The Experts below are selected from a list of 399375 Experts worldwide ranked by ideXlab platform
Tal Katznavon - One of the best experts on this subject based on the ideXlab platform.
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a longitudinal study of an intervention to improve road safety climate climate as an organizational boundary spanner
Journal of Applied Psychology, 2015Co-Authors: Eitan Naveh, Tal KatznavonAbstract:This study presents and tests an intervention to enhance organizational climate and expands existing conceptualization of organizational climate to include its influence on employee behaviors outside the organization's physical boundaries. In addition, by integrating the literatures of climate and Work-Family Interface, the study explored climate spillover and crossover from work to the home domain. Focusing on an applied practical problem within organizations, we investigated the example of road safety climate and employees' and their families' driving, using a longitudinal study design of road safety intervention versus control groups. RESULTS demonstrated that the intervention increased road safety climate and decreased the number of traffic violation tickets and that road safety climate mediated the relationship between the intervention and the number of traffic violation tickets. Road safety climate spilled over to the family domain but did not cross over to influence family members' driving. (PsycINFO Database Record (c) 2014 APA, all rights reserved). Language: en
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longitudinal study of road safety climate intervention climate as organizational boundary spanner
Academy of Management Proceedings, 2014Co-Authors: Eitan Naveh, Tal KatznavonAbstract:The study presents and tests an intervention to enhance organizational climate and expands existing conceptualization of organizational climate to include its influence on employees' behaviors outside the organization's physical boundaries. In addition, by integrating the literatures of climate and Work-Family Interface, the study explores climate spillover and crossover from work to the home domain. Focusing on an applied practical problem within organizations, we investigated the example of road safety climate and employees' and their families' driving using a longitudinal study design of road safety intervention- versus control-groups. Results demonstrated that the intervention increased road safety climate and decreased the number of violation tickets, and that road safety climate mediated the relationship between the intervention and the number of violation tickets. Road safety climate spilled over to the family domain but had not crossed over to influence the family members driving.
Russell A. Matthews - One of the best experts on this subject based on the ideXlab platform.
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how work family research can finally have an impact in organizations
Industrial and Organizational Psychology, 2011Co-Authors: Ellen Ernst Kossek, Boris B. Baltes, Russell A. MatthewsAbstract:Although work–family research has mushroomed over the past several decades, an implementation gap persists in putting work–family research into practice. Because of this, work–family researchers have not made a significant impact in improving the lives of employees relative to the amount of research that has been conducted. The goal of this article is to clarify areas where implementation gaps between work–family research and practice are prevalent, discuss the importance of reducing these gaps, and make the case that both better and different research should be conducted. We recommend several alternative but complementary actions for the work–family researcher: (a) work with organizations to study their policy and practice implementation efforts, (b) focus on the impact of rapid technological advances that are blurring work–family boundaries, (c) conduct research to empower the individual to self-manage the work–family Interface, and (d) engage in advocacy and collaborative policy research to change institutional contexts and break down silos. Increased partnerships between industrial–organizational (I–O) psychology practitioners and researchers from many industries and disciplines could break down silos that we see as limiting development of the field.
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advancing measurement of work and family domain boundary characteristics
Journal of Vocational Behavior, 2010Co-Authors: Russell A. Matthews, Janet L Barnesfarrell, Carrie A BulgerAbstract:Abstract Recent research offers promising theoretical frameworks for thinking about the work–family Interface in terms of the boundaries individuals develop around work and family. However, measures for important constructs proposed by these theories are needed. Using two independent samples, we report on the refinement of existing boundary flexibility measures. Additionally, inter-domain transitions are introduced as a theoretically sound conceptualization of the frequency with which the work and family domains come in contact. Results from Study 1 further support the existence of two flexibility factors, willingness and ability, for the work and family domains, respectively. Results from Study 2 provide evidence for the nomological network surrounding the flexibility and inter-domain transitions measures in relation to role centrality, perceptions of domain blurring, and family-supportive organizational perceptions. Also, as hypothesized, boundary flexibility predicted inter-domain transitions, and inter-domain transitions predicted work–family conflict, with additional support for several hypothesized mediated effects between these constructs.
