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Matthew M. Piszczek - One of the best experts on this subject based on the ideXlab platform.
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Employee work-to-Family Role boundary management in the Family business
Community Work & Family, 2018Co-Authors: Matthew M. Piszczek, Sarah Dearmond, Dale FeinauerAbstract:ABSTRACTFamily-owned organizations present a unique opportunity to study work-to-Family boundary management. Boundary theory suggests that work-to-Family boundary dynamics may be different in Family businesses, and that Family businesses are not a neutral ground for individual employees’ segmentation preferences. The present study draws on the sociocognitive processes underlying boundary theory to explain how the Family business context may affect Family and nonFamily employees’ work-to-Family Role management differently. The study examines the work-to-Family Role boundary configurations of 149 Family and non-Family employees in Family businesses. Results suggest that Family employee status buffers against undesirable effects of segmentation preferences in the Family business context. For Family employees, segmentation preferences were associated with lower work-to-Family conflict and unassociated with turnover intentions. For non-Family employees, segmentation preferences were associated with higher work...
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boundary control and controlled boundaries organizational expectations for technology use at the work Family interface
Journal of Organizational Behavior, 2017Co-Authors: Matthew M. PiszczekAbstract:Summary Some studies have argued that information and communication technologies such as smartphones can pressure employees to work more from home, while others argue that they help employees manage transitions between work and Family Role domains. Leveraging boundary theory and the job demands–resources model, the present study examines the conditions under which work–Family technology use is associated with greater boundary control. Findings show that technology use is associated with higher boundary control for those who prefer Role integration and lower boundary control for those who prefer Role segmentation. Findings also show that boundary control is linked to emotional exhaustion and that organizational after-hours electronic communication expectations can compel work–Family technology use despite individual preferences. Copyright © 2016 John Wiley & Sons, Ltd.
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Employee Work-Family Role Boundary Management in the Family Business
Academy of Management Proceedings, 2017Co-Authors: Matthew M. Piszczek, Sarah Dearmond, Dale FeinauerAbstract:Family-owned organizations present a unique opportunity to study work- Family boundary management. Boundary theory suggests that work- Family boundary dynamics may be different in Family businesses, and that Family businesses are not a neutral ground for individual employees’ segmentation preferences. The present study draws on the sociocognitive processes underlying boundary theory to explain how the Family business context may impact Family and nonFamily employees’ work-Family Role management differently. The study examines the work-Family Role boundary configurations of 149 Family and non-Family employees in Family businesses. Results suggest that Family employee status buffers against undesirable effects of segmentation preferences in the Family business context. For Family employees, segmentation preferences were associated with lower work- Family conflict and unassociated with turnover intentions. For non-Family employees, segmentation preferences were associated with higher work- Family conflict an...
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Boundary control and controlled boundaries: Organizational expectations for technology use at the work–Family interface
Journal of Organizational Behavior, 2016Co-Authors: Matthew M. PiszczekAbstract:Summary Some studies have argued that information and communication technologies such as smartphones can pressure employees to work more from home, while others argue that they help employees manage transitions between work and Family Role domains. Leveraging boundary theory and the job demands–resources model, the present study examines the conditions under which work–Family technology use is associated with greater boundary control. Findings show that technology use is associated with higher boundary control for those who prefer Role integration and lower boundary control for those who prefer Role segmentation. Findings also show that boundary control is linked to emotional exhaustion and that organizational after-hours electronic communication expectations can compel work–Family technology use despite individual preferences. Copyright © 2016 John Wiley & Sons, Ltd.
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Work-Family Role Construction and Management in Family Firms: Family and Non-Family Employees
Academy of Management Proceedings, 2016Co-Authors: Matthew M. Piszczek, Sarah Dearmond, Barbara L. RauAbstract:Family businesses are a unique context for studying work-Family Role dynamics because work and Family can be intertwined at the Family, business, and individual levels. This paper draws upon several key Family and work-Family theories to develop a multilevel model of work-Family Role identity formation and management in the Family business. We focus on the influence of Family business cohesion at the organization level, Family cohesion at the Family level, and individual work-Family Role integration and segmentation at the individual level. We discuss implications for human resource management in Family businesses in terms of person-environment fit.
