The Experts below are selected from a list of 334632 Experts worldwide ranked by ideXlab platform
Monique Valcour - One of the best experts on this subject based on the ideXlab platform.
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Across the continuum of satisfaction with Work-Family Balance: Work hours, flexibility-fit, and Work-Family culture
Social science research, 2012Co-Authors: Tay Mcnamara, Marcie Pitt-catsouphes, Christina Matz-costa, Melissa Brown, Monique ValcourAbstract: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.
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Work-based resources as moderators of the relationship between work hours and satisfaction with Work-Family Balance.
The Journal of applied psychology, 2007Co-Authors: Monique ValcourAbstract:This study reports an investigation of the relationships of work hours, job complexity, and control over work time to satisfaction with Work-Family Balance. Based on data from a sample of 570 telephone call center representatives, a moderated hierarchical regression analysis revealed that work hours were negatively related to satisfaction with Work-Family Balance, consistent with the resource drain perspective. Job complexity and control over work time were positively associated with satisfaction with Work-Family Balance. Control over work time moderated the relationship such that as work hours rose, workers with low control experienced a decline in Work-Family Balance satisfaction, while workers with high control did not. Results encourage greater research attention to work characteristics, such as job complexity and control over work time, and skills that represent resources useful to the successful integration of work and family demands.
Joseph G. Grzywacz - One of the best experts on this subject based on the ideXlab platform.
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A Longitudinal Examination of Work–Family Balance among Working Mothers in the United States: Testing Bioecological Theory
Journal of Family and Economic Issues, 2021Co-Authors: Hassan Raza, Joseph G. Grzywacz, Miriam Linver, Brad Van Eeden-moorefield, Soyoung LeeAbstract:The current study used a bioecological framework to examine three moderated-mediation models testing the mediating effects of positive work-to-family spillover and positive family-to-work spillover in the relationship between a nonstandard work schedule and work–family Balance as well as between relationship quality and work-to-family Balance. The moderating effects of education, family–friendly workplace policies, and race in the aforementioned models also were tested. Path analyses were used with longitudinal data from four-time periods to test the models. Results showed family-to-work spillover mediated the relationship between relationship quality and work–family Balance in two models, whereas the availability of family–friendly policies significantly moderated these relationships. Relationship quality was one of the most consistently significant variables across all models, suggesting its role in helping establish Work-Family Balance is particularly influential regardless of context. Implications and directions for future research are discussed.
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A Longitudinal Examination of Work–Family Balance among Working Mothers in the United States: Testing Bioecological Theory
Journal of Family and Economic Issues, 2021Co-Authors: Hassan Raza, Joseph G. Grzywacz, Miriam Linver, Brad Van Eeden-moorefield, Soyoung LeeAbstract:The current study used a bioecological framework to examine three moderated-mediation models testing the mediating effects of positive work-to-family spillover and positive family-to-work spillover in the relationship between a nonstandard work schedule and work–family Balance as well as between relationship quality and work-to-family Balance. The moderating effects of education, family–friendly workplace policies, and race in the aforementioned models also were tested. Path analyses were used with longitudinal data from four-time periods to test the models. Results showed family-to-work spillover mediated the relationship between relationship quality and work–family Balance in two models, whereas the availability of family–friendly policies significantly moderated these relationships. Relationship quality was one of the most consistently significant variables across all models, suggesting its role in helping establish Work-Family Balance is particularly influential regardless of context. Implications and directions for future research are discussed.
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Work-Family Balance and Supervisor Appraised Citizenship Behavior: The Link of Positive Affect
Journal of Behavioral and Applied Management, 2013Co-Authors: Dawn S. Carlson, Joseph G. Grzywacz, K. Michele Kacmar, Bennett J. Tepper, Dwayne WhittenAbstract:We use broaden and build theory (Fredrickson, 1998; 2001) to examine the relationship between workfamily Balance and organizational citizenship behaviors (OCB), and the extent to which these relationships are mediated by positive affect. Using a sample of 205 supervisor-subordinate dyads, we found that subordinate Work-Family Balance predicted supervisors’ appraisals of subordinate’s engagement in both organization and individual OCB and was fully mediated by positive affect rated by the subordinate. Additionally, we found that these fully mediated relationships held when positive affect was measured by the supervisor.
