Does home life interfere with or facilitate job performance?

The study examines whether home life influences inrole and extrarole job performance in positive or negative ways. We hypothesized that home resources would have a direct positive effect on job performance, and an indirect relationship through home–work facilitation (HWF). Home demands were predicted to negatively affect job performance through home–work interference (HWI). These hypotheses were tested on a sample of 190 male employees. In addition to employees' self-reports, wives rated their own home demands and resources (these were used as controls), and co-workers rated the men's HWI, HWF, and job performance. Results partially supported the hypotheses. Men's home demands and resources were related to self-rated HWI and HWF respectively, whereas co-worker ratings of HWI and HWF were associated with inrole and extrarole performance respectively. Men's home resources also had a direct relationship with inrole and extrarole performance. There was no convincing evidence that HWI and HWF acted as mediators in these relationships. Taken together, the positive influence of home life on job performance was stronger than the negative one.     

A longitudinal and multi‐source test of the work–family conflict and job satisfaction relationship

Job satisfaction is one of the most frequently studied outcomes in the work–family conflict literature. This study extends the previous research examining the unique effects of work interfering with family (WIF) and family interfering with work (FIW) on job satisfaction by (1) controlling for family, personal, and job characteristics of dual‐earner couples, (2) employing cross‐sectional and longitudinal methods, and (3) predicting job satisfaction with a spousal rating of the target's WIF. Consistent with previous research, WIF was related to job satisfaction cross‐sectionally for men and women, and this effect existed beyond negative mood, job autonomy and monotony, and FIW. When predicting a change in job satisfaction a year later, and when using spouse rating of the target's WIF, WIF was predictive of women's job satisfaction but not men's, which is consistent with gender role theory. The fact that WIF predicted job satisfaction for women beyond affective and job characteristic variables, over time, and with non‐self reported measures, provides more confidence in this directional relationship than could previously be assumed. Societal and managerial implications are discussed.     

Employee psychological well-being during the COVID-19 pandemic in Germany: A longitudinal study of demands,resources, and exhaustion

Many governments react to the current coronavirus/COVID-19 pandemic by restricting daily (work) life. On the basis of theories from occupational health, we propose that the duration of the pandemic, its demands (e.g., having to work from home, closing of childcare facilities, job insecurity, work-privacy conflicts, privacy-work conflicts) and personal- and job-related resources (co-worker social support, job autonomy, partner support and corona self-efficacy) interact in their effect on employee exhaustion. We test the hypotheses with a three-wave sample of German employees during the pandemic from April to June 2020 (N_w1 = 2900, N_w12 = 1237, N_w123 = 789). Our findings show a curvilinear effect of pandemic duration on working women's exhaustion. The data also show that the introduction and the easing of lockdown measures affect exhaustion, and that women with children who work from home while childcare is unavailable are especially exhausted. Job autonomy and partner support mitigated some of these effects. In sum, women's psychological health was more strongly affected by the pandemic than men's. We discuss implications for occupational health theories and that interventions targeted at mitigating the psychological consequences of the COVID-19 pandemic should target women specifically.     

Personal Inadequacy and Intimacy Predictors of Men's Hostility Toward Women

In this study we examined social/personality and intimacy predictors of men's hostility toward women (HTW). The study was framed in terms of a projection model that suggests that men's feelings of inadequacy contribute to hostility toward women. The sample consisted of 172 college men. The strongest attitudinal predictors were measures of locus of control. These data support the feminist analysis of sexual violence as an issue of power and lend support to the proposed projection model in terms of perceived powerlessness. In addition, based on the projection model, intimacy predictors for best male friend and female romantic partner were examined. The strongest correlate of men's HTW was intellectual intimacy, which conceptually is more related to the idea of an egalitarian relationship than other aspects of intimacy and may be most inhibited in men who are hostile toward women's intimate relationships.     

Job Insecurity and Turnover Intentions: Gender Differences and the Mediating Role of Work Engagement

The present study tests an integrative model that considers differential gender effects for the mediating role of work engagement on the relationship between job insecurity and turnover intentions in a predominantly Muslim country. Job insecurity was divided into two aspects: general concerns about losing one’s job and concerns about losing the privileges (such as career advancement, stimulating work, competence, and pay development) that come from one’s specific job. Data were collected from 309 private banking employees (107 women, 202 men, with a mean age of 33.58) in Marmara region, Turkey. The results of multi-group path analysis partially support the hypotheses. The differential gender effects for the mediating effect of work engagement were supported only on the concerns about losing job privileges→turnover intention linkage, but not on the concerns about losing the job itself→turnover intention linkage. Moreover, the mediating effect of work engagement on the relationship between concerns about losing job privileges and turnover intention was found to be stronger for women than for men. For men, work engagement acts only as a partial mediator, suggesting that concerns about the loss of job privileges exerts its effects on turnover intentions both directly and indirectly. Although the direct effect of concerns about losing the job itself on turnover intention is significant, the indirect effect through work engagement turns out to be nonsignificant for both genders. Our findings are discussed considering the business environment in Turkey as a Muslim country.     

