The Effects of Internal Career Orientation on Multiple Dimensions of Work-Family Conflict

The relationship of internal career orientations with 3 forms of work-family conflict (time-based, strain-based, and behavior-based) is examined in this study. In addition, work-family conflict is considered bi-directionally, using both work interference with family and family interference with work. A sample of 247 Executive MBAs with multiple demands was used to study this complex relationship. The findings suggest that those with a getting free internal career orientation experienced the greatest levels of strain-based work interference with family and both behavior-based forms of conflict. Furthermore, those that were getting high experienced the most time-based work interference with family conflict.     

African American Marital Satisfaction as a Function of Work-Family Balance and Work-Family Conflict and Implications for Social Workers

African Americans are more likely than any other race/ethnic group to report lower levels of marital satisfaction. Due to numerous benefits of marriage such as better physical and mental health, it is important to identify factors that impact African American marital satisfaction. This study examines the impact of work-family conflict and work-family balance on African American marital satisfaction. The results reveal a negative relationship between work-family conflict and marital satisfaction as well as differences in work-family factors that predict husbands' verses wives' marital satisfaction. The article offers implications for social work.     

Family Influences on College Students' Anticipated Work-Family Conflict,Social Self-Efficacy,and Self-Esteem

The authors sought to test work-family conflict (WFC) theory by examining how family relationships may influence WFC, social self-efficacy, and self-esteem. They developed and tested a structural model of the relationship between family career influence and self-esteem through the mediating variables of anticipated emotion-based WFC, behavior-based WFC, and the cognitive variable of social self-efficacy. Data were collected from 301 college students (208 women, 93 men) and analyzed using structural equation modeling. Results indicated that family career influence positively related to college students' self-esteem through the mediating variables of social self-efficacy and emotion-based WFC. Behavior-based WFC did not function as a mediating variable. When focusing on issues related to students' self-esteem, career counselors should address ways that family influences anticipated emotion-based WFC and use interventions designed to increase social self-efficacy. Future researchers should consider and test additional mediating factors that may help explain how the dimensions of WFC relate to self-esteem.     

The Role of Organizational Size and Industry in Job Quality and Work-Family Relationships

In this study we update analyses of the 1977 QES (Zipp, 1991) using data from the 1997 National Study of the Changing Workforce. We use hierarchical linear modeling procedures to partition the variance in a wide variety of indicators of workers' experiences. Most variation was associated with the individual level of analysis, but significant and nontrivial variation also was associated with the organizational and industrial levels. Although workers in smaller organizations reported lower earnings, fewer benefits, and less education than their counterparts in larger organizations, they also reported experiencing less discrimination, better fit between their actual and desired work hours, more supportive work environments and loyalty to their employers, less burnout or interference between work and family, and shorter commute times.     

Job Segregation and Gender Differences in Work-Family Spillover Among White-Collar Workers

We test two propositions in this paper: (1) work-family conflict varies with gender composition and hours on the job; and (2) women will experience more tension between work and family responsibilities than will men. Using a sample of white-collar workers, we measured work-family conflict with a composite scale tapping negative job-to-home spillover. Workgroup composition had no effect on men's reported work-family conflict, while work hours was positively associated with work-family conflict. For women, longer work hours and tokenism in the immediate workgroup increased perceptions of work-family conflict, but unexpectedly, the interaction of work hours and tokenism was negatively related to work-family conflict. We explored several possible arguments for this contrary finding.     

Bridging the work-family policy and productivity gap: A literature review

This paper uses both qualitative and quantitative methods to examine the relationship between work-family conflict and six work outcomes: performance, turnover, absenteeism, organizational commitment, job involvement, and burnout. Also reviewed are studies on the effects of employer (work-family) policies aimed at reducing such conflict. Policies to aid employees in managing work and family roles can be expensive, and studies show that they are often marginally effective. The review shows that relationships between work-family policies and organizational effectiveness is mixed and their connection to work-family conflict often under-examined. Work-family conflict is a critical link that may shed light on policy impacts. Suggestions on how future studies can build bridges between practitioners and academics and more clearly examine organizational effectiveness links are provided.     

