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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TL;DR: In this paper, a multi-dimensional measure of work-family enrichment is developed and validated using five samples, consisting of three dimensions from the family to work direction (development, affect, and efficiency).
1,030 citations
TL;DR: A meta-analysis of the literature examining the relations among stressors, involvement, and support in the work and family domains, work-family conflict, and satisfaction outside of those domains suggests that a considerable amount of variability in family satisfaction is explained by work domain-specific variables, while job and family stress has the strongest effects on work- family conflict and cross-domain satisfaction.
Abstract: This meta-analysis is a review of the literature examining the relations among stressors, involvement, and support in the work and family domains, work-family conflict, and satisfaction outside of those domains. Results suggest that a considerable amount of variability in family satisfaction is explained by work domain-specific variables, whereas a considerable amount of variability in job satisfaction is explained by family domain-specific variables, with job and family stress having the strongest effects on work-family conflict and cross-domain satisfaction. The authors propose future directions for research on work and family issues focusing on other explanatory mechanisms and moderators of cross-domain relations.
1,025 citations
TL;DR: 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 andWork-family conflict to demonstrate that work- family-specific support plays a central role in individuals' work- Family conflict experiences.
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.
987 citations
TL;DR: In this paper, an organizing framework and theoretical model of work-family conflict was examined, based on 1080 correlations from 178 samples, which indicated that work role stressors (job stressors, role conflict, role ambiguity, role overload, time demands, parental demands, number of children/dependents), family social support (family support, spousal support), family characteristics (family climate), and personality (internal locus of control, negative affect/neuroticism) are antecedents of family-to-work conflict (FWC).
Abstract: This study provides and meta-analytically examines an organizing framework and theoretical model of work–family conflict. Results, based on 1080 correlations from 178 samples, indicate that work role stressors (job stressors, role conflict, role ambiguity, role overload, time demands), work role involvement (job involvement, work interest/centrality), work social support (organizational support, supervisor support, coworker support), work characteristics (task variety, job autonomy, family friendly organization), and personality (internal locus of control, negative affect/neuroticism) are antecedents of work-to-family conflict (WFC); while family role stressors (family stressors, role conflict, role ambiguity, role overload, time demands, parental demands, number of children/dependents), family social support (family support, spousal support), family characteristics (family climate), and personality (internal locus of control, negative affect/neuroticism) are antecedents of family-to-work conflict (FWC). In addition to hypothesized results, a revised model based on study findings indicates that work role stressors (job stressors, role conflict, role ambiguity, role overload) and work social support (organizational support, supervisor support, coworker support) are predictors of FWC; while family role stressors (family stressors, role conflict, role ambiguity, role overload), family involvement (family interest/centrality), family social support (family support, spousal support), and family characteristics (family climate) are predictors of WFC. Copyright © 2010 John Wiley & Sons, Ltd.
974 citations
TL;DR: The authors investigated the impact of formal and informal work-family practices on both work-to-family and family to work conflict (WFC, FWC) and a broad set of job-related outcomes.
952 citations