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Job Adequacy and Work-Family Balance: Looking at Jobs as a Whole
Journal of Family Issues, 2010Co-Authors: Brenda L. Bass, Joseph G. GrzywaczAbstract:Using an ecological person—process—context model and recent conceptualization of the “employment continuum,” this study examines differences in components of work—family Balance among individuals in diverse types of jobs ranging from “inadequate” to “optimal.” Cross-sectional data from the 1997 National Study of the Changing Workforce (n = 2,877) were used to test differences in work-to-family conflict and enrichment among individuals whose jobs have different constellations of favorable structural and psychosocial attributes. Results suggest jobs enriched with both structural and psychosocial attributes contribute to better work—family Balance by reducing conflict and promoting enrichment. Similar patterns occurred regardless of family employment arrangement, but dual earner men reported higher levels of conflict compared with women when holding inadequate jobs. The pattern of results suggests that viewing jobs holistically is important for understanding the work—family interface.
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Is Work-Family Balance more than conflict and enrichment?
Human relations; studies towards the integration of the social sciences, 2009Co-Authors: Dawn S. Carlson, Joseph G. Grzywacz, Suzanne ZivnuskaAbstract:This study deepens our theoretical and practical understanding of Work-Family Balance, defined as the 'accomplishment of role-related expectations that are negotiated and shared between an individual and his/her role-related partners in the work and family domains' (Grzywacz & Carlson, 2007: 458). We develop a new measure of Work-Family Balance and establish discriminant validity between it, Work-Family conflict, and Work-Family enrichment. Further, we examine the relationship of Work-Family Balance with six key work and family outcomes. Results suggest that Balance explains variance beyond that explained by traditional measures of conflict and enrichment for five of six outcomes tested: job satisfaction, organizational commitment, family satisfaction, family performance, and family functioning. We conclude with a discussion of the applications of our work.
Shirley Hsiao-li Sun - One of the best experts on this subject based on the ideXlab platform.
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Re-Producing Citizens: Gender, Employment, and Work-Family Balance Policies in Singapore
Journal of Workplace Rights, 2009Co-Authors: Shirley Hsiao-li SunAbstract:In this article, I explore the effectiveness of state Work-Family Balance policies in shaping individual reproductive decisions in Singapore, the city-state that ranked third in the Global Competitiveness Report 2009–2010 (World Economic Forum, 2009). I draw on in-depth data from interviews with women of childbearing years, as well as data from focus group discussions with women and their peers, spouses, prospective spouses, and parents. Major findings suggest that to be effective, the state’s Work-Family Balance policy measures have to recognize citizens’ diverse life plans as well as the attendant requests for certain state benefits and workplace rights— such as expanding the quota for paid maternity and paternity leave, having family leave financed by the government rather than by the employer, protecting individuals from dismissal on the grounds of leave of absence, and guaranteeing Singaporean workers the right to request shorter, flexible working hours. Despite the limitations of nonprobability sampling, this study indicates that individual preference is associated with an individual’s educational attainment and ethnicity. Finally, this study concludes that the effectiveness of any Work-Family Balance policy is a function not merely of individual aspirations but also of the perceived consequences of meeting workplace expectations; thus, the current policies are particularly ineffective in addressing the concerns of employees in private firms. Taken together, these findings suggest that the state needs to reconsider the economic production-at-all-cost approach and become more proactive in supporting workers’ right to paid employment and family life. *The author wishes to thank Singapore Ministry of Education Academic Research Fund Tier 1 for their financial support for this project.
B.j.h. Arachchige - One of the best experts on this subject based on the ideXlab platform.
