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Author
- Kossek, Ellen Ernst17
- Pratt, Michael G16
- Ashforth, Blake E12
- George, Gerard12
- Gomez-Mejia, Luis R11
- Miller, Danny11
- Rousseau, Denise M11
- Wilson, Kelly Schwind11
- Greenhaus, Jeffrey H10
- Hambrick, Donald C10
- Hitt, Michael A10
- Kreiner, Glen E10
- Pfeffer, Jeffrey10
- Thatcher, Sherry M B10
- Clair, Judith A9
- Glynn, Mary Ann9
- Grant, Adam M9
- Ivancevich, John M9
- Joshi, Aparna9
- Kahn, William A9
- Mitchell, Terence R9
- Powell, Gary N9
- Tracey, Paul9
- Wright, Mike9
- Aguilera, Ruth V8
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- Academy of Management Proceedings1109
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Results: 1 - 20of3437work family conflict
- article
Work family conflict and wellbeing: Moderating Role of Spirituality
AbstractAbstract
Although literature on work-family conflict and wellbeing is quite extensive, previous research has not examined the role of spirituality as a mechanism for coping with work-family conflict. In this research, we proposed that spirituality will moderate the relationship between work-family conflict and wellbeing. The research included a broad range of wellbeing variables, including job and family satisfaction, subjective wellbeing and psychological wellbeing. Based on a survey of large national sample (N=1130), we found that spirituality mitigated the negative effects of work- family conflict on a broad range of wellbeing measures. We discuss implications for theory and practice of work family conflict and spirituality in organizations. - article
PAY SATISFACTION AND WORK-FAMILY CONFLICT ACROSS TIME.
AbstractAbstract
The article examines the relationship between pay satisfaction and work-family conflict (WFC), which is shown to be moderated by the number of dependents and educational attainment. Changes in global pay satisfaction were found to be negatively related to a change in WFC. It is suggested that if employees are dissatisfied with their pay, it indicates they are experiencing inequity on account of the perceived discrepancy between what they feel they should be receiving and what they are actually paid. By drawing on spillover theory, it is also suggested that feelings of pay dissatisfaction will likely transfer to the family domain and increase perceptions of higher WFC. - article
Supervisor Role Identity Salience and Employee Work-Family Conflict
AbstractAbstract
Drawing upon role identity theory and perspective-taking research, we investigated the relationship between supervisor family identity salience and employee work-family conflict, with supervisor work identity salience as a moderator and perceived supervisor work-family support as a mediator. Using the leader-follower dyadic data, we confirmed the negative indirect effect of supervisor family identity salience on employee work-family conflict through increased perceived supervisor work-family support. Moreover, supervisor work identity salience strengthens the positive effect of supervisor family identity salience on perceived supervisor work-family support. Perceived supervisor work-family support also mediates the interactive effect of supervisor family identity salience and supervisor work identity salience on employee work-family conflict. Implications and future research directions are discussed." - article
Work-Family Conflict: Differences across Generations and Life Cycle Stages
AbstractAbstract
Work-family conflict is a pervasive phenomenon that has documented negative consequences, yet little empirical evidence has examined how it varies by generational cohort or life cycle stage. The present study of 428 employed individuals with families examined generation and life cycle stage in regards to work-to-family conflict and family-to-work conflict. Generational differences in both directions were found, with Generation X reporting the most work-to-family conflict, followed by Generation Y, followed by Baby Boomers. Baby Boomers exhibited the most family-to-work conflict, followed by Generation X, with Generation Y reporting the least, which was the opposite of what was expected and is surprising given popular generational stereotypes. Some of these differences existed even when controlling for life cycle stage and age. Generation Y was also highest in work centrality whereas Baby Boomers were highest in family centrality. Significant differences in both directions of work-family conflict were found with regard to life cycle stage, with people with children between the ages of 13 and 18 reporting the most work-to-family conflict and people with children under the age of 6 reporting the most family-to-work conflict. This study is the first to simultaneously examine both generation and life cycle stage in regards to work-family conflict. - article
Work-Family Conflict on Emotional Exhaustion and Performance
AbstractAbstract
Purpose: This research examines the relationships among work-family conflict (WFC), family-work conflict (FWC), emotional exhaustion, and task performance of service workers. In addition, the study investigates the cross-level moderating effects of organizational reward and care policies on these relationships. This study expects that organizational reward and care policies act as job resources that buffer the negative effects of WFC and FWC on job outcomes. Design/methodology/approach: In order to avoid common method variance, this study collects data from multiple levels, sources, and time points. Specifically, the data are collected from 238 service worker-manager pairs from 33 hotels at two different time points. Findings: The results of hierarchical linear modeling show that both WFC and FWC are positively related to emotional exhaustion. In addition, organizational reward policy strengthens the positive relationship between WFC and task performance, and enhances the positive relationships between WFC/FWC and emotional exhaustion. Moreover, organizational care policy strengthens the positive relationship between FWC and task performance, and attenuates the positive relationship between WFC and emotional exhaustion. - article
