The Experts below are selected from a list of 238599 Experts worldwide ranked by ideXlab platform
Megan M. Sweeney - One of the best experts on this subject based on the ideXlab platform.
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Work-Family Conflict and retirement preferences.
The journals of gerontology. Series B Psychological sciences and social sciences, 2006Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:This study investigates relationships between retirement preferences and perceived levels of Work-Family Conflict. Using the large sample of 52-54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived Work-Family Conflict, evaluated the extent to which Work-Family Conflict was a mediating mechanism between stressful work and family circumstances and preferences to retire, and explored potential gender differences in the association between Work-Family Conflict and preferring retirement. Work-Family Conflict was positively related to preferences for both full and partial retirement. Yet Work-Family Conflict did not appear to mediate relationships between stressful work and family environments and retirement preferences, nor did significant gender differences emerge in this association. Our analyses provide the first direct evidence of the role played by Work-Family Conflict in the early stages of the retirement process, although we were not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking Work-Family Conflict to retirement preferences is an important task for future researchers.
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Work–Family Conflict and Retirement Preferences
Journals of Gerontology Series B-psychological Sciences and Social Sciences, 2005Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:Objectives. This study investigates relationships between retirement preferences and perceived levels of work–family Conflict. Methods. Using the large sample of 52–54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived work–family Conflict, evaluated the extent to which work–family Conflict was a mediating mechanism between stressful work and family circumstances and preferences to retire, and explored potential gender differences in the association between work–family Conflict and preferring retirement. Results. Work–family Conflict was positively related to preferences for both full and partial retirement. Yet work– family Conflict did not appear to mediate relationships between stressful work and family environments and retirement preferences, nor did significant gender differences emerge in this association. Discussion. Our analyses provide the first direct evidence of the role played by work–family Conflict in the early stages of the retirement process, although we were not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking work–family Conflict to retirement preferences is an important task for future researchers.
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Work-Family Conflict and Retirement Preferences
California Center for Population Research, 2005Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:Objectives: This study investigates relationships between perceived levels of Work-Family Conflict and retirement preferences. Methods: Using the large sample of 52-54 year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimate multinomial logistic regression models of preferences for partial and full retirement within the next ten years. We examine the association between preferences for retirement and perceived Work-Family Conflict, evaluate the extent to which Work-Family Conflict is a mediating mechanism between stressful work and family circumstances and preferences for retirement, and explore potential gender differences in the association between Work-Family Conflict and retirement preferences. Results: Work-Family Conflict is positively related to preferences for both full and partial retirement. Yet Work-Family Conflict does not appear to mediate relationships between stressful work and family environments and retirement preferences, nor do significant gender differences emerge in this association. Discussion: Our analyses provide the first direct evidence of the role played by Work-Family Conflict in the early stages of the retirement process, although we are not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking Work-Family Conflict to retirement preferences is an important task for subsequent research.
James M. Raymo - One of the best experts on this subject based on the ideXlab platform.
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Work-Family Conflict and retirement preferences.
The journals of gerontology. Series B Psychological sciences and social sciences, 2006Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:This study investigates relationships between retirement preferences and perceived levels of Work-Family Conflict. Using the large sample of 52-54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived Work-Family Conflict, evaluated the extent to which Work-Family Conflict was a mediating mechanism between stressful work and family circumstances and preferences to retire, and explored potential gender differences in the association between Work-Family Conflict and preferring retirement. Work-Family Conflict was positively related to preferences for both full and partial retirement. Yet Work-Family Conflict did not appear to mediate relationships between stressful work and family environments and retirement preferences, nor did significant gender differences emerge in this association. Our analyses provide the first direct evidence of the role played by Work-Family Conflict in the early stages of the retirement process, although we were not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking Work-Family Conflict to retirement preferences is an important task for future researchers.
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Work–Family Conflict and Retirement Preferences
Journals of Gerontology Series B-psychological Sciences and Social Sciences, 2005Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:Objectives. This study investigates relationships between retirement preferences and perceived levels of work–family Conflict. Methods. Using the large sample of 52–54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived work–family Conflict, evaluated the extent to which work–family Conflict was a mediating mechanism between stressful work and family circumstances and preferences to retire, and explored potential gender differences in the association between work–family Conflict and preferring retirement. Results. Work–family Conflict was positively related to preferences for both full and partial retirement. Yet work– family Conflict did not appear to mediate relationships between stressful work and family environments and retirement preferences, nor did significant gender differences emerge in this association. Discussion. Our analyses provide the first direct evidence of the role played by work–family Conflict in the early stages of the retirement process, although we were not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking work–family Conflict to retirement preferences is an important task for future researchers.