CHAPTER 3: The Economic and Psychosocial Consequences of Disability:

No abstract available for this article.     

An Examination of Employed Mothers' Work-Family Narratives and Perceptions of Husbands' Support

Abstract

In this study I examine the role of husbands' supportive communication practices in serving to mediate some of the common problems that are often experienced by employed mothers. The problems that are examined in this study are work-family conflict, stress, inequity in the division of labor, and double bind beliefs. Employed mothers completed open-ended narratives of recent work-family conflicts. Wives' perceptions of their husbands' supportive communication practices were examined in the narratives. Either the presence or absence of husbands' concern was related to women's perception of inequity and work-family conflict, while husbands' participation was related to double bind beliefs. Collectively, the husbands' support practices of minimizing child care concerns, avoidance of housework, expressions of concern about housework, and participation in child care accounted for 15% of the variance in women's marital satisfaction.     

Employee work-to-family role boundary management in the family business

Family-owned organizations present a unique opportunity to study work-to-family boundary management. Boundary theory suggests that work-to-family boundary dynamics may be different in family businesses, and that family businesses are not a neutral ground for individual employees’ segmentation preferences. The present study draws on the sociocognitive processes underlying boundary theory to explain how the family business context may affect family and nonfamily employees’ work-to-family role management differently. The study examines the work-to-family role boundary configurations of 149 family and non-family employees in family businesses. Results suggest that family employee status buffers against undesirable effects of segmentation preferences in the family business context. For family employees, segmentation preferences were associated with lower work-to-family conflict and unassociated with turnover intentions. For non-family employees, segmentation preferences were associated with higher work-to-family conflict and turnover intentions. Implications for work–family theory and family business successorship and work–family policy are discussed.     

The influence of job and parental strain on typically and atypically developing children: a vicious circle?

This theoretical article tries to answer the question how job and parental strain influence the development of children. We propose a conceptual model with possible mediators and moderators of the relationship between job strain and child development. Research shows that parents experiencing strain are less involved with their children. Several propositions are developed regarding the consequences of reduced involvement for the child. It is proposed that children with stressed parents are more likely to become insecurely attached and have fewer modelling opportunities. These relationships should not be as severe for children with an Autism Spectrum Disorder, and more severe for children with an Attention Deficit Hyperactivity Disorder. However, it is also proposed that maladaptive child development leads to more parental strain. Implications for future research are discussed.     

Conflicts in Family Relations,Children's Emotions and Agency

What kind of conflicts and tensions do children experience with other children and adults in the family? Content analysis of 32 thematic interviews with 10‐ to 13‐year‐old children revealed that while conflicts often concern daily actions, tasks and routines, they also relate to decision‐making and fair treatment or to matters threatening the child's sense of emotional security. Parental conflicts and conflicts in child–parent relationships often arouse negative emotions that lead children to suppress their agency. However, conflicts, particularly those between siblings, may also open up possibilities for negotiation and agency.     

The Effects of Work Demands and Resources on Work‐to‐Family Conflict and Facilitation

This article uses a differential salience‐comparable salience approach to examine the effects of work demands and resources on work‐to‐family conflict and facilitation. The analysis is based on data from 1,938 employed adults living with a family member who were interviewed for the 1997 National Study of the Changing Workforce. The results support the differential salience approach by indicating that time‐ and strain‐based work demands show relatively strong positive relationships to work‐to‐family conflict, whereas enabling resources and psychological rewards show relatively strong positive relationships to work‐to‐family facilitation. The availability of time‐based family support policies and work‐family organizational support is negatively related to conflict and positively related to facilitation, thereby supporting the comparable salience approach.     

Family Relationships and Religious Identities of GLBQ Christians

ABSTRACT

Nonheterosexual individuals are half as likely as their heterosexual counterparts to report a religious identity. Gay, lesbian, bisexual, and queer (GLBQ) emerging adults who maintain a religious identity and affiliation throughout their adolescent and young adult years challenge dominant narratives of sexuality and religion (Pew, 2012, 2013). This study contextualizes these demographic findings and considers their impact on family life and sexual identity. The authors present data from 11 qualitative interviews with GLBQ individuals between the ages of 20 and 25. Results are presented in a model describing how participants constructed a GLBQ Christian identity, and how they perceive the acceptance of their identities in both their families and church communities.     