D I Akintayo - One of the best experts on this subject based on the ideXlab platform.
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influence of emotional intelligence on work Family Role conflict management and reduction in withdrawal intentions of workers in private organizations
International Business & Economics Research Journal (IBER), 2010Co-Authors: D I AkintayoAbstract:This study investigated the impact of emotional intelligence on work-Family Role conflict management and reduction in withdrawal intentions among workers in private organizations in Nigeria. The descriptive survey was adopted for the study. A total of 321 respondents were selected using a purposive stratified sampling technique. Three sets of questionnaires entitled ‘Emotional Intelligence Scale (EIS), Work-Family Role Conflict Management Scale (WFCMS) and Withdrawal Intentions Scales` (WIS) were utilized for data collection. The Pearson Product Moment Correlation and t-test statistics were utilized for data analysis. The findings of this study revealed that emotional intelligence has significant influence on work-Family Role conflict management. It was also found that a significant relationship does not exist between emotional intelligence and reduction in withdrawal intentions. Moreover, the findings showed that a significant relationship exists between work-Family Role conflict management and withdrawal intentions. In order to possibly guarantee effective management of work-Family Role conflict and foster reduction in withdrawal intentions among the workforce, it is recommended that human resource training programmes that are capable of incorporating some work-oriented psychological issues, such as work-Family Role conflict management, employee retention strategies and emotional intelligence, should be organized for workers and managers on a continuous basis in both service and manufacturing organizations.
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Influence Of Emotional Intelligence On Work-Family Role Conflict Management And Reduction In Withdrawal Intentions Of Workers In Private Organizations
International Business & Economics Research Journal (IBER), 2010Co-Authors: D I AkintayoAbstract:This study investigated the impact of emotional intelligence on work-Family Role conflict management and reduction in withdrawal intentions among workers in private organizations in Nigeria. The descriptive survey was adopted for the study. A total of 321 respondents were selected using a purposive stratified sampling technique. Three sets of questionnaires entitled ‘Emotional Intelligence Scale (EIS), Work-Family Role Conflict Management Scale (WFCMS) and Withdrawal Intentions Scales` (WIS) were utilized for data collection. The Pearson Product Moment Correlation and t-test statistics were utilized for data analysis. The findings of this study revealed that emotional intelligence has significant influence on work-Family Role conflict management. It was also found that a significant relationship does not exist between emotional intelligence and reduction in withdrawal intentions. Moreover, the findings showed that a significant relationship exists between work-Family Role conflict management and withdrawal intentions. In order to possibly guarantee effective management of work-Family Role conflict and foster reduction in withdrawal intentions among the workforce, it is recommended that human resource training programmes that are capable of incorporating some work-oriented psychological issues, such as work-Family Role conflict management, employee retention strategies and emotional intelligence, should be organized for workers and managers on a continuous basis in both service and manufacturing organizations.
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work Family Role conflict and organizational commitment among industrial workers in nigeria
International journal of psychology and behavioral sciences, 2010Co-Authors: D I AkintayoAbstract:This study investigated the impact of work-Family Role conflict on organizational commitment of industrial workers in Nigeria. The descriptive survey research method was adopted for the study. A total of 247 respondents were selected for the study using proportionate stratified sampling technique. Instruments used for data collection are: Work-Family Role conflict scale and organizational commitment scale. Linear regression analysis and t-test were used to test hypotheses that were generated for the study at 0.05 alpha levels. Finding reveals that there was a significant contribution of work-Family Role conflict to organizational commitment. Also, it was found that a significant difference exists between married and single respondents` experience of work-Family Role conflict. Moreover, the finding shows that there was a significant difference between organizational commitment of male and female respondents based on work-Family Role conflict. Based on the findings of the study, it was recommended that organizational support programme needs to be introduced and provided for all levels of workers in order to reduce the burden of work-Family Role conflict interface and virtually induced commitment to their jobs. The level of Family responsibilities of the workers need to be considered during recruitment, in assigning responsibilities and placement process in order to foster organizational commitment. Key words: Work-Family, Role conflict, organizational commitment, industrial workers, Nigeria.
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Managerial Effectiveness: Impact of Emotional Intelligence and Work-Family Role Conflict in Work Organizations in Nigeria.
