1
|
Chen Z, Promislo MD, Powell GN, Allen TD. Examining the Aftermath of Work-Family Conflict Episodes: Internal Attributions, Self-Conscious Emotions, Family Engagement, and Well-Being. Psychol Rep 2022:332941221144609. [PMID: 36482700 DOI: 10.1177/00332941221144609] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/17/2024]
Abstract
Little empirical research exists on attributions that people make regarding work-family conflict that they experience. Our study used attribution theory to examine the aftermath of work-family conflict episodes. We used a diary method in which respondents reported their daily encounters with work-family conflict, attributions they made about its causes, feelings of guilt and shame they experienced, and their levels of daily family engagement and well-being after work. Based on Ilies et al. (2012) we hypothesized that internal attributions of work-family conflict would be associated with feelings of guilt and shame, and that these emotions would in turn be differentially associated with daily after-work outcomes. We also hypothesized that the degree to which individuals were satisfied with the resolution of their work-family conflict would moderate the relationship between internal attribution and guilt/shame. Results largely supported our hypotheses, with guilt demonstrating a positive link to family engagement while shame showed a negative association. We also found that shame, but not guilt, was negatively associated with daily well-being. One's level of satisfaction with the resolution of work-family conflict emerged as a key variable as well. Lastly, we discuss the theoretical and practical ramifications of our findings.
Collapse
Affiliation(s)
- Zheng Chen
- Kate Tiedemann College of Business, 7831University of South Florida, St. Petersburg, FL, USA
| | - Mark D Promislo
- Department of Management, Rider University, Norm Brodsky College of Business, Lawrenceville, NJ, USA
| | - Gary N Powell
- School of Business, 7712University of Connecticut, Storrs, CT, USA
| | - Tammy D Allen
- Department of Psychology, 7831University of South Florida, Tampa, FL, USA
| |
Collapse
|
2
|
Piszczek MM, Martin JE, Pimputkar AS, Laulié L. What does schedule fit add to work–family research? The incremental effect of schedule fit on work–family conflict, schedule satisfaction, and turnover intentions. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1111/joop.12367] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/19/2022]
Affiliation(s)
| | - James E. Martin
- Mike Ilitch School of Business Wayne State University Detroit Michigan USA
| | - Avani S. Pimputkar
- Mike Ilitch School of Business Wayne State University Detroit Michigan USA
| | - Lyonel Laulié
- Departamento de Administración, Facultad de Economía y Negocios Universidad de Chile Chile
| |
Collapse
|
3
|
Piszczek MM, Berg P. HR policy attribution: Implications for work-family person-environment fit. HUMAN RESOURCE MANAGEMENT REVIEW 2020. [DOI: 10.1016/j.hrmr.2019.100701] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
|
4
|
Adkins CL, Premeaux SF. A cybernetic model of work-life balance through time. HUMAN RESOURCE MANAGEMENT REVIEW 2019. [DOI: 10.1016/j.hrmr.2019.01.001] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
|
5
|
Lee S, Koffer RE, Sprague BN, Charles ST, Ram N, Almeida DM. Activity Diversity and Its Associations With Psychological Well-Being Across Adulthood. J Gerontol B Psychol Sci Soc Sci 2019; 73:985-995. [PMID: 27621306 DOI: 10.1093/geronb/gbw118] [Citation(s) in RCA: 28] [Impact Index Per Article: 5.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/23/2016] [Accepted: 08/14/2016] [Indexed: 01/13/2023] Open
Abstract
Objectives This study examined age-related cross-sectional and longitudinal associations between activity diversity and four dimensions of well-being: psychological well-being, depression, positive affect, and negative affect. Method Activity diversity was defined as the breadth and evenness of participation in seven daily activities including paid work, time with children, doing chores, leisure, physical activities, formal volunteering, and giving informal help to others. Participants from the National Survey of Daily Experiences (N = 793, Mage = 46.71, SDag = 12.48) provided data during two 8-day measurement bursts approximately 10 years apart. Results Older adults (age = 60-74 years) who engaged in more diverse activities reported higher psychological well-being than older adults who engaged in less diverse activities; an association not significant among middle-aged adults (age = 35-59 years), and in the opposite direction for younger individuals (age = 24-34 years). Longitudinally, increased activity diversity over 10 years was marginally associated with increases in positive affect. Compared with younger individuals who increased activity diversity, older adults who increased activity diversity reported smaller decreases in psychological well-being, greater increases in positive affect, and greater decreases in negative affect. Discussion Our findings suggest that activity diversity may play an important role in older adults' concurrent well-being and also in their long-term longitudinal improvements of well-being.
