The Experts below are selected from a list of 24018 Experts worldwide ranked by ideXlab platform
Scott J Behson - One of the best experts on this subject based on the ideXlab platform.
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which dominates the relative importance of work family Organizational support and general Organizational Context on employee outcomes
Journal of Vocational Behavior, 2002Co-Authors: Scott J BehsonAbstract:Abstract Recent research has examined the influence of Organizational work–family Context on employee outcomes. However, this construct has not been investigated in concert with broader indicants of Organizational Context. Thus, it remains unexplored whether work–family Context accounts for unique variance in employee outcomes or whether its potential effects are confounded by, or better explained by, general Organizational Context. This study used dominance analysis to investigate the relative effects of general Organizational Context and work–family Context on several important employee outcomes. Results indicate that work–family Context is important in explaining variance in work–family specific outcomes such as work-to-family conflict. However, work–family Context fails to explain unique variance in job satisfaction and affective commitment when studied alongside three broader indicants of general organization Context (perceived Organizational support, perceived fair interpersonal treatment, and trust). These findings have implications for both research and practice.
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Which Dominates? The Relative Importance of Work–Family Organizational Support and General Organizational Context on Employee Outcomes
Journal of Vocational Behavior, 2002Co-Authors: Scott J BehsonAbstract:Abstract Recent research has examined the influence of Organizational work–family Context on employee outcomes. However, this construct has not been investigated in concert with broader indicants of Organizational Context. Thus, it remains unexplored whether work–family Context accounts for unique variance in employee outcomes or whether its potential effects are confounded by, or better explained by, general Organizational Context. This study used dominance analysis to investigate the relative effects of general Organizational Context and work–family Context on several important employee outcomes. Results indicate that work–family Context is important in explaining variance in work–family specific outcomes such as work-to-family conflict. However, work–family Context fails to explain unique variance in job satisfaction and affective commitment when studied alongside three broader indicants of general organization Context (perceived Organizational support, perceived fair interpersonal treatment, and trust). These findings have implications for both research and practice.
Jillian L Hmurovic - One of the best experts on this subject based on the ideXlab platform.
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CommentaryWork design in situ: Understanding the role of occupational and Organizational Context
2020Co-Authors: Frederick P Morgeson, Erich C Dierdorff, Jillian L HmurovicAbstract:Summary Despite nearly 100 years of scientific study, comparatively little attention has been given to articulating how the broader occupational and Organizational Context might impact work design. We seek to address this gap by discussing how aspects of the occupational and Organizational Context can constrain or enable the emergence of different work design features as well as influence the relationships between work design features and various outcomes. We highlight how different forms of Context might impact work design and suggest that this is an important and potentially fruitful area for future work design research and theory. Copyright # 2010 John Wiley & Sons, Ltd.
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work design in situ understanding the role of occupational and Organizational Context
Journal of Organizational Behavior, 2010Co-Authors: Frederick P Morgeson, Erich C Dierdorff, Jillian L HmurovicAbstract:Despite nearly 100 years of scientific study, comparatively little attention has been given to articulating how the broader occupational and Organizational Context might impact work design. We seek to address this gap by discussing how aspects of the occupational and Organizational Context can constrain or enable the emergence of different work design features as well as influence the relationships between work design features and various outcomes. We highlight how different forms of Context might impact work design and suggest that this is an important and potentially fruitful area for future work design research and theory. Copyright © 2010 John Wiley & Sons, Ltd.
Taryn Stanko - One of the best experts on this subject based on the ideXlab platform.
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FSSBs and Elderly Care: Exploring the Role of Organizational Context on Employees’ Overall Health and Work–Family Balance Satisfaction
Journal of Business and Psychology, 2019Co-Authors: Yasin Rofcanin, Mireia Las Heras, Pablo I. Escribano, Taryn StankoAbstract:Fierce competition coupled with an increasing presence of dual-earning couples and blurred boundaries between work and family, increasingly render work–family lives of employees important. In this Context, one strategy to enable employees achieve greater work–family interface is via Family Supportive Supervisor Behaviors (FSSBs), defined as supervisors’ informal discretion to implement family-friendly policies at work. Inspired by the growth in research on FSSBs, the over-arching goal of this study is to explore (a) the triggers of FSSBs from an Organizational Context perspective and (b) the role of FSSBs as a mechanism to translate the impact of Organizational Context on subordinates’ overall health and work–family balance satisfaction. Furthermore, we expand our model by integrating the (c) role of supervisors’ and subordinates’ elderly care responsibilities as an individual boundary condition to explain how the FSSBs unfold and for whom they are most effective. Using the Work–Home Resources model (i.e., W-HR model; Ten Brummelhuis & Bakker, 2012 ), we test our hypotheses with matched data of subordinates and their supervisors collected in El Salvador and Peru. Our model was largely supported. Findings point to the importance of Organizational and supervisor support as well as the importance of involvement with elder-care responsibilities in driving FSSBs and enhancing employee perceptions of health and their work–family balance satisfaction.