Lwati: A Journal of Contemporary Research, 2009Co-Authors: D I AkintayoAbstract:This study investigated the impact of emotional intelligence and work-Family Role conflict on managerial effectiveness of managers in work organizations in Nigeria. The descriptive survey research method was adopted for the study. Instruments used for data collection in this study are: Emotional Intelligence Scale, Work-Family Role Conflict Scale and Managerial Effectiveness Scale. Linear Regression Analysis was used to test hypotheses that were generated for the study at 0.05 alpha levels. Finding reveals that there was a significant combined contribution of emotional intelligence and work-Family Role conflict to managerial effectiveness. Also, it was found that emotional intelligence significantly predicts managerial effectiveness of the managers. Also, the finding shows that there is no significant contribution of work-Family Role conflict to managerial effectiveness. Besides, the finding indicates that the Role conflict experienced by the managers resulting from work-Family Role interface has deleterious effects on their performance effectiveness. Based on the findings of the study, the emotional intelligence of the managers needs to be considered in the selection and placement process for managerial effectiveness to be guaranteed. The managers with high emotional intelligence should be posted to highly challenging managerial positions while the low emotional intelligence should be posted to less challenging managerial positions for their leadership effectiveness to result in goals achievement.
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Wage employment and gender differences in work–Family Role conflict among industrial workers in South-Western Nigeria
IFE PsychologIA, 2006Co-Authors: D I AkintayoAbstract:The study investigated the influence of men and women involvement in wage employment on work-Family Role conflict among industrial workers in South-Western Nigeria. This was for the purpose of ascertaining the variation in the value attached to life Roles and determine the gender difference in the importance assigned to Family and work Roles with implications on work- Family Role conflict among workers in work organizations in Nigeria. The study adopted survey research design. A total of 375 respondents were selected for the study using proportionate sampling technique. The hypotheses generated for the study were tested at .05 alpha levels using Pearson product Moment Correlation, Chi-Square, Multivariate Analysis and t test statistical methods. The findings of the study revealed that men and women involvement in wage employment has significantly influenced work-Family Role conflict. Also, men were found to be higher than women on work value, while women were rated higher than men in Family value. The finding further showed that there was a significant difference between the three groups on the importance assigned to life Roles. Women are higher than men in their levels of work-Family Role conflict. Based on the findings of the study, it was recommended that the employers of labour should organize organizational support system in terms of incentives, which could cushion the effect of work-Family Role conflict on the part of the workers. More so, workers education programmes that could incorporate management strategies for work-Family Role conflict should be introduced in work organizations in order to afford the workers acquiring the skills required for coping with challenges arising from work-Family Role responsibilities. IFE PsychologIA Vol. 14(1) 2006: 222-239
Siti Nurani Mohd Noor - One of the best experts on this subject based on the ideXlab platform.
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Predictors of Work-Family Role Conflict and Its Impact on Professional Women in Medicine, Engineering, and Information Technology in Nigeria:
Asia-Pacific journal of public health, 2016Co-Authors: Anthonia Ginika Uzoigwe, Wah Yun Low, Siti Nurani Mohd NoorAbstract:This study examines work-Family Role conflict and the factors predicting it, with a sample of 173 professional women in engineering and information technology (IT) firms, including 2 hospitals-1 public and 1 private. Our findings show no significant difference in the level of work-Family Role conflict encountered by women across medicine, engineering, and IT, whereas hours of work, Family responsibilities, job demand, and work Role overload were significantly correlated with work-Family Role conflict. Multiple linear regression analysis indicates that only work Role overload, Family responsibilities, and hours of work significantly predicted 45.9% of work-Family Role conflict. This implies that working women are burdened by work demands, which invariably affects the work-Family Role conflict they experience and leads to deterioration of their occupational health. It is suggested that employers should create a flexible work schedule and establish Family-friendly policies in the workplace to promote a healthy work-life balance for women in science careers.
Maggie Stevenson - One of the best experts on this subject based on the ideXlab platform.