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work to relationship conflict crossover effects in dual earner couples
Journal of Occupational Health Psychology, 2006Co-Authors: Russell A. Matthews, Regan E Del Priore, Linda K Acitelli, Janet L BarnesfarrellAbstract:To better understand the outcomes for couples whose work interferes with their relationships, with an emphasis on the crossover effects that can occur in close relationships, we examined experienced work-to-relationship conflict and perceptions of partner's work-to-relationship conflict for both members of 113 dual-earner couples. Outcomes of interests included relationship tension, health symptoms, and relationship satisfaction. Results indicate that personal work-to-relationship conflict and perceptions of partner's work-to-family conflict were related to personal as well as partner outcomes; a variety of direct crossover effects were demonstrated. The actor-partner interdependence model was incorporated to account for issues of interdependent data that naturally occur in relationship dyads, a methodological issue not typically addressed and accounted for in the dyadic Work-Family Interface literature.
Eitan Naveh - One of the best experts on this subject based on the ideXlab platform.
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a longitudinal study of an intervention to improve road safety climate climate as an organizational boundary spanner
Journal of Applied Psychology, 2015Co-Authors: Eitan Naveh, Tal KatznavonAbstract:This study presents and tests an intervention to enhance organizational climate and expands existing conceptualization of organizational climate to include its influence on employee behaviors outside the organization's physical boundaries. In addition, by integrating the literatures of climate and Work-Family Interface, the study explored climate spillover and crossover from work to the home domain. Focusing on an applied practical problem within organizations, we investigated the example of road safety climate and employees' and their families' driving, using a longitudinal study design of road safety intervention versus control groups. RESULTS demonstrated that the intervention increased road safety climate and decreased the number of traffic violation tickets and that road safety climate mediated the relationship between the intervention and the number of traffic violation tickets. Road safety climate spilled over to the family domain but did not cross over to influence family members' driving. (PsycINFO Database Record (c) 2014 APA, all rights reserved). Language: en
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longitudinal study of road safety climate intervention climate as organizational boundary spanner
Academy of Management Proceedings, 2014Co-Authors: Eitan Naveh, Tal KatznavonAbstract:The study presents and tests an intervention to enhance organizational climate and expands existing conceptualization of organizational climate to include its influence on employees' behaviors outside the organization's physical boundaries. In addition, by integrating the literatures of climate and Work-Family Interface, the study explores climate spillover and crossover from work to the home domain. Focusing on an applied practical problem within organizations, we investigated the example of road safety climate and employees' and their families' driving using a longitudinal study design of road safety intervention- versus control-groups. Results demonstrated that the intervention increased road safety climate and decreased the number of violation tickets, and that road safety climate mediated the relationship between the intervention and the number of violation tickets. Road safety climate spilled over to the family domain but had not crossed over to influence the family members driving.
Dawn S Carlson - One of the best experts on this subject based on the ideXlab platform.
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the work family Interface and promotability boundary integration as a double edged sword
Journal of Management, 2016Co-Authors: Samantha C Paustianunderdahl, Jonathon R B Halbesleben, Dawn S Carlson, Michele K KacmarAbstract:Based on role accumulation theory and boundary theory we propose and examine a model that represents the process by which family involvement influences promotability through enrichment, and the moderating roles of employees’ boundary management preferences (i.e., segmentation/integration) in that process. Data collected from 347 registered nurses and their supervisors (N = 40) across three periods showed that as employees’ family involvement increases, they are able to accumulate resources from their family role and transfer them to the workplace. This increase in family-to-work enrichment (FWE) benefits employees by increasing supervisor perceptions of employees’ promotability. As hypothesized, an integrating boundary management preference serves as a double-edged sword for employees such that it strengthens the positive influence of family involvement on FWE, but weakens the relationship between FWE and supervisor perceptions of promotability.