Integrating social knowledge and physical cues when judging the attractiveness of potential mates

Although many women find masculine men physically attractive, the perception that such men are prone to infidelity may limit their appeal as romantic partners. To explore this issue, we first investigated the interplay between the effects of men's face shape (masculinity versus femininity) and social knowledge of men's behavior in previous romantic relationships (faithful versus unfaithful) on women's judgments of men's attractiveness. Analyses suggested that the extent to which women rated masculine men to be more attractive than feminine men was significantly greater when judging men labeled as faithful than when judging men labeled as unfaithful. In a second experiment, we obtained similar results when the women in our study were instructed to imagine they were on a date with each of the men and that, while on the date, they observed him either flirting or not flirting with another woman. These interactions suggest that social knowledge about men's behavior in romantic relationships can offset one of the costs that women associate with choosing a masculine mate, increasing the appeal of masculine men. More fundamentally, these findings suggest integration of social knowledge and information from facial cues in women's attractiveness judgments.     

The vagaries of sex bias: Conditions regulating the undervaluation,equivaluation, and overvaluation of female job applicants

The present study sought to identify the conditions under which women are undervalued, equally valued, and overvalued relative to men when seeking nontraditional jobs. An experiment was conducted in which 241 college students reviewed the work sample of a male or female applicant for a job that was either extremely male or moderately male in sextype. In addition, the applicant was depicted as either unequivocally high in performance ability or no information about his/her performance ability was provided. As expected, results indicated that unless information of high-performance ability was provided, women's competence and likely career success were undervalued relative to men's. Also as predicted, when given high-ability information, women seeking the moderately sextyped job or the extremely sextyped job were equally valued or overvalued, respectively. Gender-related work effectiveness characterizations closely paralleled these evaluations, lending support to the idea that sex stereotypes and the cognitive distortion they promote mediate not only gender consistent but also gender contrast biases in the evaluation of women. Implications of these results, both conceptual and practical, are discussed.     

Crossing the Threshold: Men's Incomes,Attitudes Toward the Provider Role,and Marriage Timing

The later marriages of recent cohorts have been attributed, in part, to men's declining real wages and women's preferences for high-earning mates. This study was designed to investigate the influence of men's gender role attitudes and income on their entrance into marriage. Data come from the longitudinal High School and Beyond survey. The results show that if men anticipated being the primary economic provider in their marriages, their incomes predicted their likelihood of marriage. Income had little effect on marriage for men who expected to share the provider role. The findings indicate that the relationship between men's income and marriage is influenced by their gender role attitudes.     

Enrichment processes and gain spirals at work and at home: A 3‐year cross‐lagged panel study

In this study, we combined the Job Demands‐Resources model and Conservation of Resources theory with work‐family enrichment (WFE) literature, using the Resource–Gain–Development perspective in particular, in order to (1) investigate the motivating and wellness‐promoting role of job and home resources in predicting enrichment in work and family leading to further positive outcomes, and (2) examine positive gain spirals between the study variables over time. More specifically, we investigated whether job resources predict work engagement through WFE, and similarly, whether home resources predict marital satisfaction through FWE. We also investigated the reciprocal effects between job and home resources, enrichment in both directions, and well‐being in both domains. The study was based on a two‐wave, 3‐year, full panel design among Finnish dentists (N= 1,632). Results showed that job resources at T1 predicted WFE at T2, and WFE and engagement reciprocally influenced each other over time. Home resources at T1, on the other hand, did not predict family‐work enrichment (FEW) at T2; instead, FWE at T1 influenced both home resources and marital satisfaction at T2. Moreover, we found reciprocal impacts (‘gain spirals’) between domain‐specific resources (job/home resources) and domain‐specific well‐being (engagement/marital satisfaction) and between WFE and engagement, thus supporting the Conservation of Resources theory. The same results were found for both genders, suggesting that similar enrichment processes may take place among both women and men. Theoretically, this study suggests that adding the idea of positive feedback loops might benefit the models theorizing WFE.     