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Employed Caregivers’ Response to Family-Role Overload: the Role of Control-at-Home and Caregiver Type
Journal of Business and Psychology, 2019Co-Authors: Michael Halinski, Linda Duxbury, Maggie StevensonAbstract:Drawing from Role theory, stress and coping, and caregiving literatures, this paper develops a model of Family-Role overload involving two forms of caregiver burden (subjective, objective) and two types of maladaptive changes in employee behavior (at work, personal), and hypothesizes that caregiver type (eldercare-only vs. sandwich) moderates all paths in the model. Partial Least Squares structural equation modeling (SEM) supported all hypothesized direct paths. Contrary to our hypotheses, data analysis showed two positive relationships (i.e., objective caregiver burden to Family-Role overload, Family-Role overload to maladaptive changes in personal behavior) were stronger for those in the eldercare-only sample than for those in the sandwich sample. Post hoc analysis revealed five significant gender differences in the relationships included in our model. This study contributes to work–Family theory by reinforcing the need to consider both caregiver type and gender when researching the challenges faced by employees trying to balance work and caregiving.
Margaret A Shaffer - One of the best experts on this subject based on the ideXlab platform.
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Work- and Family-Role adjustment of different types of global professionals: Scale development and validation
Journal of International Business Studies, 2016Co-Authors: Margaret A Shaffer, B Sebastian Reiche, Mihaela Dimitrova, Mila Lazarova, Shoshi Chen, Mina Westman, Olivier WurtzAbstract:Aunque el modelo original de ajuste de expatriados de Black y sus colegas ha recibido un importante apoyo empírico, ha sido objeto de un mayor escrutinio académico, debido tanto a la trasposición conceptual entre sus dimensiones y su limitada aplicabilidad para los profesionales globales que interactúan con individuos de diversas culturas. Sobre la base de la teoría de rol, conceptualizamos y desarrollamos una escala multidimensional del ajuste de los Roles trabajo-familia de los profesionales globales. Evaluamos esta escala mediante cinco estudios entrelazados usando datos de un total de 1231 expatriados corporativos y expatriados por iniciativa propia, viajeros por negocios internacionales, y domésticos globales. Después de confirmar la dimensionalidad de la escala aportamos evidencias para validez convergente, discriminante, nomológica y predictiva. Adicionalmente demostramos diferencias en los niveles de ajuste y en las relaciones entre las demandas de trabajo y de familia, y de los recursos y de las respectivas formas de ajuste entre varios tipos de profesionales globales. Contribuimos a la investigación de negocios internacionales y de comportamiento organizacional y la literatura de trabajo-familia ofreciendo una escala basada en teoría que valora el ajuste tanto a los Roles en el trabajo como en la familia para una amplia gama de empleados globales. Nuestra escala además se presta como una herramienta de diagnóstico durante la selección, el entrenamiento, y el apoyo a profesionales globales y sus familias. Although the original model of expatriate adjustment proposed by Black and colleagues has received substantial empirical support, it has come under increased academic scrutiny, due to both the conceptual overlap among its dimensions and its limited applicability for global professionals who interact with individuals from diverse cultures. Drawing on Role theory, we conceptualize and develop a multidimensional scale of the work- and Family-Role adjustment of global professionals. We assess this scale through five interlocking studies using data from a total of 1231 corporate and self-initiated expatriates, international business travelers, and global domestics. After confirming the scale’s dimensionality, we provide evidence for convergent, discriminant, nomological, and predictive validity. We also demonstrate differences in levels of adjustment and in relationships between work and Family demands and resources and their respective forms of adjustment across various types of global professionals. We contribute to international business research, and the organizational behavior and work–Family literatures, by offering a theoretically based scale that assesses adjustment to both work and Family Roles for a wide range of global employees. Our scale further lends itself as a diagnostic tool during the selection, training, and support of global professionals