Topic
Work–family conflict
About: Work–family conflict is a research topic. Over the lifetime, 3201 publications have been published within this topic receiving 140403 citations.
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1,607 citations
01 Jun 2001
TL;DR: This article examined global employee perceptions regarding the extent their work organization is family-supportive (FSOP) and found that FSOP responses related significantly to the number of family-friendly benefits offered by the organization, benefit usage, and perceived family support from supervisors.
Abstract: The present study examines global employee perceptions regarding the extent their work organization is family-supportive (FSOP). Data gathered from 522 participants employed in a variety of occupations and organizations indicated that FSOP responses related significantly to the number of family-friendly benefits offered by the organization, benefit usage, and perceived family support from supervisors. FSOP responses also explained a significant amount of unique variance associated with work–family conflict, job satisfaction, organizational commitment, and turnover intentions above and beyond the variance explained by the number of family-friendly benefits available by the organization and supervisor support. Results indicated that FSOP mediates the relationship between family-friendly benefits available and the dependent variables of work–family conflict, affective commitment, and job satisfaction. FSOP also mediated the relationship between supervisor support and work–family conflict. The results underscore the important role that perceptions of the overall work environment play in determining employee reactions to family-friendly benefit policies.
1,597 citations
01 Jun 1999
TL;DR: In this paper, the authors developed a measure of work-family culture (i.e., the shared assumptions, beliefs, and values regarding the extent to which an organization supports and values the integration of employees' work and family lives) and examined its relationship to work family benefit utilization, organizational attachment, and work family conflict.
Abstract: We developed a measure of work–family culture (i.e., the shared assumptions, beliefs, and values regarding the extent to which an organization supports and values the integration of employees' work and family lives) and examined its relationship to work–family benefit utilization, organizational attachment, and work–family conflict. Using survey data from 276 managers and professionals, we identified three dimensions of work–family culture: managerial support for work–family balance, career consequences associated with utilizing work–family benefits, and organizational time expectations that may interfere with family responsibilities. As predicted, perceptions of a supportive work–family culture were related to employees' use of work–family benefits. Both work–family benefit availability and supportive work–family culture were positively related to affective commitment and negatively related to work–family conflict and intentions to leave the organization. In addition, the three culture dimensions were found to have unique relationships with these behaviors and attitudes.
1,584 citations
1,500 citations
TL;DR: In this paper, an integrative model of the work-family interface was developed and tested, which extended prior work by Frone, Russell, and Cooper (1992a) and incorporated role-related behavior and behavioral intentions into the model.
1,449 citations