posi i ely associa ed wi h JS. H6: HWI – WI will be posi i ely associa ed wi h JS. Wo k pe o mance. Wo k- ela ed pe o mance ep esen s he highes le el o employee esul s, which equi es he alloca ion o signi ican esou ces o ime and e o . Acco ding o B own and Leigh (1996), supe io pe o mance can be buil h ough g ea e in ol emen . The ela ionship be ween HWI and pe o mance has been s udied by nume ous esea che s. The e is a posi i e connec ion be ween engagemen and pe o mance, acco ding o a ious esea ch esul s (Shimazu, e al., 2015). Howe e , e en i i is di icul o achie e, pe o mance is a posi i e esul o HWI. The e o e, he ollowing hypo heses eme ge: H7: HWI – TC will be posi i ely associa ed wi h WP. H8: HWI – WI will be posi i ely associa ed wi h WP. Wo k- amily con lic . Wo k- amily balance is essen ial o bo h employee well-being and he long- e m p oduc i e in e es o he economy (Lee, McCann and Messenge , 2007). Some au ho s (Di S e ano and Gaudiino, 2018) ha e shown ha wo k addic ion is posi i ely associa ed wi h WFC, in bo h wo k- o- amily and amily- o-wo k di ec ions, while engagemen was nega i ely associa ed wi h bo h di ec ions o con lic be ween wo k and amily. By ocusing on ex e nal and in e nal ac o s in ela ion o wo k enjoymen , one o he a iables chosen by Shkole , Rabenu and Tzine (2017), was WFC. The esul s AE The Impac o Na ional Cul u e on Employees' A i udes Towa d Hea y Wo k In es men : Compa a i e App oach Romania s. Japan 1018 Am i ea u Economic indica ed a nega i e ela ion be ween WFC and Wo k Enjoymen . In he end, WFC ep esen s a nega i e ou come o HWI, which on he o he hand may lead o a highe ma e ial s anda d o li ing (Sni and Ha paz, 2012). The e o e: H9: HWI – TC will be nega i ely associa ed wi h WFC. H10: HWI – WI will be nega i ely associa ed wi h WFC. Tu no e in en ion. TI is a psychological ou come o excessi e job demand and oo ew job supplies. I is also a nega i e psychological s a e in which he employee ocuses on a oiding nega i e consequences a he han acing posi i e ones (Ahmed and Khan, 2015). O e ime, TIs a e expec ed o ansla e in o he ce ain y o u no e (Riche , Blancha d and Valle and, 2002) and hey a e, he e o e, conside ed o be nega i e ou comes o HWI. By demons a ing ha job au onomy and social suppo a e nega i ely associa ed wi h TIs, Kim and S one (2008) s a ed ha TI should be iewed as an HWI ou come o expe iencing di e en job condi ions. Acco ding o Houl o , e al. (2014), wo ke s who equen ly expe ience dep essi e symp oms should ha e highe le els o TIs. The e o e: H11: HWI – TC will be nega i ely associa ed wi h TI. H12: HWI – WI will be nega i ely associa ed wi h TI. Mo eo e , conside ing all abo e, we assume ha : H13: HWI (TC and WI) media es he ela ionship be ween mo i a ion (EM and IM) and HWI ou comes (JS, WP, WFC and TI). 1.4. Cul u al pe spec i e on HWI Di e en pe cep ions o HWI a ise om speci ic cha ac e is ics o his o y, economy, and he de elopmen pe spec i es o each na ion, bu also om common concep ions and sha ed unde s andings o he meaning and impo ance o wo k. The cul u al di e ences impac he way hea y wo k in es o s pe cei e and e alua e hei expe iences (Di S e ano and Gaudiino, 2019). Recen ly, Shkole and Kimu a (2020) ound ha a ious cul u al pe cep ions can mode a e he ela ionship be ween mo i a ion and HWI ou comes (e.g., TC and WI). Acco ding o Sni and Ha paz (2006), bo h na ional cul u e and he