Transforming Work-Family Conflict into Commitment in Network Marketing Organizations
AbstractAbstract
A qualitative study of three network marketing organizations that sell products and services using distributed workforces suggests how these organizations harvest members' work-family conflict and transform work-related ambivalence into commitment. We offer a model depicting how specific organizational practices, which we label “making workers into family” and “bringing family into work” practices lead to and maintain two types of relationship-based commitments: those based on relationships with members and those based on relationships with nonmembers. Implications for theory and practice are offered. - article
Weathering Work-Family Conflict: an analysis and model of shock event resolution
AbstractAbstract
Work-family conflicts (WFC) is an established topic both for researchers and practitioners. The episode-driven approach facilitates understanding of psychological perception and the decision-making process of an individual facing a work-family conflict. In this sense, specific incidents of work-family incompatibility that disrupt the habitual ways of simultaneously ensuring work and family responsibilities are called shock events. In this paper, we interviewed 35 women executives from a male-dominated industry, the maritime transport industry, in order to explore and theorize the psychological perception and decision-making processes of working individuals in response to work-family conflict shock events. Our results show how macro level factors, grounding factors (including internal cues, future self, and work-family ideology), and situation-specific factors (including shock event cues) are related to each other and to different types of resolution of a work-family conflict shock event. Based on these results, we develop a model of decision-making processes to handle work-family shock events which integrates these factors. - article
The roles of dispositional variables on work-family conflict and enrichment
AbstractAbstract
Understanding the antecedents to work-family conflict and enrichment is important because these have significant impacts on individuals’ work performance, attitudes, and well-being. Scholars are increasingly recognizing that individual dispositions such as personality traits play a role. While many studies have linked the Big Five personality traits with work-family conflict, much less work has examined their impact on work-family enrichment. The impact of important non-Big Five traits and emotional intelligence is also relatively poorly understood. In this empirical study of 627 management school graduates, we test the effects of proactive personality, core self-evaluations, and emotional intelligence, as well as the Big Five, on both work-family conflict and enrichment dimensions. Our results show that all of these are significant predictors of either conflict or enrichment. Out study contributes to the literature on the work-family relations by highlighting the role of dispositional factors including and beyond the Big Five traits. - article
Moderators of the Relationship Between Work-Family Conflict and Career Satisfaction
AbstractAbstract
In this study, we examined the moderating effects of individual differences and sources of support on the negative relationship between work-family conflict and career satisfaction. Data from 975 managers indicated that the relationship was significant for women irrespective of age but was significant for men only in later career. Moreover, the relationship was stronger for individuals who were in the minority gender in their work groups, but it was weaker for those who had strong community ties. Implications are discussed. - article
Too Exhausted to Talk: How Work Family Conflict Affects Employee Voice Behavior
AbstractAbstract
Work-family conflict has increasingly becomes one of the prominent challenges of modern day work. Accordingly, numerous research has explore the various consequences of such conflict on workers’ well-being and job-related attitudes such as satisfaction and turnover intention. However, one noticeable and surprising omission is the consequences of work family conflict on specific on- the-job behaviors. In this study, we utilize conservation of resource theory to explain how work family conflict could negatively contribute to employees’ voice behavior, through decrease in family well-being. Moreover, on a related note, previous literature identified several environmental and situational factors that moderate the effect of work-family conflict. In this study, we take on the perspective of person-environment fit to argue that a person’s work-family segmentation preference moderates the relationship between work-family conflict on employee voice behavior. We collected data using both employee and their supervisor response in a three-wave time-lagged design. The result largely supported our hypothesis. The finding open up new avenues for future research on the impact of work-family conflict with a person-centric perspective. - article
VALUING MONEY MORE THAN PEOPLE: THE EFFECTS OF MATERIALISM ON WORK-FAMILY CONFLICT.