Collapse
Affiliation(s)
- Soomi Lee
- Department of Biobehavioral Health, University Park
| | - Rachel E Koffer
- Department of Human Development and Family Studies, Pennsylvania State University, University Park
| | - Briana N Sprague
- Department of Human Development and Family Studies, Pennsylvania State University, University Park
| | - Susan T Charles
- Department of Psychology and Social Behavior, University of California, Irvine
| | - Nilam Ram
- Department of Human Development and Family Studies, Pennsylvania State University, University Park.,German Institute for Economic Research (DIW), Berlin, Germany
| | - David M Almeida
- Department of Human Development and Family Studies, Pennsylvania State University, University Park
| |
Collapse
|
6
|
Mackey JD, Perrewé PL, McAllister CP. Do I Fit In? Perceptions of Organizational Fit as a Resource in the Workplace Stress Process. GROUP & ORGANIZATION MANAGEMENT 2016. [DOI: 10.1177/1059601115625155] [Citation(s) in RCA: 24] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
A large number of research studies in the stress literature over the previous 20 years have examined how organizational demands influence experienced stress; however, little research has examined how perceptions of organizational fit influence experienced stress and the stress process. In the present study, we use the conservation of resources (COR) theory to examine how perceptions of hindrance stressors, challenge stressors, and organizational fit (i.e., a resource) affect employees’ intrapersonal (i.e., job satisfaction and work intensity) and interpersonal (i.e., interpersonal workplace deviance and work-to-family conflict) outcomes through job strain (i.e., job tension) and motivational (i.e., vigor) cognitive stress processes. Results from three samples of data ( nSample 1 = 268, nSample 2 = 259, nSample 3 = 168) largely supported the hypothesized model and suggested that perceptions of organizational fit can be a resource associated with favorable effects on employees’ stress processes. Thus, we contribute to the stress and fit literatures by proposing and demonstrating empirical support for a COR theoretical explanation of why perceptions of organizational fit are a resource for employees. The results are important because they help provide a broader view of the effects of perceptions of organizational fit on employees’ stress processes than offered by prior research and suggest that organizational leaders have the opportunity to help employees manage workplace stress by fostering perceptions of organizational fit. Implications of results for theory and practice, strengths, limitations, and directions for future research are presented.
Collapse
|
7
|
Oulevey Bachmann A, Danuser B, Morin D. Developing a Theoretical Framework Using a Nursing Perspective to Investigate Perceived Health in the “Sandwich Generation” Group. Nurs Sci Q 2015; 28:308-18. [DOI: 10.1177/0894318415599217] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Coexisting workloads from professional, household and family, and caregiving activities for frail parents expose middle-aged individuals, the so-called “Sandwich Generation”, to potential health risks. Current trends suggest that this situation will continue or increase. Thus SG health promotion has become a nursing concern. Most existing research considers coexisting workloads a priori pathogenic. Most studies have examined the association of one, versus two, of these three activities with health. Few studies have used a nursing perspective. This article presents the development of a framework based on a nursing model. We integrated Siegrist’s Effort-Reward Imbalance middle-range theory into “Neuman Systems Model”. The latter was chosen for its salutogenic orientation, its attention to preventive nursing interventions and the opportunity it provides to simultaneously consider positive and negative perceptions of SG health and SG coexisting workloads. Finally, it facilitated a theoretical identification of health protective factors.
Collapse
Affiliation(s)
- Annie Oulevey Bachmann
- Professor HES-SO, Haute Ecole de la Santé La Source and Lecturer, Institut Universitaire de Formation et de Recherche en Soins,Lausanne, Switzerland
| | | | - Diane Morin
- Professor, Institut Universitaire de Formation et de Recherche en Soins-CHUV, Lausanne, Switzerland, and University of Laval, Quebec, Canada
| |
Collapse
|
8
|
Abstract
Purpose
– The purpose of this paper is to explore the role that mobile technologies play in mobile workers’ efforts to manage the boundaries between work and non-work domains. Previous theories of work-life boundary management frame boundary management strategies as a range between the segmentation and integration of work-life domains, but fail to provide a satisfactory account of technology’s role.
Design/methodology/approach
– The authors apply the concept of affordances, defined as the relationship between users’ abilities and features of mobile technology, in two field studies of a total of 25 mobile workers who used a variety of mobile devices and services.
Findings
– The results demonstrate that the material features of mobile technologies offer five specific affordances that mobile workers use in managing work-life boundaries: mobility, connectedness, interoperability, identifiability and personalization. These affordances persist in their influence across time, despite their connection to different technology features.
