Your work is interfering with our life! The influence of a significant other on employee job search activity

This research draws on family systems theory to examine the influence of the significant other on employees’ job search behaviours. Data from 102 matched pairs of employees and their significant others showed that significant others’ perception of the employee's work‐to‐family conflict was positively related to the employee's job search activity after controlling for employee self‐reported work‐to‐family conflict. Contributions and implications are discussed.     

Fit inside the work‐family black box: An ecology of the life course,cycles of control reframing

Scholars have not fully theorized the multifaceted, interdependent dimensions within the work‐family ‘black box’. Taking an ecology of the life course approach, we theorize common work‐family and adequacy constructs as capturing different components of employees' cognitive appraisals of fit between their demands and resources at the interface between home and work. Employees' appraisals of their work‐family linkages and of their relative resource adequacy are not made independently but, rather, co‐occur as identifiable constellations of fit. The life course approach hypothesizes that shifts in objective demands/resources at work and at home over the life course result in employees experiencing cycles of control, that is, corresponding shifts in their cognitive assessments of fit. We further theorize patterned appraisals of fit are key mediators between objective work‐family conditions and employees' health, well‐being and strategic adaptations. As a case example, we examine whether employees' assessments on 10 dimensions cluster together as patterned fit constellations, using data from a middle‐class sample of 753 employees working at Best Buy's corporate headquarters. We find no single linear construct of fit that captures the complexity within the work‐family black box. Instead, respondents experience six distinctive constellations of fit: one optimal; two poor; and three moderate fit constellations.     

Work and family domain stressors and support: Within‐ and cross‐domain influences on work–family conflict

The purpose of this study is to examine the within‐ and cross‐domain influences of work and family domain stressors and support on two forms of work–family conflict (i.e. WIF: work interference with family, and FIW: family interference with work). To test our hypotheses, we collected multi‐source data from 248 Hong Kong employees and their spouses. Among the proposed work domain antecedents of WIF, time commitment and work role expectation were significant. Among the proposed family domain antecedents of FIW, parental demands were significant. Direct cross‐domain effects included family role expectation and parental demand on WIF and work role expectation and family‐friendly policies on FIW. Tests of the moderating effects of work and family support resulted in support for both within‐domain and cross‐domain interactions. Implications for researchers and human resource managers are discussed.     

Shades of support: An empirical assessment of D&I policy support in organizations

In this research, we aim to develop a better understanding of the different ways in which employees can advance or resist the diversity and inclusion (D&I) policies implemented by their organization. To this end, we complement prior work by distinguishing between employees' attitudinal and behavioral opposition versus support for D&I policies. We combine these to distinguish different combinations of attitudinal and behavioral responses that characterize specific groups of employees, which we label opponents, bystanders, reluctants, and champions. In a large-scale survey study conducted among employees from seven organizations located in the Netherlands (n = 2913), we find empirical support for the validity of this taxonomy and its value in understanding the likelihood that employees advance or resist D&I policies. Furthermore, we find more convergence between attitudinal and behavioral support when employees perceive a more positive climate for inclusion. Together, these results advance existing scholarly work by providing both a theoretical account of and empirical evidence for the different ways in which D&I policies may find support or resistance from employees. In addition, our work offer practitioners a practical tool to examine the likelihood that D&I policies meet support or opposition from their employees and therefore enables them to design and implement more effective D&I interventions.     

Non‐standard work schedules and retention in the entry‐level hourly workforce

Non‐standard work schedules involve work outside the Monday–Friday daytime hours. Although research has heavily studied the health and family effects of such schedules, few studies have investigated their relationship to retention. We draw from Maertz and Campion's discussion of motivational forces that influence turnover to propose that employees on non‐standard schedules are more likely to quit their employer because of general job dissatisfaction and because of normative pressures from family and/or friends. Specifically, we hypothesized that employees on day shifts or weekday only schedules would remain with their employer longer than those who work on nonday shifts or on the weekends. We also hypothesized that perceived employment mobility would moderate the effects of non‐standard schedules on retention length. Hypotheses were tested among 3,178 retail employees who worked five different distinct shift arrangements and different weekday/weekend schedules. Cox regression analyses indicated that, as hypothesized, employees working nonday shifts or schedules including weekends remained with their employer for a shorter duration of time than employees not on such schedules. Perceived mobility moderated the schedule–turnover relationship, though not in the hypothesized manner. We discuss the theoretical and practical implications of these findings for work schedule assignment and retention strategies.     

