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).
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.
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.
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.