cha ac e is ics o he employmen sec o p o ide he mos common explana ions o na ional-le el di e ences in e ms o indi idual wo k alues, a i udes and beha io owa d HWI. The indings o di e en esea ch sugges ha he a i ude o employees owa ds in es ing in ime o e o di e s om one coun y o ano he , depending on ce ain cha ac e is ics ha unde lie cul u al uniqueness. Acco ding o Sni and Ha paz (2009), ime in es men in wo k is hea ie in socie ies whe e a e impo an su i al alues compa ed wi h hose os e ing sel -exp ession alues. Shkole , Rabenu and Tzine (2017), emphasized ha in es men s o bo h ime and ene gy mani es hemsel es comple ely di e en in di e se cul u es, pa icula ly be ween Wes and Eas , highligh ing ha in a wes e n cul u al con ex he wo k is seen by employees as a place o enjoymen and sel - ul illmen , which is di e en om he eas e n cul u al con ex . Howe e , he e a e also simila i ies be ween coun ies wi h diame ically opposed cul u es, bu which ha e he same pe cep ions o HWI. Fo example, Sni and Ha paz (2006) ound ha he e a e simila i ies be ween Japan and Ame ica in e ms o HWI, because bo h coun ies sha e he same le el o o ien a ion owa ds ime commi men . Hea y Wo k In es men : A Good o Bad Phenomenon? AE Vol. 22 • Special Issue No. 14 • No embe 2020 1019 Se e al in es iga ions ha e p o ed ha a e c oss-cul u al di e ences conce ning HWI. Conduc ing an analysis on 20 coun ies, including Japan, Sni and Ha paz (2012) ha e ound ha wo k in es men is hea ie in socie ies whe e su i al alues a e impo an . Ano he s udy, conduc ed by Hu, e al. (2014) which analyzed he di e ences be ween employees om Wes e n Eu ope (e.g., Ne he lands, Finland and Spain) and om Eas e n Asia (e.g., China and Japan) in e ms o engagemen and wo k addic ion le el, e eals ha le els o engagemen we e highe in Wes e n coun ies han in Eas e n coun ies, while he le els o wo k addic ion we e highe in Eas e n coun ies han in Wes e n coun ies (e en hough Japanese had he lowes le els o wo k addic ion). The e o e: H14: The abo e ela ionships will be di e en o Romania and Japan. 1.5. HWI and o ganiza ional suppo OS is no jus abou ecognizing me i s h ough ma e ial ewa ds. I can in luence HWI, bo h in e ms o ime and e o , especially h ough he deg ee o s abili y o he psychological and mo al suppo included in he mo i a ional sys em. Acco ding o B own and Leigh (1996) an en i onmen ha is pe cei ed as psychologically sa e, s able and meaning ul by employees, is ela ed o g ea e commi men o ime and ene gy in he wo k o he o ganiza ion. Resea ch has shown a s ong impo ance o OS in ans o ming HWI in o posi i e esul s (i.e., job sa is ac ion and pe o mance) (Beek, 2009). Acco ding o some au ho s (Con e so, e al., 2019), job esou ces, as physical, psychosocial o o ganiza ional dimensions o wo k (e.g., job secu i y, ca ee oppo uni ies, wo k clima e and ask signi icance), a e p o ided by OS, and can be ex emely mo i a ing (bo h in insically and ex insically) and lead o engagemen and indi ec ly sus ain bo h WP and JS. Simila ly, B own and Leigh (1996) ha e s a ed ha pe cep ions ela ed o a mo i a ing and inclusi e psychological clima e a e ela ed di ec ly o job in ol emen and indi ec ly o e o (i.e., TC and WI) and pe o mance. Se e al s udies ha e explo ed he in luence o some ypes o HWI on he nega i e esul s o his ype o in es men . A signi ican posi i e associa ion was obse ed be ween wo k addic ion and TI (Beek, 