The role of personal and key resources in the family‐to‐work enrichment process

Based on the work‐home resources model, the aim of the present research was to test a process model of family‐to‐work enrichment by examining whether self‐efficacy (i.e., personal resource) mediates the relationship between support from one's family and work engagement. Further, it was assumed that positive affectivity (i.e., key resource) moderates the relation between family support and self‐efficacy. Using an occupationally heterogeneous sample of Slovenian employees (n = 738), we found support for a mediating effect of self‐efficacy as well as for the moderating role of positive affectivity. In general, our results broaden the understanding of work‐family enrichment processes and provide support for the work‐home resources model. In addition, they point to the relevant role of personal and key resources in work‐family interactions.     

The curvilinear effect of work engagement on employees' turnover intentions

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work‐engaged employees have lower levels of turnover intentions than non‐engaged employees. However, in this research, we examined whether there is a dark side of work engagement. More precisely, we investigated whether the relationship between work engagement and employees' turnover intentions might be non‐linear. Based on two different samples, our results indicated that the relationship between work engagement and employees' turnover intentions is curvilinear. The theoretical and practical implications of these results are discussed.     

Capturing a More Complete View of Employees’ Lives Outside of Work: The Introduction and Development of New Interrole Conflict Constructs

This research introduces 4 new constructs that reflect interrole conflict (i.e., work‐to‐personal, personal‐to‐work, family‐to‐personal, and personal‐to‐family conflict) and provide a more complete view of the roles and responsibilities employees experience outside of work. An integration of interrole conflict literature and research on work and nonwork roles or domains highlights the importance of considering an individual's personal domain, which includes activities one pursues because of his or her own interests (e.g., friends, hobbies, community). Unfortunately, without conflict measures pertaining to this new role, researchers cannot clearly understand how roles other than family interfere with individuals’ work role including how interrole conflict impacts employees who do not have significant responsibilities in the family domain. Five phases of research across 4 separate samples were conducted in order to develop measures for the 4 new conflict constructs and to examine relationships with important work, family, life, and health outcomes. Findings from multisource data, including self‐rated, coworker‐rated, as well as single and nonsingle participants, show that the 4 new forms of interrole conflict have significant implications for employees and organizations.     

Does work–family conflict mediate the relationship between work–family culture and self‐reported distress? Evidence from five Finnish organizations

This study examined whether perceived work–family conflict would function as a mediator in the link between work–family culture perceptions and self‐reported distress. Data were obtained from employees (N=1,297) of five Finnish organizations representing both the public (local social and health care, school, and labour departments) and the private sectors (paper mill, IT company). The results showed that perceived work–family conflict functioned as a partial mediator between employees' perceptions of work–family culture and self‐reported distress in two organizations (i.e. in the social and health care department and paper mill), whereas the relationship turned out to be direct in the other three organizations (i.e. the education, labour departments and IT company). Thus, a supportive work–family culture was related directly and indirectly, through reduced work–family conflict, to the well‐being of employees.     

MARGARET THATCHER'S CHRISTIAN FAITH: A Case Study in Political Theology

Throughout the 1980s Margaret Thatcher dominated British and global politics. At the same time she maintained an active Christian faith, which she understood as shaping and informing her political choices and policies. In this article I argue that we can construct from Thatcher's key speeches, her memoirs, and her book on public policy a cultural “theo‐political” identity which guided her political decisions. Thatcher's identity was as an Anglo‐Saxon Nonconformist. This consisted of her belief in values such as thrift and hard work, care for the family and local neighbor, and charitable generosity; her belief in the renewal of the national British Christian spirit; and her notion of morality as the opportunity for free choice. Without a recognition of the centrality of her theo‐political identity, it is difficult to understand the values and beliefs which were central to her political life. The methodological issues raised by the construction of this theo‐political identity are examined in this article. The aim of the proposed methodology is to develop theological insights into a political phenomenon like Thatcher rather than make policy judgments or recommendations.     

