The relationship between core self-evaluations and work and family satisfaction: The mediating role of work-family conflict and facilitation

This study examines the impact of work-family conflict and work-family facilitation on work and family outcomes and explores the influence of core self-evaluations (CSE) among these relationships. CSE is comprised of self-esteem, neuroticism, locus of control, and general self-efficacy. CSE was found to be negatively related to work interfering with family (WIF) and family interfering with work (FIW) conflicts, but not to work-to-family facilitation (W→FF) or family-to-work facilitation (F→WF). WIF and FIW negatively predicted work and family satisfaction, respectively. Additionally, W→FF was significantly related to job satisfaction in the hypothesized direction, and F→WF positively predicted family satisfaction. Job satisfaction negatively predicted intentions to quit. The research and practical implications, as well as limitations of this study are discussed.     

The impact of emotional labor on work-family outcomes

Theory and research on emotional labor at work is applied to the study of the work-family interface to explore how emotional experiences in both the work and the family domain relate to the experience of work-family conflict and work-family enrichment, and ultimately attitudinal and health outcomes. Emotional intelligence is also examined as a moderator of the relationship between emotional labor and affective responses to work and family life. A model focusing on emotional experiences in the both the work and family domains is proposed and tested using path analysis. Results indicate that emotional labor in both the work and family domains relate to affective responses to each respective domain, which in turn relates to work-family conflict and work-family enrichment. In turn, consistent with previous research work-family conflict relates to domain-specific satisfaction (job, life) and health outcomes (burnout, depression). Partial support was found for the proposed moderating effect of emotional intelligence.     

Clarifying relationships among work and family social support, stressors, and work-family conflict

Although work and family social support predict role stressors and work-family conflict, there has been much ambiguity regarding the conceptual relationships among these constructs. Using path analysis on meta-analytically derived validity coefficients (528 effect sizes from 156 samples), we compare three models to address these concerns and clarify relationships. Results revealed that social support, controlling for role involvement, is best viewed as an antecedent of role stressors and subsequent work-family conflict. Controlling for work and family involvement, work and family social support were most related to same domain role conflict (β = −.46, p < .05; β = −.43, p < .05) and role ambiguity (β = −.28, p < .05; β = −.33, p < .05). Subsequently, work role conflict and time demands were most related to work-to-family conflict (β = .39, p < .05; β = .21, p < .05), while family role conflict and role ambiguity were most related to family-to-work conflict (β = .22, p < .05; β = .24, p < .05). Implications for research and practice, along with suggestions for theoretical advances, are discussed.     

Rhythms of life: antecedents and outcomes of work-family balance in employed parents

This study examined antecedents and outcomes of a fourfold taxonomy of work-family balance in terms of the direction of influence (work-family vs. family-work) and type of effect (conflict vs. facilitation). Respondents were full-time employed parents in India. Confirmatory factor analysis results provided evidence for the discriminant validity of M. R. Frone's (2003) fourfold taxonomy of work-family balance. Results of moderated regression analysis revealed that different processes underlie the conflict and facilitation components. Furthermore, gender had only a limited moderating influence on the relationships between the antecedents and the components of work-family balance. Last, work-family facilitation was related to the work outcomes of job satisfaction and organizational commitment.     

The relationship between big five personality traits, negative affectivity, type A behavior, and work-family conflict

The relationships between negative affectivity, Type A, and the Big Five personality variables with both the form and direction of work-family conflict (WFC) were examined. The results demonstrated that different aspects of WFC related to different personality indicators. Negative affectivity was the dispositional variable studied that was most consistently related to the various types of conflict. Additionally, agreeableness related to time-based conflict and conscientiousness related to family interfering with work conflict. The results provide further support for the contention that dispositions relate to interactions between work and family.     

Religion,resources, and work-family balance

It is increasingly recognised that work and family roles are interconnected. This is one reason why researchers and practitioners are working to understand and facilitate balance between work and nonwork roles. Most existing literature defines inter-role balance by emphasising work and family roles alone; unfortunately, this narrow focus prevents us from recognising individuals’ engagements in many other roles that may also influence one's balance. The present study expands our thinking about work-family balance by presenting and testing a model that incorporates involvement in a third role, organised religion. Specifically, we examine religious involvement, among Hindus living in the United States (N?=?105), as a predictor of resource gain and loss, and its effect on perceptions of work-family balance. Working within a Conversation of Resources framework, it was then expected that this resource gain/loss would influence coping strategies and perceptions of bi-directional work-family conflict and facilitation (indicators of work-family balance).     