Originality/value
– The author found that mobile workers’ boundary management strategies do not fit comfortably along a linear segmentation-integration continuum. Rather, mobile workers establish a variety of personalized boundary management practices to match their particular situations. The authors speculate that mobile technology has core material properties that endure over time. The authors surmise that these material properties provide opportunities for users to interact with them in a manner to make the five affordances possible. Therefore, in the future, actors interacting with mobile devices to manage their work-life boundaries may experience affordances similar to those the authors observed because of the presence of the core material properties.
Collapse
|
9
|
McNamara TK, Pitt-Catsouphes M, Matz-Costa C, Brown M, Valcour M. Across the continuum of satisfaction with work-family balance: Work hours, flexibility-fit, and work-family culture. SOCIAL SCIENCE RESEARCH 2013; 42:283-298. [PMID: 23347476 DOI: 10.1016/j.ssresearch.2012.10.002] [Citation(s) in RCA: 10] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/27/2012] [Revised: 08/08/2012] [Accepted: 10/12/2012] [Indexed: 06/01/2023]
Abstract
This study investigated the association between hours worked per week and satisfaction with work-family balance, using data from a 2007-2008 survey of employees nested within organizations. We tested hypotheses informed by the resource drain and resources-and-demands perspectives using quantile regression. We found that the negative association between hours worked per week and satisfaction with work-family balance was significantly stronger at the 25th percentile, as compared to at the 75th percentile, of satisfaction with work-family balance. Further, there was some evidence that perceived flexibility-fit (i.e., the fit between worker needs and flexible work options available) and supportive work-family culture attenuated the relationship between hours worked and satisfaction with work-family balance. The results suggest that analyses focusing on the average relationship between long work hours (such as those using ordinary least squares regression) and satisfaction with work-family balance may underestimate the importance of long work hours for workers with lower satisfaction levels.
Collapse
Affiliation(s)
- Tay K McNamara
- Sloan Center on Aging & Work, Boston College, 140 Commonwealth Avenue Chestnut Hill, MA, United States.
| | | | | | | | | |
Collapse
|
10
|
Moen P, Fan W, Kelly EL. Team-level flexibility, work-home spillover, and health behavior. Soc Sci Med 2013; 84:69-79. [PMID: 23517706 DOI: 10.1016/j.socscimed.2013.02.011] [Citation(s) in RCA: 36] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/31/2012] [Revised: 11/28/2012] [Accepted: 02/06/2013] [Indexed: 11/25/2022]
Abstract
Drawing on two waves of survey data conducted six months apart in 2006, this study examined the impacts of a team-level flexibility initiative (ROWE--results only work environment) on changes in the work-home spillover and health behavior of employees at the Midwest headquarters of a large U.S. corporation. Using cluster analysis, we identified three distinct baseline spillover constellations: employees with high negative spillover, high positive spillover, and low overall spillover. Within-team spillover measures were highly intercorrelated, suggesting that work teams as well as individuals have identifiable patterns of spillover. Multilevel analyses showed ROWE reduced individual- and team-level negative work-home spillover but not positive work-home spillover or spillover from home-to-work. ROWE also promoted employees' health behaviors: increasing the odds of quitting smoking, decreasing smoking frequency, and promoting perceptions of adequate time for healthy meals. Trends suggest that ROWE also decreased the odds of excessive drinking and improved sleep adequacy and exercise frequency. Some health behavior effects were mediated via reduced individual-level negative work-home spillover (exercise frequency, adequate time for sleep) and reduced team-level negative work-home spillover (smoking frequency, exercise frequency, and adequate time for sleep). While we found no moderating effects of gender, ROWE especially improved the exercise frequency of singles and reduced the smoking frequency of employees with low overall spillover at baseline.
Collapse
Affiliation(s)
- Phyllis Moen
- Department of Sociology, University of Minnesota, Minneapolis, MN, USA.