Family boundary characteristics,work–family conflict and life satisfaction: A moderated mediation model

Although work–family border and boundary theory suggest individuals' boundary characteristics influence their work–family relationship, it is largely unknown how boundary flexibility and permeability mutually influence work–family conflict and subsequent employee outcomes. Moreover, the existing work–family conflict research has been mainly conducted in the United States and other Western countries. To address these gaps in the work–family literature, the present study examines a moderated mediation model regarding how family boundary characteristics may influence individuals' work–family conflict and life satisfaction with a sample of 278 Chinese full‐time employees. Results showed that employees' family flexibility negatively related to their perceived work interference with family (WIF) and family interference with work (FIW), and both these two relationships were augmented by individuals' family permeability. In addition, WIF mediated the relationship between family flexibility and life satisfaction; the indirect effect of family flexibility on life satisfaction via WIF was stronger for individuals with higher family permeability. The theoretical and managerial implications of these findings are discussed.     

Making Sense of the Barriers Women Face in the Information Technology Work Force: Standpoint Theory, Self-disclosure, and Causal Maps

Two theoretical perspectives (i.e., standpoint theory and the communication boundary management theory) were used to investigate the comments that 39 female information technology (IT) employees made during focus groups as they discussed issues related to workplace barriers and voluntary turnover. The revealed causal mapping method was used to analyze the women’s responses. Voluntary turnover decisions were influenced by work schedule flexibility, family responsibilities, work stress, job qualities, and lack of consistency in workplace policies. Perceived barriers to promotion were linked to lack of respect, ageism, stress, and work schedule flexibility. Differences emerged between explicitly stated and implicitly embedded responses. Women explicitly discussed issues consistent with previous IT research; however their implicit statements often addressed barriers not commonly linked with IT advancement and turnover concerns.     

Misalignment and Misperception in Preferences to Utilize Family‐Friendly Benefits: Implications for Benefit Utilization and Work–Family Conflict

Despite their increasing popularity, family‐friendly benefits are frequently underutilized. Drawing on literatures concerning social norms and pluralistic ignorance, this study examines the role of personal preference, group norm misalignment, and misperception of group norms on employees’ utilization of family‐friendly benefits. In 2 samples (154 firefighters and 440 nurses) across 3 data collection periods, we found that when employees’ preferences for benefit utilization were misaligned with the perceived group norm, they adjusted their family‐friendly benefit utilization in a manner congruent with the norm, even when that norm was misperceived. Further, we found that family‐friendly benefit utilization was negatively associated with work–family conflict. Together, our findings suggest that misperceived social norms regarding family‐friendly benefit utilization can lead to situations whereby employees do not utilize family‐friendly benefits because they mistakenly perceive utilization is not socially accepted and, as a result, experience higher work–family conflict.     

Second-class citizen? Contract workers' perceived status,dual commitment and intent to quit

Outsourcing of jobs to contract workers who work alongside a client's employees has changed the human resource landscape of many organizations. In this study we examine how a contract worker's perceived employment status similarity to the client's own standard employees influences his/her affective commitment to both the client and the employer and ultimately intent to quit the employer. Using a sample of 623 contract workers, we found strong support for our hypotheses. In particular, findings indicate an important role for perceived employment status at the client organization in driving contract worker's attitudes and that contract workers consider both the client and the employer when making decisions to leave the employer. Implications for managing contractor relationships are discussed.     

Psychological Flexibility at Work and Employees' Proactive Work Behaviour: Cross‐Level Moderating Role of Leader Need for Structure

How to promote employees to be proactive behaviourally is a significant issue in the literature because it would benefit organisations in several ways. Drawing on the acceptance and commitment model, we proposed a new antecedent, psychological flexibility that might contribute to employees' proactive work behaviour. Furthermore, we investigated how the contextual role of supervisor need for structure exhibits a cross‐level moderating effect on the relationship between employee psychological flexibility at work and proactive work behaviour based on interactionism. Data from 241 full‐time employees and their corresponding 45 managers indicated that employee psychological flexibility was positively associated with proactive work behaviour. More importantly, the supervisor need for structure played a moderating role, suggesting that employees would demonstrate greater proactive work behaviour especially when the supervisors have a high need for structure. Implications for psychological flexibility, proactivity, and person‐situation interactional research are discussed.     

Deciding Between Work and Family: An Episodic Approach

This study examined work–family conflict decision‐making based on a within–person, episodic approach. Based on 274 episodes across 78 individuals, we investigated the frequency of decisions that result in work interference with family (WIF) versus family interference with work (FIW), as well as the relation of work and family situational variables and previous work–family conflict (WFC) episodes on those decisions. No difference in the frequency with which participants reported WIF episodes versus FIW episodes was observed. Results indicated that work/family role sender pressure, work/family instrumental support, work/family activity importance, work emotional support, and the direction of the previous WFC decision each predicted WFC decisions. Dominance analysis indicated that role sender pressure was the most important predictor. In addition, we compare and discuss within‐person variation with between‐person variation. Contributions of the study to work–family research and practice are discussed.     