Gay males’ intimate relationship quality: The roles of attachment security,gay identity,social support,and income

Past research of relationship quality in same–sex couples has emphasized similarities with heterosexual couples. The present study examined both general and gay–specific intra– and interpersonal factors as predictors of gay men's relationship durability and relationship satisfaction. Our proposed path model postulated effects of contextual variables on self and relationships (i.e., social support/acceptance as context for attachment security, self–acceptance, and intimate relationships). The data, collected from an Israeli sample of gay men (N = 121), supported this model. All hypothesized paths were significant: Attachment security mediated the association of perceived friends’ support and self–acceptance with relationship quality, self–acceptance mediated the association of self–definition and perceived friends’ acceptance with relationship quality, and income had a direct association with relationship quality.     

Heightened male aggression toward sexualized women following romantic rejection: The mediating role of sex goal activation

Research from a variety of disciplines suggests a positive relationship between Western cultural sexualization and women's likelihood of suffering harm. In the current experiment, 157 young men were romantically rejected by a sexualized or non‐sexualized woman then given the opportunity to blast the woman with loud bursts of white noise. We tested whether the activation of sexual goals in men would mediate the relationship between sexualization and aggressive behavior after romantic rejection. We also tested whether behaving aggressively toward a woman after romantic rejection would increase men's feelings of sexual dominance. Results showed that interacting with a sexualized woman increased men's sex goals. Heightened sex goal activation, in turn, predicted increased aggression after romantic rejection. This result remained significant despite controlling for the effects of trait aggressiveness and negative affect. The findings suggest that heightened sex goal activation may lead men to perpetrate aggression against sexualized women who reject them.

     

So you think you are an ally? Effects of (in)congruence between men's self-perceptions and women's perceptions of men's values and allyship on women's inclusion and vitality

As public consciousness of sexism is increasing in the workplace (e.g., #MeToo movement), labelling oneself as an ally (e.g., UN HeforShe campaign) is becoming more socially desirable for men. However, do women agree with such men in their assessments of being allies? Importantly, how does women's agreement (or not) with men's self-assessments of allyship affect women's inclusion-relevant outcomes? Using a multi-informant design and data from 101 men–women colleague pairs, this study considered men's self-perceptions and women's other-reports of men's key allyship-relevant characteristics—justice, moral courage, civility and allyship. Polynomial regression and response surface analyses revealed differential impacts of (in)congruence between men's and women's perceptions on women's sense of inclusion and vitality. Simply, when women perceived men as higher (or the same) in justice, moral courage and civility than men reported themselves, it positively predicted women's outcomes. This suggests that humble self-presentation by men on characteristics that are parallel to allyship (but not allyship) may be ideal. Yet, both under- and overestimation by men on allyship itself predicted poorer outcomes for women, suggesting that the ideal is for men to have an accurate assessment of their own strengths and weaknesses as an ally.     

How job demands affect partners' experience of exhaustion: integrating work-family conflict and crossover theory

This study among 168 couples of dual-earner parents uses insights from previous work-family conflict and crossover research to propose an integrative model delineating how job demands experienced by men and women carry over to the home domain. The authors hypothesized that for both men and women, job demands foster their own work-family conflict (WFC), which in turn contributes to their partners' home demands, family-work conflict (FWC), and exhaustion. In addition, they hypothesized that social undermining mediates the relationship between individuals' WFC and their partners' home demands. The results of structural equation modeling analyses provided strong support for the proposed model. The hypothesis that gender would moderate the model relationships was rejected. These findings integrate previous findings on work-family conflict and crossover theories and suggest fluid boundaries between the work and home domains.     

The Crossover of Work‐Family Conflict From One Spouse to the Other1

In a secondary analysis of data from 220 women serving in the U.S. Air Force and their spouses, we examined the effects of job and family stressors on work‐family conflict (WFC) and family‐work conflict (FWC), focusing on the crossover of these experiences from one spouse to the other. We found positive relationships of WFC with both job and family stressors for wives and with job stressors for husbands. We also found that job and family stressors predicted FWC for wives, but not for husbands. Furthermore, spouse's support buffered the relationship between one's job stressors and the experience of WFC for wives but accelerated these relationships for husbands. Our findings support the bidirectional crossover of WFC from one spouse to another.     