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do the benefits of family to work transitions come at too great a cost
Journal of Occupational Health Psychology, 2015Co-Authors: Dawn S Carlson, Michele K Kacmar, Suzanne Zivnuska, Merideth FergusonAbstract:This research examines the impact of role boundary management on the Work-Family Interface, as well as on organizational (job embeddedness) and family (relationship tension) outcomes. First, we integrate conservation of resources theory with crossover theory, to build a theoretical model of Work-Family boundary management. Second, we extend prior work by exploring positive and negative paths through which boundary management affects work and family outcomes. Third, we incorporate spouse perceptions to create a dynamic, systems-perspective explanation of the Work-Family Interface. Using a matched sample of 639 job incumbents and their spouses, we found that family-to-work boundary transitions was related to the job incumbents' work-to-family conflict, work-to-family enrichment, and job embeddedness as well as the boundary management strain transmitted to the spouse. We also found that the boundary management strain transmitted to the spouse mediated the relationship between family-to-work boundary transitions and both work-to-family conflict and work-to-family enrichment. Finally, we found significant indirect effects between family-to-work boundary transitions and job embeddedness and relationship tension through both the boundary management strain transmitted to the spouse and the incumbent's Work-Family conflict, but not through Work-Family enrichment. Thus, family-to-work boundary transitions offer some benefits to the organization by contributing to job embeddedness, but they also come at a cost in that they are associated with Work-Family conflict and relationship tension. We discuss the study's implications for theory, research, and practice while suggesting new research directions.
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health and turnover of working mothers after childbirth via the work family Interface an analysis across time
Journal of Applied Psychology, 2011Co-Authors: Dawn S Carlson, Joseph G Grzywacz, Merideth Ferguson, Emily M Hunter, Randall C Clinch, Thomas A ArcuryAbstract:This study examined organizational levers that impact work–family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on women’s health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research.
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measuring the positive side of the work family Interface development and validation of a work family enrichment scale
Journal of Vocational Behavior, 2006Co-Authors: Dawn S Carlson, Michele K Kacmar, Julie Holliday Wayne, Joseph G GrzywaczAbstract:Abstract Based on current conceptualizations of enrichment, or the positive side of the work–family Interface, a multi-dimensional measure of work–family enrichment is developed and validated using five samples. The final 18 item measure consists of three dimensions from the work to family direction (development, affect, and capital) and three dimensions from the family to work direction (development, affect, and efficiency). The validity of the scale was established by assessing the content adequacy, dimensionality, reliability, factor structure invariance, convergent validity, divergent validity, and its relationship to work and family correlates.
Ellen Ernst Kossek - One of the best experts on this subject based on the ideXlab platform.
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changing work and work family conflict evidence from the work family and health network
American Sociological Review, 2014Co-Authors: Erin L Kelly, Kelly D Davis, Cassandra A. Okechukwu, Leslie B. Hammer, Phyllis Moen, Ellen Ernst Kossek, Michael J Oakes, Wen Fan, Rosalind Berkowitz King, Ginger C. HansonAbstract:Schedule control and supervisor support for family and personal life are work resources that may help employees manage the Work-Family Interface. However, existing data and designs have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (a) training supervisors on the value of demonstrating support for employees’ personal lives and (b) prompting employees to reconsider when and where they work. We find statistically significant, though modest, improvements in employees’ Work-Family conflict and family time adequacy and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brings greater benefits to employees more vulnerable to Work-Family conflict. This study advances our understanding of the impact of social structures on individual lives by investigating deliberate organizational changes and their effects on work resources and the Work-Family Interface with a rigorous design.
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work family conflict family supportive supervisor behaviors fssb and sleep outcomes
Journal of Occupational Health Psychology, 2014Co-Authors: Tori L Crain, Leslie B. Hammer, Phyllis Moen, Ellen Ernst Kossek, Todd Bodner, Richard Lilienthal, Orfeu M. BuxtonAbstract:Although critical to health and well-being, relatively little research has been conducted in the organizational literature on linkages between the Work-Family Interface and sleep. Drawing on conservation of resources theory, we use a sample of 623 information technology workers to examine the relationships between Work-Family conflict, family-supportive supervisor behaviors (FSSB), and sleep quality and quantity. Validated wrist actigraphy methods were used to collect objective sleep quality and quantity data over a 1 week period of time, and survey methods were used to collect information on self-reported Work-Family conflict, FSSB, and sleep quality and quantity. Results demonstrated that the combination of predictors (i.e., work-to-family conflict, family-to-work conflict, FSSB) was significantly related to both objective and self-report measures of sleep quantity and quality. Future research should further examine the Work-Family Interface to sleep link and make use of interventions targeting the Work-Family Interface as a means for improving sleep health.