AbstractAbstract
The article discusses the phenomenon of work-family conflict, focusing on materialism as a causative factor. It is noted that conflict between work and family is often associated with stress and absenteeism. Materialism is characterized as a viewpoint which places great emphasis on the value of possessions and money. As a personal trait, it has been linked to ill-health, dissatisfaction and unhappiness. An analysis is presented of the ways in which materialistic attitudes may contribute significantly to work-family conflict. - article
WORK-FAMILY CONFLICT AND ATTITUDES OF NURSING ASSISTANTS: MEDIATING AND MODERATING EFFECTS.
AbstractAbstract
This study investigated mediating and moderating effects in the relationships between work-family conflict (WFC), job satisfaction and turnover intention among nursing assistants. WFC was negatively related to job satisfaction and positively related to turnover intention. Burnout mediated both relationships. Supportive supervision moderated the effect of WFC on burnout. - article
Proactive Personality, Flexible Work Arrangements, and Work- Family Conflict
AbstractAbstract
Despite the prevalence of flexible work arrangements (FWAs), such as flextime and flexplace, offered by organizations around the world, there is still much to learn regarding who is more likely to use FWAs to alleviate work- family conflict (WFC) and under what conditions the use of FWAs actually reduce WFC. Drawing on conservation of resources theory and boundary theory, we developed a moderated mediation model regarding the relationships between proactive personality, FWA use, work-to-non work boundary permeability, and WFC. We tested the model using survey data collected at two time points from 217 employees. Results demonstrate that, regardless of their level of boundary permeability, proactive employees are more likely to use flextime to alleviate WFC. However, proactive employees’ use of flexplace can exacerbate WFC. Only when proactive employees have a low work-to-nonwork boundary permeability does their use of flexplace alleviate WFC. - article
COVID-19 Pandemic and Work-Life Balance, Work-Family Conflict, Employee Burnout
AbstractAbstract
Despite the extent of working from home during the COVID pandemic, research exploring its positive or negative effects is exceptionally scarce. Unlike the traditional positive view of working from home, we hypothesize that working from home during the COVID pandemic has triggered work-life imbalance and work-family conflict for employees. Furthermore, we suggest that work-life imbalance and work-family conflict elicit burnout in employees. Using a time-lagged design, we collected data in three waves during the peak of the first wave of the COVID-19 pandemic to test our hypotheses. Overall, we found good support for the proposed hypotheses. Working from home had a significant positive relationship with burnout. Working from home was negatively related to work-life balance and positively related to work-family conflict. Both work-life balance and work-family conflict mediated the effects of working from home on burnout. These results significantly contribute to the research on working from home and burnout and present important implications for practice and future research. - article
WORK-FAMILY CONFLICT ON INTERNATIONAL ASSIGNMENTS: TIME- AND STRAIN-BASED DETERMINANTS AND PERFORMANCE EFFORT CONSEQUENCES.
