Organizational approaches to work-family conflict: Testing an integrative model

2003 ◽  
Author(s):  
Lindsay B. Flye ◽  
Mark D. Agars ◽  
Janet L. Kottke
Keyword(s):  
Family Conflict ◽  
Integrative Model ◽  
Work Family Conflict ◽  
Work Family

An integrative model of perceived available support, work–family conflict and support mobilisation

2006 ◽  
Vol 12 (2) ◽  
pp. 160-178 ◽  
Author(s):  
Sandra A Lawrence
Keyword(s):  
Family Conflict ◽  
Integrative Model ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Stress Buffering ◽  
Research And Practice ◽  
Comprehensive Examination ◽  
Secondary Appraisal ◽  
Work Family ◽  
Support Work

ABSTRACTWork–family conflict is impacting on increasingly larger numbers of employees. It is therefore important to identify ways in which the negative effects of this stressor can be ameliorated. In this paper an integrative model of perceived available support, work–family conflict and support mobilisation is developed to explore how perceptions of support availability can help employees to cope with work–family conflict. This model is an explicit reflection of the theory of stress-buffering during secondary appraisal, and extends existing theory by incorporating the principles of both the stress-matching and source of support frameworks. The theoretical model enables a more comprehensive examination of the conditions under which stress-buffering is effective in countering the demands of work–family conflict. Implications for research and practice are discussed.

An integrative model of perceived available support, work–family conflict and support mobilisation

2006 ◽  
Vol 12 (2) ◽  
pp. 160-178 ◽  
Author(s):  
Sandra A Lawrence
Keyword(s):  
Family Conflict ◽  
Integrative Model ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Stress Buffering ◽  
Research And Practice ◽  
Comprehensive Examination ◽  
Secondary Appraisal ◽  
Work Family ◽  
Support Work

ABSTRACTWork–family conflict is impacting on increasingly larger numbers of employees. It is therefore important to identify ways in which the negative effects of this stressor can be ameliorated. In this paper an integrative model of perceived available support, work–family conflict and support mobilisation is developed to explore how perceptions of support availability can help employees to cope with work–family conflict. This model is an explicit reflection of the theory of stress-buffering during secondary appraisal, and extends existing theory by incorporating the principles of both the stress-matching and source of support frameworks. The theoretical model enables a more comprehensive examination of the conditions under which stress-buffering is effective in countering the demands of work–family conflict. Implications for research and practice are discussed.

The role of polychronicity and intrinsic motivation as personality traits on frontline employees’ job outcomes

2016 ◽  
Vol 8 (2) ◽  
pp. 177-196 ◽  
Author(s):  
Mustafa Daskin ◽  
Ozlem Altunoz Surucu
Keyword(s):  
Intrinsic Motivation ◽  
Family Conflict ◽  
Management Practices ◽  
Integrative Model ◽  
Frontline Employees ◽  
Work Family Conflict ◽  
Content Type ◽  
Service Setting ◽  
Work Family ◽  
The Impact

Purpose – The purpose of this paper is to investigate the impact of polychronicity and intrinsic motivation on frontline employees (FLEs)’ work-family conflict, and service recovery performance (SRP) in a service setting. Design/methodology/approach – In this survey, a total number of 312 usable questionnaires were personally retrieved from FLEs in the research location. The hypothesized relationships were tested using hierarchical regression analysis. This paper presented an integrative model to test the aforementioned effects and relationships. Findings – Polychronicity and intrinsic motivation had negative impact on work-family conflict and positive impact on SRP. Significantly, while gender was found to be positively related to work-family conflict, on the other hand, job tenure was found to be negatively related to work-family conflict. Practical implications – This paper provides implications for managers in terms of minimizing the negative effects of work-family conflict and maximizing the FLEs’ SRP. Also, this study provides useful guidelines to implement effective management practices and improve organizational outcomes within the service setting of Peninsular Malaysia. Originality/value – Theoretically, the current study by examining the untried effects and relationships such as the effect of intrinsic motivation on work-family conflict, the effect of polychronicity on FLEs’ work-family conflict and SRP lends further contribution to the related literature.

Work–Family Conflict in the Organization: Do Life Role Values make a Difference?

2000 ◽  
Vol 26 (5) ◽  
pp. 1031-1054 ◽  
Author(s):  
Dawn S. Carlson ◽  
K. Michele Kacmar
Keyword(s):  
State Government ◽  
Family Conflict ◽  
Integrative Model ◽  
Government Employees ◽  
Work Family Conflict ◽  
Antecedents And Consequences ◽  
Work Family ◽  
Life Roles

The values an individual places on various life roles may have implications for experienced work–family conflict. Using an integrative model of work–family conflict, comparisons between 314 state government employees who highly valued work and those who highly valued family (measured by centrality, priorities, and importance) revealed a variety of differences with respect to the antecedents and consequences of experienced work–family conflict. These differences suggest that the addition of life role values to the study of work–family conflict offers a unique and potentially important contribution.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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