2009) and be ween engagemen and TI (Beek, e al., 2014). Some s udies (Shimazu and Schau eli, 2009) demons a ed ha wo k addic ion is posi i ely associa ed wi h ill-heal h (e.g., psychological dis ess) and TI, and nega i ely associa ed wi h job and li e sa is ac ion (led by WFC) and pe o mance, while engagemen is nega i ely associa ed wi h TI and ill-heal h, and posi i ely associa ed wi h job and li e sa is ac ion and WP. E en i some s udies (Wayne, Sho e and Liden, 1997) showed ha pe cei ed OS was nega i e in ela ion o nega i e ou comes o HWI, he deg ee o which he o ganiza ion ca es abou employee well-being and alues hei con ibu ions (Eisenbe ge , e al., 1986), a enua es o some ex en he nega i e in luence o HWI on WFC and TIs. The e o e, he ollowing hypo heses eme ge: H15: The abo e ela ionships will be di e en o he employees ecei ing low o high OS. AE The Impac o Na ional Cul u e on Employees' A i udes Towa d Hea y Wo k In es men : Compa a i e App oach Romania s. Japan 1020 Am i ea u Economic 1.6. HWI in social dis ancing condi ions Many o ganiza ions explo ed emo e wo k oppo uni ies o hei employees, bu ew implemen ed such ini ia i es p io o COVID-19. Following he ecen sp ead o COVID-19 and being o ced o conside emo e wo k and al e na i e employmen oppo uni ies, co po a es ha e apidly shi ed o u ilizing a combina ion o digi al echnologies in o de o p o ide exis ing and incoming employees pla o ms o collabo a ion, co-c ea ion and engagemen away om he buil en i onmen o hei physical o ices. As a esul , he numbe o in e nal mee ings and he amoun o o e ime ha e dec eased, while engagemen and he willingness o lea n and adap o wo king wi h mode n echnology has inc eased. The numbe o o ganiza ions u ilizing collabo a i e echnology, digi al wo ke s, Robo ic P ocess Au oma ion (RPA), A i icial In elligence (AI), Deep Lea ning and Blockchain along wi h human alen is on a apid inc ease, as a esul o elewo king. H16: The abo e ela ionships will be di e en depending whe he he wo k had o be adap ed o social dis ancing condi ions. 2. Me hods This pape ocuses on he posi i e and nega i e consequences o HWI, bu also on he easons ha lead employees o in es hea ily in wo k, aiming o in es iga ing whe he wo e y di e en cul u es (which a e e lec ed in di e en a i udes owa ds wo k) could impac any signi ican di e ence on hose ela ionships. In iew o he pu pose o he esea ch, i is add essed om a deduc i e pe spec i e, which in ol ed he de elopmen o hypo heses based on heo e ical app oaches and he esul s o o he ele an s udies and he use o app op ia e esea ch s a egies and me hods o es hem (Saunde s, Lewis and Tho nhill, 2009). An online ques ionnai e-based su ey was o ganized be ween Ma ch and May 2020. The ques ionnai e was dis ibu ed o Romanian and Japanese employees by a non-p obabili y sampling me hod, mainly due o he social dis ancing measu es equi ed by he SARS COV2 pandemic condi ions. In less han h ee mon hs, 915 comple e esponses we e ecei ed, om which 105 we e excluded since he esponden s we e no able o p o ide ele an in o ma ion o he pu pose o his s udy, due he ac ha hey had o empo a ily in e up hei p o essional ac i i y, as a esul o he pandemic condi ions. Thus, he o al sample o he s udy was 822, including 639 Romanian employees (77.74%) and 183 om Japan (22.26%), ha ing be ween 1 - 49 yea s o expe ience in hei o ganiza ions (M = 9.3, SD = 9.562). F om he o al sample, 381 