The role of identity and work-family support in work-family enrichment and its work-related consequences

Despite growing research on the positive connections between work and family, antecedents and consequences of work-family enrichment are understudied. Using a sample of employees from a major insurance company, we assessed the relationship of (i) individual (i.e., work and family identities), (ii) family (emotional and instrumental support), and (iii) organizational (benefit use and work-family culture) antecedents to work-family and family-work enrichment. We also examined whether enrichment predicted important work outcomes including organizational commitment and turnover intentions. The strength of an individual’s identity and informal or emotional support within a domain, rather than formal or instrumental support, were associated with greater enrichment. Work-family enrichment positively predicted affective organizational commitment, and family-work enrichment negatively predicted turnover intentions. Implications for individuals and organizations wanting to foster enrichment are discussed.     

The relation between work-family balance and quality of life

We examined the relation between work-family balance and quality of life among professionals employed in public accounting. Three components of work-family balance were assessed: time balance (equal time devoted to work and family), involvement balance (equal involvement in work and family), and satisfaction balance (equal satisfaction with work and family). For individuals who invested substantial time in their combined work and family roles, those who spent more time on family than work experienced a higher quality of life than balanced individuals who, in turn, experienced a higher quality of life than those who spent more time on work than family. We observed similar findings for involvement and satisfaction. We identified the contributions of the study to the work-family balance literature and discussed the implications of the findings for future research.     

Committing to your work, spouse, and children: Implications for work-family conflict

When trying to balance work and family responsibilities, many workers experience conflict between these two roles. Although role commitment has been viewed both as contributing to and alleviating conflict, this relationship has not been fully tested. Using a sample of female nurses and police officers, we examined the direct and indirect relationship of role commitment with work-spouse and work-parent conflict. Increased work-spouse conflict was associated with decreased spouse commitment. Increased work-parent conflict was associated with increased parent commitment but with decreased spouse and job commitment. Job commitment moderated the relationships between irregular work schedules and work-spouse conflict and between job control and work-spouse conflict. Parent commitment moderated the relationship between irregular work schedules and work-parent conflict. These results suggest that, depending on the role, commitment may either alleviate or exacerbate conflict.     

Linking team resources to work-family enrichment and satisfaction

Work-family scholars now recognize the potential positive effects of participation in one life domain (i.e., work or family) on performance in other life domains. We examined how employees might benefit from team resources, which are highly relevant to the modern workplace, in both work and nonwork domains via work-family enrichment. Using the Resource-Gain-Development model (Wayne, Grzywacz, Carlson, & Kacmar, 2007), we explored how team resources contribute to enrichment and resulting project and family satisfaction. Using multilevel structural equation modeling (ML-SEM) to analyze student data (N = 344) across multiple class projects, we demonstrated that individuals with team resources were more likely to experience both work-to-family and family-to-work enrichment. Further, enrichment mediated the relationship between team resources and satisfaction with the originating domain.     

When flexibility helps: Another look at the availability of flexible work arrangements and work-family conflict

Despite the positive press given to flexible work arrangements (FWA), empirical research investigating the link between the availability of these policies and work-family conflict is largely equivocal. The purpose of the present study was to begin to reconcile these mixed results through more precise measurement and the examination of moderators. Using a sample of employed women, we found that FWA relate more highly to work interference with family (WIF) than to family interference with work (FIW) and that temporal flexibility (flextime) has a stronger relationship with WIF than does spatial flexibility (flexplace). Additionally, we found family responsibility significantly moderated these relationships, such that the relationship was stronger for those with greater family responsibility. Practical and theoretical implications are discussed.     

Measuring the positive side of the work-family interface: Development and validation of a work-family enrichment scale

Based on current conceptualizations of enrichment, or the positive side of the work-family interface, a multi-dimensional measure of work-family enrichment is developed and validated using five samples. The final 18 item measure consists of three dimensions from the work to family direction (development, affect, and capital) and three dimensions from the family to work direction (development, affect, and efficiency). The validity of the scale was established by assessing the content adequacy, dimensionality, reliability, factor structure invariance, convergent validity, divergent validity, and its relationship to work and family correlates.     

Understanding “His and Her” Work-Family Conflict and Facilitation

Work-family conflict (negative spillover between work and family) and work-family facilitation (positive spillover between work and family) are two aspects of the work-family interface. Prior work has established that these constructs are statistically and conceptually distinct, but less is known about what work and family characteristics are associated with conflict versus facilitation. Understanding who is most at risk for conflict and most benefiting from facilitation is necessary for establishing effective workplace policies. We used structural equation modeling to determine whether (1) work-family conflict and facilitation have different (statistical) predictors, and (2) whether these predictive relations are moderated by gender. Perceiving more work demands predicted greater work-family conflict, but was unrelated to facilitation. Perceiving more skill discretion at work and being married predicted greater work-family facilitation, but was unrelated to work-family conflict. Perceiving more decision authority and social support at work, and having more children, predicted less conflict and more facilitation. Most predictors were stronger for men than for women. We discuss implications of these results for designing effective policies to increase work-family facilitation and decrease work-family conflict for men and women.     