Sexual jealousy: Gender differences in response to partner and rival

Young women (N = 64) and men (N = 52) were asked to imagine discovering that their romantic partner had been sexually unfaithful. Fewer men than women gave positive endorsements to sets of aggressive actions against the unfaithful partner and against the rival. Gender differences did not appear in the motive for taking action against the rival, but more men than women endorsed releasing frustration as the motive for aggressive action against the partner. The genders appeared equally interested in maintaining the relationship with the unfaithful partner, preventing future infidelity, and attracting another partner. More men than women said they were uncertain about their partner's sexual fidelity. The results were interpreted as evidence that women are devalued more than men by an act of sexual infidelity, resulting in men's greater frustration with the partner's transgression but relative behavioral indifference to both the transgressing partner and rival. Men's greater uncertainty about a partner's infidelity may provide the basis for, as suggested by other data, men's greater tendency to ensure that a partner's infidelity and consequent devaluation never occur. © 1994 Wiley-Liss, Inc.     

How Do Romantic Relationship Satisfaction,Gender Stereotypes,and Gender Relate to Future Time Orientation in Romantic Relationships?

The present study is an investigation into how romantic relationship satisfaction and attitudes toward gender stereotypes about romantic relationship and gender are related to future time orientation in romantic relationships (FTORR). Four hundred and thirteen (208 men and 205 women) university students taking elective psychology courses at Middle East Technical University were given a scale including items about FTORR, romantic relationship satisfaction, and attitudes toward gender stereotypes about romantic relationships. All the participants were then involved in a heterosexual romantic relationship. Multiple regression results showed that for the women, attitudes toward men's assertiveness and men's dominance in relationships were more important predictors of FTORR than relationship satisfaction. For the men, attitudes toward men's assertiveness and romantic relationship satisfaction were important predictors of FTORR, but attitude toward men's dominance was not a predictor of FTORR. Women were more future oriented in their ongoing romantic relationships than were men. Finally, participants who were highly satisfied with their relationships scored higher on FTORR than those who were less satisfied.     

Reciprocal relations among job demands, job control, and social support are moderated by neuroticism: A cross-lagged analysis

This study investigated whether neuroticism moderates the relations among social support (from coworkers and supervisors) and work strain characteristics (i.e. job demands and job control). A full cross-lagged panel analysis was used to test whether social support predicts job demands and control or whether job demands and job control predict support among individuals with high and low neuroticism. Workers (N =  247; 42.1% men) of five occupations filled out questionnaires twice, with a time gap of 1 month. Work characteristics (job demands, job control, and social support) together with age and gender were included in a two-group path model with neuroticism as a moderator. Neuroticism moderated relations between social support and work strain characteristics: among individuals with high neuroticism, high job demands predicted low support from supervisors and low job control predicted low support from supervisors. Among individuals with low neuroticism, high support from supervisors predicted high job control.     

Social body comparison and internalization: Mediators of social influences on men's muscularity-oriented body dissatisfaction

Research suggests that body dissatisfaction (BD) is prevalent among males and associated with unhealthy outcomes. Consistent with the well-validated Tripartite Influence Model, internalization of an ideal body figure and social body comparison have received support as predictors of men's dissatisfaction with their muscularity. However, empirical investigations with males that include both constructs are lacking. The current study examined the associations of both constructs with muscularity-oriented BD in a sample of college men (n = 204). Results from hierarchical regression analyses revealed that internalization and social body comparisons had unique relations with men's muscularity-oriented BD. A structural equation model indicated that both constructs mediated the relationship between social influences and muscularity BD. Preliminary data on targets of male body comparisons also were presented. These findings provide evidence for extension of the Tripartite Influence Model to males, particularly when constructs are assessed in ways that are reliable and valid for this population.     

Assessing potential effects of daily cross-domain usage of information and communication technologies

ABSTRACT

A within-person diary research design with 39 full-time workers was used to examine the effects of daily cross-domain usage of information and communication technologies (ICTs) on job-related performance and stress in both workplace and home domains. Segmentation preference effects on links between cross-domain ICT usage and both job performance and job stress were also analyzed. A positive association was found for the first relationship in mixed home-workplace contexts, and a negative association for the second in home contexts only. A stronger segmentation preference effect on the negative relationship between cross-domain ICT usage and job stress was found for integrators (employees who integrate work and home domains) compared to separators (employees who separate work/non-work activities). Our findings suggest that daily cross-domain ICT usage can enhance job performance and reduce job stress, with a moderating effect of segmentation preference on the link between cross-domain ICT usage and job stress.