esponden s (46.35%) decla ed ha hey ca y ou hei p o essional ac i i y no mally, while o he es o 441 (53.65%) he p o essional ac i i y had been adap ed o he cu en condi ions ( o ins ance, by wo king om home). To measu e he esponden s’ pe cep ion on HWI dimensions (TC and WI) and he conside ed an eceden s (EM and IM) and ou comes (JS, WP, WFC and TC), he ques ionnai e included se e al scales adap ed om p e ious s udies. Table no. 1 p esen s he nine scales, he co esponding e e ences and C onbach Alpha coe icien s calcula ed o his s udy. Hea y Wo k In es men : A Good o Bad Phenomenon? AE Vol. 22 • Special Issue No. 14 • No embe 2020 1021 Table no. 1. Resea ch scales Scale (Symbol) I ems Re e ences C onbach Alpha Ex insic mo i a ion (EM) 7 Bu duș and Popa, 2016; Ș e an and Popa, 2018; Ș e an, Popa and Albu, 2020 0.899 In insic mo i a ion (IM) 8 0.933 Time commi men (HWI – TC) 5 B own and Leigh, 1996; Tzine , e al., 2019 0.905 Wo k in ensi y (HWI – WI) 5 0.940 Job sa is ac ion (JS) 4 Eisenbe ge , e al., 1997; Quinn and Shepa d, 1974; Sni and Ha paz, 2012 0.959 Wo k pe o mance (WP) 1 WHO, 2002; Shimazu and Schau eli, 2009 - Wo k- amily con lic (WFC) 3 Geu s, e al., 2005; Bakke , e al., 2009; Sni and Ha paz, 2012 0.947 Tu no e in en ion (TI) 4 an Beek, 2014; an Beek, e al., 2014 0.927 O ganiza ional suppo (OS) 8 Eisenbe ge , e al., 1986; Eisenbe ge , e al., 1997 - Sou ce: au ho s a e men ioned e e ences The ques ionnai e also included some demog aphic ques ions o desc ibe he sample s uc u e (a ea o ac i i y, hie a chical posi ion wi hin he o ganiza ion, wo k expe ience, e c.) and he g ouping o esponden s o mul ig oup analysis (MGA) ( ype o wo k and pe cep ion o OS). SPSS S a is ical package, e sion 26 (IBM Co p., 2019) was employed o p elimina y da a p epa a ion and desc ip i e s a is ics, while o speci ica ion and e alua ion o measu emen and s uc u al model, es ing esea ch hypo heses and mul ig oup analysis (MGA), pa ial leas squa e s uc u al equa ion modeling (PLS-SEM) wi h Sma PLS 3.3.2 (Ringle, e al., 2015) was conside ed. The esea ch hypo heses we e examined h ough he boo s ap p ocedu e wi h 3000 e-samplings, wi hou sign modi ica ion, allowing he di ec and indi ec e ec s, associa ed -s a is ics and co ec ed con idence in e als (BIC) o be compu ed. PLS-SEM was selec ed due o he abili y o simul aneously speci y and es ima e all s uc u al ela ionships needed o es ing he esea ch hypo heses. 3. Resul s and discussions The PLS-SEM model has been speci ied o include eigh la en e lexi e cons uc s co esponding o he wo dimensions o he HWI, i s an eceden s and consequences, as well as he s uc u al ela ions be ween hem o enable he es ing o esea ch hypo heses. To e alua e he measu emen model, as ecommended by (Hai , e al., 2017), (1) in e nal consis ency, by means o C onbach's Alpha coe icien (α) and composi e eliabili y (ρ_A), (2) con e gen alidi y, espec i ely indica o s' ac o loadings and a e age a iance ex ac ed (AVE) and (3) disc iminan alidi y, espec i ely he e o ai -mono ai a io (HTMT) and c oss-loading we e conside ed. The esul s o he measu emen model e alua ion showed alues highe han hose ecommended, espec i ely (Hensele , Ringle and Sa s ed , 2015; Hai , e al., 2017): indica o loadings > 0.70, α > 0.70; ρ_A > 0.70; AVE > 0.50 and he HTMT a io < 0.90, suppo ing he alidi y and ideli y o he measu emen model. 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