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.

Control and the Health Effects of Work–Family Conflict: A Longitudinal Test of Generalized Versus Specific Stress Buffering

2020 ◽  
Vol 61 (3) ◽  
pp. 324-341
Author(s):  
Philip Badawy ◽  
Scott Schieman
Keyword(s):  
Health Effects ◽  
Family Conflict ◽  
Process Model ◽  
Physical Symptoms ◽  
Health Study ◽  
Work Family Conflict ◽  
Schedule Control ◽  
Stress Buffering ◽  
Resource Schedule ◽  
Work Family

The stress associated with work-to-family conflict (WFC) and family-to-work conflict (FWC) is well documented. However, surprisingly little is known about the resources that moderate the effects of work–family conflict on health over time. Using four waves of panel data from the Canadian Work, Stress, and Health Study (2011–2017; n = 11,349 person-wave observations), we compare how a core psychosocial resource (personal mastery) and a salient organizationally based resource (schedule control) moderate the health effects of WFC and FWC. After establishing these health effects related to distress and physical symptoms, we discover that mastery has generalized stress-buffering functions whereby it alleviates the health effects of both WFC and FWC. In contrast, schedule control has asymmetrical moderating functions: It attenuates the health effects of WFC only. These findings elaborate and sharpen the scope of resources as moderators in the stress process model—and we integrate these ideas with other conceptual models like the job demands-resources model.

Does Organizational Work–Family Support Benefit Temporary and Permanent Employees Equally in a Work–Family Conflict Situation in Relation to Job Satisfaction and Emotional Energy at Work and at Home?

2016 ◽  
Vol 38 (1) ◽  
pp. 124-148 ◽  
Author(s):  
Saija Mauno ◽  
Mervi Ruokolainen
Keyword(s):  
Job Satisfaction ◽  
Family Support ◽  
Family Conflict ◽  
Temporary Workers ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Emotional Energy ◽  
Work Family ◽  
High Work ◽  
At Home

This study examined whether work–family support (WF support) buffers permanent and temporary workers similarly against the negative effects of work–family conflict as regard job satisfaction and emotional energy level at work and at home. A total of 1,719 Finnish nurses participated in this study in 2009. The results revealed that high coworker WF support protected temporary workers against the negative effects of high work–family conflict on emotional energy at work. Furthermore, temporary workers with low coworker WF support were at greater risk of job dissatisfaction and diminished emotional energy at home than were their permanent colleagues in the presence of high work–family conflict. Temporary workers may benefit more from coworker WF support if they experience work–family conflict. This should be considered in developing family-friendly practices in organizations where temporary contracts are relatively common.

scholarly journals Gender as a moderator between work-family conflict, job and family satisfaction

2018 ◽  
Vol 7 (3) ◽  
pp. 1-12
Author(s):  
Abigail Opoku Mensah ◽  
Eunice Fay Amissah ◽  
Adjoa Afedua Nsaful
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Sampling Technique ◽  
Family Satisfaction ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Junior Staff ◽  
Multi Stage ◽  
Work Family ◽  
The Relationship

The study examined the effect of work-family conflict on job and family satisfaction among university junior staff in Ghana. It further tested the moderating role of gender on the relationship between work-family conflict dimensions and job and family satisfaction. A quantitative approach was adopted. A multi-stage sampling technique was employed to select 339 respondents. Descriptive and inferential statistics were used to analyse the data. The results revealed a negative effect of work-family conflict on both job satisfaction and family satisfaction. Further analysis showed that gender moderates the relationship between work-family conflict (FIW) and family satisfaction. Recommendations are made to the University authorities and employees on how to minimize the negative effects of work-family which can lead to better job and family satisfaction in this paper.Keywords: work-family conflict, job satisfaction, family satisfaction, gender, junior staff

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