an article by Laurent M. Lapierre and Yanhong Li (University of Ottawa, Ontario, Canada), Ho Kwong Kwan (Tongji University, Shanghai, China), Jeffrey H. Greenhaus (Drexel University, Philadelphia, Pennsylvania, USA), Marco S. DiRenzo (Naval Postgraduate School, Monterey, California, USA) and Ping Shao (California State University at Sacramento, California, USA) published in Journal of Organizational Behavior Volume 39 Issue 4 (May 2018)
Summary
This study meta‐analytically examined theoretically derived antecedents of both directions of work-family enrichment (sometimes labeled facilitation or positive spillover), namely, work-family enrichment and family-work enrichment. Contextual and personal characteristics specific to each domain were examined.
Resource‐providing (e.g., social support and work autonomy) and resource‐depleting (e.g., role overload) contextual characteristics were considered. Domain‐specific personal characteristics included the individuals' psychological involvement in each domain, the centrality of each domain, and work engagement.
Results based on 767 correlations from 171 independent studies published between 1990 and 2016 indicate that several contextual and personal characteristics have significant relationships with enrichment. Although those associated with work tend to have stronger relationships with work-family enrichment and those associated with family tend to have stronger relationships with family-work enrichment, several antecedent variables have significant relationships with both directions of enrichment. Resource‐providing contextual characteristics tend to have stronger relationships with enrichment than do resource‐depleting characteristics.
There was very little evidence of gender being a moderator of relationships between contextual characteristics and enrichment.
Lastly, meta‐analytic structural equation modeling provided evidence that a theoretical path model wherein work engagement mediates between several contextual characteristics and enrichment is largely generalizable across populations.
Full text (PDF 17pp)
Showing posts with label work-family_enrichment. Show all posts
Showing posts with label work-family_enrichment. Show all posts
Saturday, 19 May 2018
Wednesday, 8 May 2013
Exploring the linkage between the home domain and absence from work: Health, motivation, or both?
an article by Lieke L. ten Brummelhuis (Erasmus University Rotterdam, Rotterdam, the Netherlands and University of Pennsylvania, Philadelphia, USA), Claartje L. ter Hoeven (University of Amsterdam, the Netherlands), Menno D. T. de Jong (University of Twente, Enschede, the Netherlands) and Bram Peper (Erasmus University Rotterdam, the Netherlands) published in Journal of Organizational Behavior Volume 34 Issue 3 (April 2013)
Summary
The aim of this study was twofold.
First, we examined depleting and enriching effects of employees’ home domain (home demands and quality time spent at home) on unscheduled absence from work.
Second, we tested the assumption of the medical and withdrawal models that absence duration and frequency are uniquely predicted by respectively health condition and job motivation.
We used longitudinal, different-source data from 1,014 employees. The results showed that home quality time was negatively related to absence frequency and duration in the following year through a physical pathway (less physical stress symptoms and health complaints) and through a psychological pathway (less psychological stress symptoms, increased job motivation).
Employees with heavy home demands reported more physical and psychological stress symptoms, more health complaints, and lower job motivation. Accordingly, they had longer and more frequent sick leaves in the consecutive year.
We conclude that the home domain adds to our understanding of absence from work. In addition, the model including cross pathways between health complaints and job motivation on the one hand, and absence frequency and duration on the other, best fitted the data. Thus, a clear distinction between volitional absence (frequency) and absence due to illness (duration) seems hard to justify.
Copyright © 2012 John Wiley & Sons, Ltd.
Summary
The aim of this study was twofold.
First, we examined depleting and enriching effects of employees’ home domain (home demands and quality time spent at home) on unscheduled absence from work.
Second, we tested the assumption of the medical and withdrawal models that absence duration and frequency are uniquely predicted by respectively health condition and job motivation.
We used longitudinal, different-source data from 1,014 employees. The results showed that home quality time was negatively related to absence frequency and duration in the following year through a physical pathway (less physical stress symptoms and health complaints) and through a psychological pathway (less psychological stress symptoms, increased job motivation).
Employees with heavy home demands reported more physical and psychological stress symptoms, more health complaints, and lower job motivation. Accordingly, they had longer and more frequent sick leaves in the consecutive year.
We conclude that the home domain adds to our understanding of absence from work. In addition, the model including cross pathways between health complaints and job motivation on the one hand, and absence frequency and duration on the other, best fitted the data. Thus, a clear distinction between volitional absence (frequency) and absence due to illness (duration) seems hard to justify.
Copyright © 2012 John Wiley & Sons, Ltd.
Monday, 16 April 2012
The family-relatedness of work decisions: …
A framework and agenda for theory and research
an article by Jeffrey H. Greenhaus (Drexel University, USA) and Gary N. Powell (University of Connecticut, USA) published in Journal of Vocational Behavior Volume 80 Issue 2 (April 2012)
Abstract
Due to global trends such as the increased labour force participation of women, the growing presence of dual-earner couples and single parents in the labour force, and changing values regarding the importance of life balance, individuals’ work decisions are being increasingly influenced by family considerations. However, the “family-relatedness” of work decisions, or the extent to which family situations are considered in these decisions, has not been systematically examined.
We propose a framework to examine the family-relatedness of work decisions and a broad agenda for future theory and research to test and extend the framework.
an article by Jeffrey H. Greenhaus (Drexel University, USA) and Gary N. Powell (University of Connecticut, USA) published in Journal of Vocational Behavior Volume 80 Issue 2 (April 2012)
Abstract
Due to global trends such as the increased labour force participation of women, the growing presence of dual-earner couples and single parents in the labour force, and changing values regarding the importance of life balance, individuals’ work decisions are being increasingly influenced by family considerations. However, the “family-relatedness” of work decisions, or the extent to which family situations are considered in these decisions, has not been systematically examined.
We propose a framework to examine the family-relatedness of work decisions and a broad agenda for future theory and research to test and extend the framework.
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