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Relationship between Alternative Work Schedules and Work-Family Balance of Managerial and Non-Managerial Employees: An Investigation in Consumer Durable Sector in Colombo District, Sri Lanka
Human Resource Management Journal, 2017Co-Authors: Mpfmb Perera, B.j.h. ArachchigeAbstract:Area of the Study This study seeks to explore the relationship between alternative work schedules and workfamily Balance of managerial and non-managerial employees of the consumer durable sector in Colombo district, Sri Lanka. Problem of the Study There is an empirical knowledge gap in the relationship between alternative work schedules and Work-Family Balance of employees in Sri Lanka. Therefore, the main objective of this research is to identify the relationship between alternative work schedules and Work-Family Balance of employees in the consumer durable sector in the Colombo district, Sri Lanka. Method of the study The data were collected from a sample of 200 employees in two consumer durable companies in Colombo district. A structured questionnaire which consisted 32 items based on alternative work schedules and 21 items for Work-Family Balance with five point Likert scales were used to collect primary data. The analyses were done by using univariate analysis and correlation analysis with the SPSS (16.0 Version). Findings of the Study It was found that alternative work schedules options have a positive relationship with the Work-Family Balance of employees in the consumer durable sector in Sri Lanka. Conclusion of the Study It was found that there is a strong positive correlation between alternative work schedule options and Work-Family Balance except flexplace work. The results of the correlation analysis showed flextime, part-time and shift work have a strong positive correlation and flexplace has a weak positive correlation. Keywords : Work-Family Balance, Flextime, Flexplace, Shift work, Part-time employment
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Relationship between Work-Family Balance and Job Performance of Academics: A study on Selected National Universities in Sri Lanka
SSRN Electronic Journal, 2015Co-Authors: Vidyanee Vithanage, B.j.h. ArachchigeAbstract:Work-Family Balance is a challenging issue for many working adults. As far as Sri Lanka is concerned employees’ awareness and perception about Work-Family Balance is very limited in comparison to Western countries. Academics in Sri Lanka are no exceptions and they receive very little or no family-friendly support from universities as they struggle to achieve a Balance between work and family with their never-ending workload. The main research objective of this study was to investigate the relationship between university academics’ Work-Family Balance and job performance. Further this study aimed to find the dimensional impact of Work-Family Balance on job performance of university academics. With the purpose of accomplishing the aforesaid objectives, a self-administered survey was carried out among 200 university academics that belong to the University of Sri Jayewardenapura, University of Colombo, University of Kelaniya and the University of Ruhuna. The sample was selected based on simple random sampling from the management faculties of the respective universities. This research study has found a statistically significant positive relationship between Work-Family Balance and job performance among academics. It was also found that a significant positive relationship existed between Work-Family Balance dimensions and job performance. Multiple regression analysis revealed satisfaction Balance as the major contributor to job performance. These results are useful to the university administration to make policies to increase academics’ work life and family life through adopting supportive work environment.
Kan Shi - One of the best experts on this subject based on the ideXlab platform.
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Antecedents and outcomes of a fourfold taxonomy of Work-Family Balance in Chinese employed parents.
Journal of occupational health psychology, 2009Co-Authors: Oi Ling Siu, Paul E. Spector, Kan ShiAbstract:The study provided validity evidence for a fourfold taxonomy of Work-Family Balance that comprises direction of influence (work to family vs. family to work) and types of effect (Work-Family conflict vs. Work-Family facilitation). Data were collected from 189 employed parents in China. The results obtained from a confirmatory factor analysis supported the factorial validity of the fourfold taxonomy of Work-Family Balance with a Chinese sample. Child care responsibilities, working hours, monthly salary, and organizational family-friendly policy were positively related to the conflict component of Work-Family Balance; whereas new parental experience, spouse support, family-friendly supervisors and coworkers had significant positive effects on the facilitation component of Work-Family Balance. In comparison with the inconsistent effects of Work-Family conflict, work to family facilitation had consistent positive effects on work and life attitudes. The implications of findings in relation to China and other countries are discussed in the paper.