and their families. Embora o modelo original de adaptação do expatriado proposto por Black e seus colegas tenha recebido apoio empírico substancial, ele veio sob maior escrutínio acadêmico, devido tanto à sobreposição conceitual das suas dimensões, quanto a sua aplicabilidade limitada para profissionais globais que interagem com pessoas de diversas culturas. Com base na teoria dos papéis, nós conceituamos e desenvolvemos uma escala multidimensional da adaptação de profissionais globais nos papéis do trabalho e da família. Nós avaliamos esta escala por meio de cinco estudos interrelacionados usando dados de um total de 1231 expatriados corporativos e autônomos, viajantes de negócios internacionais e profissionais globais domésticos. Após a confirmação da dimensionalidade da escala, nós fornecemos evidências para validade convergente, discriminante e preditiva. Nós também demonstramos as diferenças entre os níveis de adaptação e nas relações entre as demandas e recursos de trabalho e família e suas respectivas formas de adaptação em vários tipos de profissionais globais. Nós contribuímos para a pesquisa em negócios internacionais, bem como para a literatura sobre comportamento organizacional e sobre trabalho-família através da oferta de uma escala teórica que avalia a adaptação de uma ampla gama de funcionários globais em ambos os papéis profissional e familiar. Nossa escala ainda pode ser usada como uma ferramenta de diagnóstico durante a seleção, treinamento e suporte de profissionais globais e suas famílias. Même si le modèle original d’ajustement des expatriés proposé par Black et al. a reçu une importante validation empirique, il fait l’objet d’une interrogation académique croissante, en raison d’un chevauchement conceptuel de ses dimensions et de son applicabilité limitée pour des professionnels globaux qui interagissent avec des individus de cultures différentes. En nous appuyant sur la théorie des rôles, nous conceptualisons et développons une échelle multi-dimensionnelle de l’ajustement des rôles au travail et au sein de la famille pour les professionnels globaux. Nous évaluons cette échelle par cinq études encastrées en utilisant des données concernant un total de 1231 expatriés d’entreprise et auto-initiés, de voyageurs d’affaires internationaux et de salariés globaux travaillant dans leur pays d’origine. Après avoir confirmé la dimensionnalité de l’échelle, nous prouvons sa validité convergente, discriminante, nomologique et prédictive. Nous montrons aussi des différences dans les niveaux d’ajustement et dans les relations entre les demandes et les ressources au travail et au sein de la famille ainsi que leurs formes respectives d’ajustement selon les différents types de professionnels globaux. Nous contribuons à la recherche en international business et à la littérature sur le comportement organisationnel et la relation entre le travail et la famille, en offrant une échelle fondée sur une théorie qui évalue l’ajustement aux rôles au travail et au sein de la famille pour une grande variété de salariés globaux. Notre échelle peut aussi être utilisée comme un outil de diagnostic durant la sélection, la formation et le soutien accordé aux professionnels globaux et à leurs familles. 虽然由Black及其同事提出的外派人士适应的原始模型已经受到了大量的实证支持, 但是由于该模型维度之间概念重叠, 且对与来自不同文化的个体互动的全球专业人士的适用性有限, 所以它受到越来越多的学术审视。借鉴角色理论, 我们概念化并开发了关于全球专业人士工作和家庭角色适应的多维度量表。我们利用总共来自1231个企业和自发的外派人员、国际商务旅客、及全球家佣的样本数据, 通过五个连锁研究来评估这一量表。经过证实量表的维度后, 我们为量表的收敛、判别、法理及预测效度提供了证据。我们也证明了不同水平适应的差异性, 以及工作与家庭需求和资源与各种类型全球专业人士他们各自适应模式之间关系的差异性。通过提供一个基于理论的用来评估广范围全球雇员工作与家庭角色适应性的量表, 我们对国际商务研究以及组织行为和工作-家庭文献做出了贡献。我们的量表进一步可作为一个选择、培训、支持全球专业人士及其家庭的诊断工具。
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Family Role Performance: Scale Development and Validation
Applied Psychology, 2013Co-Authors: Yu-ping Chen, Margaret A Shaffer, Mila Lazarova, Shoshi Chen, Mina Westman, Sebastian ReicheAbstract:We conducted five interlocking studies to develop and validate a Family Role performance scale that can be used across cultures. In Study 1, we generated scale items based on interviews with individuals representing various Family and work structures in the United States and Israel. In Study 2, we surveyed both US and Israeli participants to assess measurement equivalence, dimensionality, and reliability. In Study 3, we refined the items and repeated the exploratory analyses. In Studies 4 and 5, with samples from the United States and Europe, we confirmed the scale dimensionality and established convergent, discriminant, and nomological validity. We contribute to the work-Family literature by providing a valid instrument for assessing performance within the Family domain.