Frederick P Morgeson - One of the best experts on this subject based on the ideXlab platform.
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CommentaryWork design in situ: Understanding the role of occupational and Organizational Context
2020Co-Authors: Frederick P Morgeson, Erich C Dierdorff, Jillian L HmurovicAbstract:Summary Despite nearly 100 years of scientific study, comparatively little attention has been given to articulating how the broader occupational and Organizational Context might impact work design. We seek to address this gap by discussing how aspects of the occupational and Organizational Context can constrain or enable the emergence of different work design features as well as influence the relationships between work design features and various outcomes. We highlight how different forms of Context might impact work design and suggest that this is an important and potentially fruitful area for future work design research and theory. Copyright # 2010 John Wiley & Sons, Ltd.
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work design in situ understanding the role of occupational and Organizational Context
Journal of Organizational Behavior, 2010Co-Authors: Frederick P Morgeson, Erich C Dierdorff, Jillian L HmurovicAbstract:Despite nearly 100 years of scientific study, comparatively little attention has been given to articulating how the broader occupational and Organizational Context might impact work design. We seek to address this gap by discussing how aspects of the occupational and Organizational Context can constrain or enable the emergence of different work design features as well as influence the relationships between work design features and various outcomes. We highlight how different forms of Context might impact work design and suggest that this is an important and potentially fruitful area for future work design research and theory. Copyright © 2010 John Wiley & Sons, Ltd.
Zoltán Lippényi - One of the best experts on this subject based on the ideXlab platform.
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Beyond Formal Access: Organizational Context, Working From Home, and Work–Family Conflict of Men and Women in European Workplaces
Social Indicators Research, 2018Co-Authors: Tanja Van Der Lippe, Zoltán LippényiAbstract:Working from home has become engraved in modern working life. Although advocated as a solution to combine work with family life, surprisingly little empirical evidence supports that it decreases work–family conflict. In this paper we examine the role of a supportive Organizational Context in making working from home facilitate the combination of work and family. Specifically, we address to what extent perceptions of managerial support, ideal worker culture, as well as the number of colleagues working from home influence how working from home relates to work–family conflict. By providing insight in the role of the Organizational Context, we move beyond existing research in its individualistic focus on the experience of the work–family interface. We explicitly address gender differences since women experience more work–family conflict than men. We use a unique, multilevel Organizational survey, the European Sustainable Workforce Survey conducted in 259 organizations, 869 teams and 11,011 employees in nine countries (Bulgaria, Finland, Germany, Hungary, Netherlands, Portugal, Spain, Sweden, United Kingdom). Results show that an ideal worker culture amplifies the increase in work family conflict due to working from home, but equally for men and women. On the other hand, women are more sensitive to the proportion of colleagues working from home, and the more colleagues are working from home the less conflict they experience.
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beyond formal access Organizational Context working from home and work family conflict of men and women in european workplaces
Social Indicators Research, 2018Co-Authors: Tanja Van Der Lippe, Zoltán LippényiAbstract:Working from home has become engraved in modern working life. Although advocated as a solution to combine work with family life, surprisingly little empirical evidence supports that it decreases work–family conflict. In this paper we examine the role of a supportive Organizational Context in making working from home facilitate the combination of work and family. Specifically, we address to what extent perceptions of managerial support, ideal worker culture, as well as the number of colleagues working from home influence how working from home relates to work–family conflict. By providing insight in the role of the Organizational Context, we move beyond existing research in its individualistic focus on the experience of the work–family interface. We explicitly address gender differences since women experience more work–family conflict than men. We use a unique, multilevel Organizational survey, the European Sustainable Workforce Survey conducted in 259 organizations, 869 teams and 11,011 employees in nine countries (Bulgaria, Finland, Germany, Hungary, Netherlands, Portugal, Spain, Sweden, United Kingdom). Results show that an ideal worker culture amplifies the increase in work family conflict due to working from home, but equally for men and women. On the other hand, women are more sensitive to the proportion of colleagues working from home, and the more colleagues are working from home the less conflict they experience.