Reprogramming Femininity? The Construction of Gender Identities in the Israeli Hi‐tech Industry between Global and Local Gender Orders

Based on the study of gender identities in the Israeli hi‐tech sector, this article sets out to explore the doing of gender in a context comprised of two cultural repertoires characterized by divergent and contradictory fundamental assumptions: the new masculine transnational economy and pro‐natalist Israeli society. The article demonstrates how, by manoeuvering and moving between these global and local cultural repertoires, privileged Israeli hi‐tech women enact and construct a ‘new femininity’ that simultaneously challenges both the discourse of the ‘ideal hi‐tech worker’ and that of traditional Israeli femininity. This new femininity, I argue, is grounded in a local translation of the ‘family friendly organization’ discourse.     

The Relationship Between Work-to-Family Conflict and Family-to-Work Conflict: A Longitudinal Study

The relationship between work-to-family conflict and family-to-work conflict was tested using a longitudinal research design with 234 dual-earner couples caring for both children and aging parents. Two waves of mailed survey data were collected. The mediating effects of role-related satisfaction were hypothesized to link these two forms of work-family conflict. The analytical steps for determining mediating effects followed suggestions by Baron and Kenny (1986). The results failed to show significant mediating effects of role-related satisfaction between the two forms of conflict over time for both husbands and wives, contrary to suggestions by Frone, Yardley, and Markel (1997). Instead, positive, direct relationships between the two types of work-family conflict were found. Limitations and implications are discussed.     

A study of a multidimensional model of work–family conflict among Iranian employees

The majority of studies of the work–family interface have been carried out in Western societies. They also have some limitations in measuring conflict between work and family domains. This paper reports on a study of 387 male and female Iranian employees from a variety of organizations, using a six-dimensional model of work–family conflict (Carlson, Kacmar, & Williams, 2000) to assess both the nature and construct of conflict. The study used a questionnaire based on existing measures, translated from English to Persian and then back-translated to English. Using confirmatory factor analysis (CFA) the validity and cross validity of the model on employees and across gender was assessed. The final results of the analysis support the generalizability of the six-dimensional model of work–family conflict to the Iranian employees and across gender.     

Work and Family Research in the First Decade of the 21st Century

Scholarship on work and family topics expanded in scope and coverage during the 2000–2010 decade, spurred by an increased diversity of workplaces and of families, by methodological innovations, and by the growth of communities of scholars focused on the work‐family nexus. We discuss these developments as the backdrop for emergent work‐family research on six central topics: (a) gender, time, and the division of labor in the home; (b) paid work: too much or too little; (c) maternal employment and child outcomes; (d) work‐family conflict; (e) work, family, stress, and health; and (f) work‐family policy. We conclude with a discussion of trends important for research and suggestions about future directions in the work‐family arena.     

Health-life agreement: Conceptualization of a new construct and measurement

Health-life agreement (HLA) is the ability to meet demands in three life domains (i.e. work, family, and self) to the level of personal satisfaction without experiencing emotions that can affect the self or the others negatively. In this study, the authors developed a scale to measure the construct of HLA. The results of the k-means cluster analysis revealed four different profiles of HLA (i.e. harmonious, carefree, exhausted, and nonharmonious). The authors found that harmonious people scored highest in positive outcomes (i.e. health-promoting lifestyle behaviors and life satisfaction) and nonharmonious group scored highest in negative outcomes (i.e. turnover intention and aggression in relationships).     

Effects of Commitment and Psychological Centrality on Fathering

Propositions from identity theory suggest that interactional and affective commitment to a role identity affects the psychological centrality of that role identity. In turn, the centrality of one's role identity translates into role performance ( Stryker & Serpe, 1994 ). This conceptual model was tested with a sample of 186 fathers in first marriages with at least one child 18 years or younger. The results showed that fathers who perceived their wives as evaluating them positively as fathers were more likely to report higher levels of involvement in child‐related activities and place greater importance on the father role identity. This prominence, in turn, was associated with higher levels of involvement.