Health crisis and work−family conflict in China: the role of crisis severity, self-efficacy and humor

Abstract

Purpose This paper aims to investigate the nuanced interplay between perceived crisis severity, crisis self-efficacy, humorous coping and their impact on work−family conflict (WFC) in China. Design/methodology/approach The authors collected survey data from 300 Chinese employees navigating the unique challenges of the global health crisis. Findings Findings indicate that perceived crisis severity amplified work−family conflict. Additionally, higher levels of crisis self-efficacy (i.e. a cognitive strategy) were associated with a stronger positive relationship between perceived crisis severity and work−family conflict. In contrast, humorous coping (i.e. an emotional strategy) alleviated the impact of perceived crisis severity on WFC during a crisis. Research limitations/implications This study extends the crisis management literature by demonstrating that perceived crisis severity directly links to WFC. Importantly, it uncovers a paradoxical dark side of crisis self-efficacy: exacerbating WFC during crises. Additionally, the findings refine the understanding of humorous coping’s nuanced role, confirming its benefit for buffering the impact of the crisis on WFC. Organizations should acknowledge individual crisis perception to tailor support. Similarly, organizations must be wary of overconfidence from high crisis self-efficacy and promoting humorous coping indiscriminately. Practical implications The findings caution individuals against potential complacency from high self-efficacy. Rather confidence with realistic self-assessment is needed to manage crisis demands while remaining vigilant about adjustments between work and family roles. Training programs should address the benefits and downsides of crisis self-efficacy. Managers and team members should be sensitive while using humors as humor or jokes targeted at employees ethnicity and body frames could be perceived as bullying. Training in sensitivity would be required. Also, mentoring and Employee Assistance Program are needed for employees suffering from WFC. Accessing organizational support programs to reduce anxiety and uncertainty should increase stress during a crisis. Social implications While several organizations are increasingly allowing their employees to work from home as part of the flexible work arrangements, the four-day work schedule (Jahal et al., 2024) may further increase flexible work arrangements. Policies that advocate a range of flexible work arrangements should create a supportive framework that helps individuals to balance their professional and personal lives, contributing to healthier and more resilient organizations and communities. Originality/value Research on the role of self-efficacy demonstrates its positive buffering effects. However, studies into its role in crisis, especially in the Chinese context are limited. This study uniquely challenges conventional wisdom by showing that crisis self-efficacy can intensify WFC caused by crisis. Also, and within the Chinese context, humorous coping acts as a significant buffer for WFC during crisis offering novel insights into coping with crisis.