| | | | | |
Collapse
|
11
|
Sánchez-Vidal ME, Cegarra-Leiva D, Cegarra-Navarro JG. Gaps between managers' and employees' perceptions of work–life balance. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2012. [DOI: 10.1080/09585192.2011.561219] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
|
12
|
Cegarra-Leiva D, Sánchez-Vidal ME, Cegarra-Navarro JG. Work life balance and the retention of managers in Spanish SMEs. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2012. [DOI: 10.1080/09585192.2011.610955] [Citation(s) in RCA: 37] [Impact Index Per Article: 3.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
|
13
|
Dariotis JK, Pleck JH, Astone NM, Sonenstein FL. Pathways of Early Fatherhood, Marriage, and Employment: A Latent Class Growth Analysis. Demography 2011; 48:593-623. [DOI: 10.1007/s13524-011-0022-7] [Citation(s) in RCA: 29] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
Abstract
In the National Longitudinal Survey of Youth 1979 (NLSY79), young fathers include heterogeneous subgroups with varying early life pathways in terms of fatherhood timing, the timing of first marriage, and holding full-time employment. Using latent class growth analysis with 10 observations between ages 18 and 37, we derived five latent classes with median ages of first fatherhood below the cohort median (26.4), constituting distinct early fatherhood pathways representing 32.4% of NLSY men: (A) Young Married Fathers, (B) Teen Married Fathers, (C) Young Underemployed Married Fathers, (D) Young Underemployed Single Fathers, and (E) Young Later-Marrying Fathers. A sixth latent class of men who become fathers around the cohort median, following full-time employment and marriage (On-Time On-Sequence Fathers), is the comparison group. With sociodemographic background controlled, all early fatherhood pathways show disadvantage in at least some later-life circumstances (earnings, educational attainment, marital status, and incarceration). The extent of disadvantage is greater when early fatherhood occurs at relatively younger ages (before age 20), occurs outside marriage, or occurs outside full-time employment. The relative disadvantage associated with early fatherhood, unlike early motherhood, increases over the life course.
Collapse
Affiliation(s)
- Jacinda K. Dariotis
- Department of Population, Family, and Reproductive Health, The Johns Hopkins Bloomberg School of Public Health, 615 North Wolfe Street, Room E4535, Baltimore, MD 21205, USA
| | - Joseph H. Pleck
- Department of Human and Community Development, The University of Illinois at Urbana–Champaign, Christopher Hall, 904 W. Nevada, Urbana, IL 61801, USA
| | - Nan M. Astone
- Department of Population, Family, and Reproductive Health, The Johns Hopkins Bloomberg School of Public Health, 615 North Wolfe Street, Room E4535, Baltimore, MD 21205, USA
| | - Freya L. Sonenstein
- Department of Population, Family, and Reproductive Health, The Johns Hopkins Bloomberg School of Public Health, 615 North Wolfe Street, Room E4535, Baltimore, MD 21205, USA
| |
Collapse
|
14
|
Moen P, Kelly EL, Hill R. Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment. SOCIAL PROBLEMS 2011; 58:69-98. [PMID: 21532909 PMCID: PMC3084004 DOI: 10.1525/sp.2011.58.1.69] [Citation(s) in RCA: 46] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/12/2023]
Abstract
We investigate the turnover effects of an organizational innovation (ROWE-Results Only Work Environment) aimed at moving away from standard time practices to focus on results rather than time spent at work. To model rates of turnover, we draw on survey data from a sample of employees at a corporate headquarters (N = 775) and institutional records of turnover over eight months following the ROWE implementation. We find the odds of turnover are indeed lower for employees participating in the ROWE initiative, which offers employees greater work-time control and flexibility, and that this is the case regardless of employees' gender, age, or family life stage. ROWE also moderates the turnover effects of organizational tenure and negative home-to-work spillover, physical symptoms, and job insecurity, with those in ROWE who report these situations generally less likely to leave the organization. Additionally, ROWE reduces turnover intentions among those remaining with the corporation. This research moves the "opting-out" argument from one of private troubles to an issue of greater employee work-time control and flexibility by showing that an organizational policy initiative can reduce turnover.
Collapse
|
15
|
Moen P, Kelly E, Huang Q. Work, family and life-course fit: Does control over work time matter? JOURNAL OF VOCATIONAL BEHAVIOR 2008; 73:414-425. [PMID: 19430546 DOI: 10.1016/j.jvb.2008.08.002] [Citation(s) in RCA: 75] [Impact Index Per Article: 4.7] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
This study moves from "work-family" to a multi-dimensional "life-course fit" construct (employees' cognitive assessments of resources, resource deficits, and resource demands), using a combined work-family, demands-control and ecology of the life course framing. It examined (1) impacts of job and home ecological systems on fit dimensions, and (2) whether control over work time predicted and mediated life-course fit outcomes. Using cluster analysis of survey data on a sample of 917 white-collar employees from Best Buy headquarters, we identified four job ecologies (corresponding to the job demands-job control model) and five home ecologies (theorizing an analogous home demands-home control model). Job and home ecologies predicted fit dimensions in an additive, not interactive, fashion. Employees' work-time control predicted every life-course fit dimension and partially mediated effects of job ecologies, organizational tenure, and job category.
Collapse
Affiliation(s)
- Phyllis Moen
- Sociology Department, University of Minnesota, 909 Social Sciences Building, 267 19th Avenue South, Minneapolis, MN 55455, USA
| | | | | |
Collapse
|