Work-family supportiveness organizational perceptions: Important for the well-being of male blue-collar hourly workers?

The current study questions whether organizational perceptions of family supportiveness predict work-family conflict (WFC) and job satisfaction for an atypical sample of male hourly workers in a manufacturing organization, and whether those relationships depend on work (number of work hours) and family (number of family roles) demands. A unidimensional factor structure for the family supportiveness scale was not found; however a subscale for the extent that the organization supported work-family balance was strongly related to WFC and job satisfaction. An interaction was found such that those working long hours in the family-supportive work environment had lower WFC than those working long hours in an unsupportive environment, while the number of family roles (e.g., spouse, parent, eldercare) had no moderating effects. Supporting employees’ non-work life is determined to be important for these employees.     

Psychopathic personality traits predict competitive wins and cooperative losses in negotiation

Corporate corruption has recently called attention to the relevance of psychopathic personality traits—the absence of conscience, remorse, or scruples—in business settings; yet, little is known about how these personality traits affect business practices. We present two studies testing whether psychopathic personality traits are related to social perspective and cognitive decision-making biases relevant to negotiation, and whether those traits affect outcomes in a negotiation simulation. Psychopathic personality features were associated with a competitive world-view, including selfish social motivations and illusions of conflict with others. In mixed-motive negotiations, psychopathic traits predicted greater personal monetary gains when success favored competitive actions, but predicted monetary loss when success depended on cooperation. Results suggest that psychopathic personality traits can both bolster and hinder success in business.     

Family-supportive organization perceptions, multiple dimensions of work-family conflict, and employee satisfaction: A test of model across five samples

Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees’ perceptions of their work environment’s family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples.     

工作要求-资源、心理资本对工作家庭关系的影响

本研究选取253名已婚全职员工为研究对象,采用自陈式问卷调查的方法,考察了工作要求、工作资源、心理资本对工作家庭关系的影响。结果发现：（1）工作要求与工作家庭双向冲突均呈显著正相关;（2）工作资源与工作家庭双向冲突均呈显著负相关,与工作家庭双向促进均呈显著正相关;（3）心理资本在工作资源与工作家庭关系间起中介作用。     

Types of work-family interface: well-being correlates of negative and positive spillover between work and family

The aim of the present study was to test the structure of the work-family interface measure, which was intended to take into account both the positive and negative spillover between work and family demands in both directions. In addition, the links among the types of work-family spillover and the subjects' general and domain-specific well-being were examined. The sample (n = 202) consisted of Finnish employees, aged 42, who had a spouse/partner. Confirmatory factor analyses indicated that a four-factor model, including negative work-to-family spillover, negative family-to-work spillover, positive work-to-family spillover, and positive family-to-work spillover, was superior compared to the other factor models examined. Path analysis showed, as hypothesized, that the negative work-to-family spillover was most strongly related to low well-being at work (job exhaustion) and next strongly to low general well-being (psychological distress), whereas the negative family-to-work spillover was associated with low well-being in the domain of family (marital dissatisfaction). Positive work-to-family spillover was positively related both to well-being at work and general well-being. Inconsistent with our expectations, positive family-to-work spillover was not directly related to any of the well-being indicators examined.     

A Dispositional Approach to Work�CSchool Conflict and Enrichment

Purpose

The purpose of this study was to investigate a dispositional model of the work?Cschool interface. In particular, we examined the relationship between core self-evaluations (CSEs) and proactive personality with both work?Cschool conflict (WSC) and work?Cschool enrichment (WSE) as well as a variety of work and school outcomes.

Design/methodology/approach

314 employed college students were surveyed about their experiences managing work and school roles.

Findings

Structural equation modeling showed that CSEs were related to both WSC and WSE as well as school outcomes, whereas proactive personality was related to WSE and job and school outcomes but not WSC. WSC was negatively related to school performance, whereas WSE was positively related to school and job satisfaction as well as school performance.

Implications

Organizations, universities, and researchers should be aware that dispositional variables influence perceptions of work and school roles as well as important outcome variables, and that further intervention efforts may be needed to help students manage work and school roles.

Originality/Value

Past studies have demonstrated that job characteristics influence the work?Cschool interface, but this study is among the first to demonstrate that dispositional factors also relate to WSC and WSE.