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Work-Family Conflict and Retirement Preferences
California Center for Population Research, 2005Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:Objectives: This study investigates relationships between perceived levels of Work-Family Conflict and retirement preferences. Methods: Using the large sample of 52-54 year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimate multinomial logistic regression models of preferences for partial and full retirement within the next ten years. We examine the association between preferences for retirement and perceived Work-Family Conflict, evaluate the extent to which Work-Family Conflict is a mediating mechanism between stressful work and family circumstances and preferences for retirement, and explore potential gender differences in the association between Work-Family Conflict and retirement preferences. Results: Work-Family Conflict is positively related to preferences for both full and partial retirement. Yet Work-Family Conflict does not appear to mediate relationships between stressful work and family environments and retirement preferences, nor do significant gender differences emerge in this association. Discussion: Our analyses provide the first direct evidence of the role played by Work-Family Conflict in the early stages of the retirement process, although we are not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking Work-Family Conflict to retirement preferences is an important task for subsequent research.
Teresa Ciabattari - One of the best experts on this subject based on the ideXlab platform.
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single mothers social capital and work family Conflict
Journal of Family Issues, 2007Co-Authors: Teresa CiabattariAbstract:The purpose of this paper is to examine Work-Family Conflict among low-income, unmarried mothers. I examine how social capital affects Work-Family Conflict and how both social capital and Work-Family Conflict affect employment. I analyze the Fragile Families and Child Wellbeing Study, a national sample of non-marital births collected in 1998-2000 and 1999-2002. Results show that social capital reduces unmarried mothers' reports of Work-Family Conflict, especially for low-income women. In addition, mothers who report high levels of Work-Family Conflict are less likely to be employed; this pattern holds for women who are not looking for work as well as those who are. However, even at high levels of Conflict, low-income women are more likely to be employed. The results suggest that Work-Family Conflict has two consequences for unmarried women: it keeps them out of the labor force and makes it more difficult for women who want to work to maintain employment stability.
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Single Mothers, Social Capital, and Work–Family Conflict
Journal of Family Issues, 2007Co-Authors: Teresa CiabattariAbstract:The purpose of this paper is to examine Work-Family Conflict among low-income, unmarried mothers. I examine how social capital affects Work-Family Conflict and how both social capital and Work-Family Conflict affect employment. I analyze the Fragile Families and Child Wellbeing Study, a national sample of non-marital births collected in 1998-2000 and 1999-2002. Results show that social capital reduces unmarried mothers' reports of Work-Family Conflict, especially for low-income women. In addition, mothers who report high levels of Work-Family Conflict are less likely to be employed; this pattern holds for women who are not looking for work as well as those who are. However, even at high levels of Conflict, low-income women are more likely to be employed. The results suggest that Work-Family Conflict has two consequences for unmarried women: it keeps them out of the labor force and makes it more difficult for women who want to work to maintain employment stability.
Renee Fletcher - One of the best experts on this subject based on the ideXlab platform.
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The Work–Family Conflict Scale (WAFCS): Development and Initial Validation of a Self-report Measure of Work–Family Conflict for Use with Parents
Child Psychiatry & Human Development, 2015Co-Authors: Divna Haslam, Ania Filus, Alina Morawska, Matthew R. Sanders, Renee FletcherAbstract:This paper outlines the development and validation of the Work–Family Conflict Scale (WAFCS) designed to measure work-to-family Conflict (WFC) and family-to-work Conflict (FWC) for use with parents of young children. An expert informant and consumer feedback approach was utilised to develop and refine 20 items, which were subjected to a rigorous validation process using two separate samples of parents of 2–12 year old children (n = 305 and n = 264). As a result of statistical analyses several items were dropped resulting in a brief 10-item scale comprising two subscales assessing theoretically distinct but related constructs: FWC (five items) and WFC (five items). Analyses revealed both subscales have good internal consistency, construct validity as well as concurrent and predictive validity. The results indicate the WAFCS is a promising brief measure for the assessment of work–family Conflict in parents. Benefits of the measure as well as potential uses are discussed.
Ralph E Viator - One of the best experts on this subject based on the ideXlab platform.
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sources of work family Conflict in the accounting profession
Behavioral Research in Accounting, 2006Co-Authors: William R Pasewark, Ralph E ViatorAbstract:Turnover of experienced and well‐trained professionals continues to be a problem for accounting firms. Much of the turnover is among individuals who are trying to satisfy demands of both work and family. This study examines the sources of work‐family Conflict and their association with job outcomes in the accounting profession. One source of work‐family Conflict, work interfering with the family (WIF), is found to significantly relate to job satisfaction and turnover intentions. Females are much more likely than males to experience turnover intentions when their work interferes with their family. Another source, family interfering with work (FIW), is not significantly related to either job satisfaction or to turnover intentions when flexible work arrangements are offered, but is related to turnover intentions when flexible work arrangements are not offered. As currently offered, flexible work arrangements seem to be effective at reducing turnover related to FIW.