Implementing family‐friendly employment practices in banking industry: Evidences from some African and Asian countries

We examined the effects of family‐friendly policies (child‐care benefits and work flexibility benefits) on organizational commitment and work–family conflict in four developing countries: China, India, Kenya, and Thailand. We also explored the boundary condition (e.g., perceived importance of family‐friendly programmes) under which family‐friendly policies are more (or less) effective in influencing organizational commitment and reducing work–family conflict. Results revealed national similarities on the effect of flexibility benefits on organizational commitment and work–family conflict. Specifically, we found that across the four countries work flexibility‐related family‐friendly policy was positively related to organizational commitment and negatively to perceived work–family conflict among those who perceived this policy as more important than less important. Instead, national variations are found in the results regarding child‐care benefits. Among these four countries, Kenya and Thailand are two countries in which child‐care‐related family‐friendly policies showed a significant and positive relationship with organizational commitment and/or a significant and negative relationship with work–family conflict. We also found child‐care‐related family‐friendly policies had differential effect among people with various perception of policy importance in Kenya and Thailand, but not in China and India. Particularly, child‐care‐related family‐friendly policy results in greater organizational commitment and lower work–family conflict among those who perceived this policy as more important than less important in Kenya and Thailand. Implications for cross‐cultural research, theory and practice are discussed.     

Work–family interface from a life and career stage perspective: The role of demands and resources

Work–family conflict and enrichment are experiences that occur daily and have substantial consequences for employees, their families, and the organizations that employ them. The aim of the current review is to make a link between life and career stage, work and family conditions, and the work–family interface. The basic proposition is that life stages partly determine career development, and consequently the specific working conditions (job demands and job resources) and family conditions (family demands and family resources) that individuals are exposed to. As a result, the specific demands and resources in the work and family domains determine to what extent individuals experience that work and family are conflicting or enriching life domains. In this review we suggest that individuals in early adulthood will experience high inter‐role conflict and low facilitation due to high demands and low resources in both life domains, while individuals in late adulthood will experience the opposite pattern; that is, low conflict and high facilitation due to low demands and high resources in both domains. Individuals in middle adulthood will experience high work–family conflict but also high family–work facilitation due to the presence of high job demands and resources in both life domains. Integrating life and career stage perspectives and the experience of work–family interface is of notable practical utility because it provides a mechanism to make more informed decisions about the relative need for and corresponding benefits of work–family programs.     

A typology of the part‐time workforce: Differences on job attitudes and turnover

Differences between full‐time (FT) and part‐time (PT) employees have long been of interest to organizational psychologists. While most research assumes PT employees are a single, undifferentiated group, some studies have established the diversity of the PT workforce, particularly in terms of participation in other work and non‐work roles. An important gap in this research concerns how different types of PT employees may differ from one another, as well as from FT employees. In this study, we proposed and tested a typology of the PT workforce. We identified several groups of PT employees with substantially different patterns of involvement in school, family, and work roles. The PT groups had generally more favourable job attitudes than did the FT employees. Although the PT groups generally had higher turnover than the FT employees, we found substantial differences among the groups in their turnover behaviour. We discuss the implications of our findings for future work status research and for managing the PT workforce.     

Family conflict shapes how adolescents take risks when their family is affected

Numerous studies have established that the social context greatly affects adolescent risk taking. However, it remains unexplored whether adolescents' decision‐making behaviors change when they take risks that affect other individuals such as a parent. In the current study, we sought to investigate how the social context influences risky decisions when adolescents' behavior affects their family using a formalized risk‐taking model. Sixty‐three early adolescents (M_age = 13.3 years; 51% female) played a risk‐taking task twice, once during which they could make risky choices that only affected themselves and another during which their risky choices only affected their parent. Results showed that adolescents reporting high family conflict made more risky decisions when taking risks for their parent compared to themselves, whereas adolescents reporting low family conflict made fewer risky decisions when taking risks for their parent compared to themselves. These findings are the first to show that adolescents change their decision‐making behaviors when their risks affect their family and have important implications for current theories of adolescent risk taking.