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how work family research can finally have an impact in organizations
Industrial and Organizational Psychology, 2011Co-Authors: Ellen Ernst Kossek, Boris B. Baltes, Russell A. MatthewsAbstract:Although work–family research has mushroomed over the past several decades, an implementation gap persists in putting work–family research into practice. Because of this, work–family researchers have not made a significant impact in improving the lives of employees relative to the amount of research that has been conducted. The goal of this article is to clarify areas where implementation gaps between work–family research and practice are prevalent, discuss the importance of reducing these gaps, and make the case that both better and different research should be conducted. We recommend several alternative but complementary actions for the work–family researcher: (a) work with organizations to study their policy and practice implementation efforts, (b) focus on the impact of rapid technological advances that are blurring work–family boundaries, (c) conduct research to empower the individual to self-manage the work–family Interface, and (d) engage in advocacy and collaborative policy research to change institutional contexts and break down silos. Increased partnerships between industrial–organizational (I–O) psychology practitioners and researchers from many industries and disciplines could break down silos that we see as limiting development of the field.
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work and life integration organizational cultural and individual perspectives
2005Co-Authors: Ellen Ernst Kossek, Susan J LambertAbstract:Contents: Series Forewords. Foreword. Part I: Introductory Chapters. E.E. Kossek, S.J. Lambert, "Work-Life Scholarship": Voice and Context. S.M. MacDermid, (Re)Considering Conflict Between Work and Family. Part II: Organizational Perspectives. F.J. Milliken, L.M. Dunn-Jensen, The Changing Time Demands of Managerial and Professional Work: Implications for Managing the Work-Life Boundary. P.M. Valcour, L.W. Hunter, Technology, Organizations, and Work-Life Integration. K.H. Roberts, V.M. Desai, P. Madsen, Organizational Reliability, Flexibility, and Security. S.J. Lambert, E. Waxman, Organizational Stratification: Distributing Opportunities for Balancing Work and Personal Life. P. Moss, H. Salzman, C. Tilly, When Firms Restructure: Understanding Work-Life Outcomes. K.L. Sutton, R.A. Noe, Family-Friendly Programs and Work-Life Integration: More Myth Than Magic? J.K. Fletcher, L. Bailyn, The Equity Imperative: Redesigning Work for Work-Family Integration. Part III: Individual Perspectives. A. Friede, A.M. Ryan, The Importance of the Individual: How Self-Evaluations Influence the Work-Family Interface. J.R. Edwards, N.P. Rothbard, Work and Family Stress and Well-Being: An Integrative Model of Person-Environment Fit Within and Between the Work and Family Domains. E.E. Kossek, B.A. Lautsch, S.C. Eaton, Flexibility Enactment Theory: Implications of Flexibility Type, Control, and Boundary Management for Work-Family Effectiveness. S.A.Y. Poelmans, The Decision Process Theory of Work and Family. M.D. Lee, S.M. MacDermid, P.L. Dohring, E.E. Kossek, Professionals Becoming Parents: Socialization, Adaptation, and Identity Transformation. J.N. Cleveland, What Is Success? Who Defines It?: Perspectives on the Criterion Problem as It Relates to Work and Family. Part IV: Cultural and Social Perspectives. S. Lewis, L. Haas, Work-Life Integration and Social Policy: A Social Justice Theory and Gender Equity Approach to Work and Family. W.R. Poster, Three Reasons for a Transnational Approach to Work-Life Policy. A.C. Edmondson, J.R. Detert, The Role of Speaking Up in Work-Life Balancing. S.I. Giga, C.L. Cooper, The Development of Psychosocial Capital in Organizations: Implications for Work and Family Life. K. Hopkins, Supervisor Support and Work-Life Integration: A Social Identity Perspective. M. Pitt-Catsouphes, B. Googins, Recasting the Work-Family Agenda as a Corporate Social Responsibility. Part V: Summary Chapters: Future Directions. M.N. Ruderman, Connecting Theory and Practice. S.J. Lambert, E.E. Kossek, Future Frontiers: Enduring Challenges and Established Assumptions in the Work-Life Field.