AbstractAbstract
Work-family conflict and expatriate adjustment are burgeoning areas of inquiry in the management literature. In this study we examine the antecedents and performance related outcomes of work-family conflict in a sample of expatriates. Using multiple source data (expatriates, spouses, and colleagues) in this study, our results demonstrate that both work and family variables contribute to work-family conflict. However, it is family interference with work conflict that emerges as the sole predictor of lower performance effort on the job. As a further extension of the extant work-family conflict and expatriate literatures, we performed exploratory tests using Big Five personality variables as moderators of the relationship between work-family conflict and performance. - article
Telecommuting and Work-Family Conflict: The Moderating Role of Work-Family Integration
AbstractAbstract
Telecommuting, an increasingly popular work mode, blurs the boundary between employees’ work and family life. Existing literature suggests that telecommuting enables employees to better manage work and family demands and thus reduces work-family conflict. However, meta-analyses have reported null or small effects of telecommuting on work-family conflict (Allen, Johnson, Kiburz, & Shockley, 2013; Gajendran & Harrison, 2007), suggesting the existence of important moderators. In this study, we argue that telecommuters’ work-family integration (WFI) plays an important role in moderating the relationship between telecommuting and work- family conflict. Drawing upon role conflict theory, we propose that telecommuting increases work stress and family stress, and in turn work-to-family conflict and family-to-work conflict, among telecommuters who have a high level of WFI. In contrast, telecommuting decreases work stress and family stress, and in turn work-to-family conflict and family-to-work conflict, among telecommuters who have a low level of WFI. In a field study, multi-wave, multi-source data collected from 105 telecommuters in Singapore and their spouses provided support for our hypotheses. Theoretical and practical implications are discussed. - article
The Effect of Organizational Expectations for Electronic-Message Monitoring on Work-Family Conflict
- Wang Juan ,
- Yang Liu ,
- Hongwei He and
- Zhe Zhang
AbstractAbstract
Although organizational expectations on electronic-message monitoring (OEEM) have become prevalent in companies, scholars have paid little attention to the effects of OEEM on employee outcomes, especially work-family conflict. Drawing on job demands-resource theory and the dualistic model of passion, we develop a theoretical model to explore how and when OEEM influences the work-family conflict of employees. Via two scenario-based experiments (N = 164, N = 184) and a multi-wave field study (N = 352), we find that OEEM can increase the work-family conflict of employees by increasing their obsessive passion and reducing their harmonious passion. Moreover, external CSR can weaken the positive relationship between OEEM and employees’ obsessive passion as well as the indirect effect of obsessive passion on the relationship between OEEM and work-family conflict. Our study contributes to the understanding of the effect of OEEM on employees’ work-family conflict and sheds light on the social impact of external CSR on the mitigation of the negative effect of OEEM on employees’ work-family conflict in the wake of the COVID-19 outbreak. - article
THE DEVELOPMENT AND VALIDATION OF A MULTI-DIMENSIONAL MEASURE OF WORK-FAMILY CONFLICT.
AbstractAbstract
This study developed and validated a multi-dimensional measure of work-family conflict. The six dimensions of conflict measured include time, strain, and behavior crossed with work interference with family and family interference with work. Content adequacy, dimensionality, reliability, factor structure invariance, and construct validity of the scale were assessed. - article
Religiosity & Work-Family Conflict in Japan: Role of self-construal, work & spouse demands
AbstractAbstract
Based on the job demands and resources model, we propose that work and spouse demands are positively related to work-family conflict and that religiosity, which acts as a personal resource, mediates the relationship between both forms of demands and work-family conflict. Further, we also propose that interdependent self-construal is positively related to the conflict in the work-family interface and religiosity mediates this relationship. We test these hypotheses using a large midlife development sample of individuals in Japan (N=1027). Results provide support for the main effects for job and spouse demands on work-family conflict, as well as mediating effects of religiosity. In addition, we also found support for hypotheses pertaining to main and indirect effects of interdependent self-construal. Our results reveal that within the family domain, religiosity is viewed as a demand. We discuss the implications of this research for the theory and practice of religiosity and work-family conflict in organizations. - article
Conflicted and Emotional: A Content Analysis of Work-Family Conflict Events
AbstractAbstract
Using Qualitative Content Analysis (QCA), this examines the emotional experience that underlies work-family conflict (WFC). Through our analysis, we take into account the emotion display rules within both organizational and family contexts and among various actors in order to better understand which specific emotions are felt and expressed in WFC. Results indicate that the emotional experience of WFC is likely more complex than previously considered, includes multiple actors, and individuals often experience and manage several different emotions simultaneously.