Leslie B. Hammer

Bio: Leslie B. Hammer is an academic researcher from Oregon Health & Science University. The author has contributed to research in topics: Work–family conflict & Job satisfaction. The author has an hindex of 45, co-authored 138 publications receiving 9036 citations. Previous affiliations of Leslie B. Hammer include Bowling Green State University & University of Bologna.

Workplace social support and work-family conflict: A meta-analysis clarifying the influence of general and work-family-specific supervisor and organizational support

Abstract: This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work–family-specific supervisor and organizational support and work–family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work–family conflict: perceived organizational support (POS); supervisor support; perceived organizational work–family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work–family support. Results show work–family-specific constructs of supervisor support and organization support are more strongly related to work–family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work–family-specific supervisor indirectly relate to work–family conflict via organizational work–family support. These results demonstrate that work–family-specific support plays a central role in individuals’ work–family conflict experiences.

Clarifying work-family intervention processes: the roles of work-family conflict and family-supportive supervisor behaviors.

Abstract: Drawing on a conceptual model integrating research on training, work–family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisor training and self-monitoring intervention designed to increase supervisors' use of family-supportive supervisor behaviors. Pre- and postintervention surveys were completed, 9 months apart, by 239 employees at 6 intervention (N = 117) and 6 control (N = 122) grocery store sites. Thirty-nine supervisors in the 6 intervention sites received the training consisting of 1 hr of self-paced computer-based training, 1 hr of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to facilitate on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions, and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, whereas negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work–family intervention development and evaluation are discussed.

Development and validation of a multidimensional scale of perceived work-family positive spillover.

Abstract: Although the benefits of participating in both work and family have been recognized for more than 30 years (Sieber, 1974), limited empirical research exists. One reason for this oversight is the absence of a well-established scale to measure these benefits. We present a new multidimensional scale of perceived work–family positive spillover. We conducted two studies that aided the development and validation of this scale. Our scale measures three types of work–family positive spillover: behavior-based instrumental positive spillover, value-based instrumental positive spillover, and affective positive spillover. Each of these three types of positive spillover occurs in two directions: from work to family and from family to work. We further evaluate the scale’s construct validity in relation to role satisfaction and self-reported mental health.

Getting There from Here: Research on the Effects of Work-Family Initiatives on Work-Family Conflict and Business Outcomes.

Abstract: Many employing organizations have adopted work-family policies, programs, and benefits. Yet managers in employing organizations simply do not know what organizational initiatives actually reduce work-family conflict and how these changes are likely to impact employees and the organization. We examine scholarship that addresses two broad questions: first, do work-family initiatives reduce employees' work-family conflict and/or improve work-family enrichment? Second, does reduced work-family conflict improve employees' work outcomes and, especially, business outcomes at the organizational level? We review over 150 peer-reviewed studies from a number of disciplines in order to summarize this rich literature and identify promising avenues for research and conceptualization. We propose a research agenda based on four primary conclusions: the need for more multi-level research, the necessity of an interdisciplinary approach, the benefits of longitudinal studies that employ quasi-experimental or experimental designs and the challenges of translating research into practice in effective ways.

Using Multivariate Statistics

Abstract: Thank you for downloading using multivariate statistics. As you may know, people have look hundreds times for their favorite novels like this using multivariate statistics, but end up in infectious downloads. Rather than reading a good book with a cup of tea in the afternoon, instead they juggled with some harmful bugs inside their laptop. using multivariate statistics is available in our digital library an online access to it is set as public so you can download it instantly. Our books collection saves in multiple locations, allowing you to get the most less latency time to download any of our books like this one. Merely said, the using multivariate statistics is universally compatible with any devices to read.

Paradigms Lost and Pragmatism Regained Methodological Implications of Combining Qualitative and Quantitative Methods

Abstract: This article examines several methodological issues associated with combining qualitative and quantitative methods by comparing the increasing interest in this topic with the earlier renewal of interest in qualitative research during the 1980s. The first section argues for the value of Kuhn’s concept of paradigm shifts as a tool for examining changes in research fields such as social science research methodology. The next two sections consider the initial rise of the “metaphysical paradigm” that justified the renewed interest in qualitative research and the subsequent problems that have encouraged efforts to replace that paradigm. The final section of the paper advocates a “pragmatic approach” as a new guiding paradigm in social science research methods, both as a basis for supporting work that combines qualitative and quantitative methods and as a way to redirect our attention to methodological rather than metaphysical concerns.