Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work

This study presents three studies that explore the ways in which multiple support sources (workplace and family social support) help individuals to experience work–life balance (WLB) and thereby develop a sense psychological availability and positive energy at work. We examine this serial mediation model across three population groups in Israel using time-lagged data from part-time students (sample 1), as well cross-sectional data from workers in the industrial sector (sample 2) and physicians in public hospitals (sample 3). The results indicate a complex process in which workplace and family support augment employee positive energy through WLB and psychological availability. The findings shed light on the importance of support from work and nonwork sources for the pursuit of employees to achieve balance in the spheres of work and life and suggest that the WLB helps in the development of psychological availability and augmenting employee positive energy.     

Social support and work–family conflict: A test of an indirect effects model

Most work–family research on social support is based on matching domain relationships, that is, social support in the work domain is related to work interfering with family conflict (WIF) and social support in the family domain is related to family interfering with work conflict (FIW). In this research, based on the conservation of resources (COR) model, we examined the cross domain indirect relationship between social support in the work domain and FIW and the cross domain indirect relationship between social support in the family domain and WIF. We tested this model across three samples in two studies. In Study 1, we examined the cross domain influence of supervisory and spouse support on work–family conflict using two large random samples (N = 1130; N = 2769). In Study 2, we tested an expanded model of social support to include both generic and work–family specific support, and examined the cross domain indirect relationships between these two types of support on work–family conflict using a sample of 435 employees. Specifically, we proposed that social support systems in the work domain such as family friendly organizational policies, family supportive organizational climate, perceived organizational support, and perceived supervisory support will be indirectly and negatively related to FIW via WIF and that spouse/partner support will be indirectly and negatively related to WIF via FIW. Results for Study 1 provided support for the cross domain indirect effects model and results for Study 2 provided support for the cross domain indirect effects for work–family specific social support systems. We discuss implications of these results for the theory and practice of managing work–family conflict.     

Social support and work–family conflict: A test of an indirect effects model

Most work–family research on social support is based on matching domain relationships, that is, social support in the work domain is related to work interfering with family conflict (WIF) and social support in the family domain is related to family interfering with work conflict (FIW). In this research, based on the conservation of resources (COR) model, we examined the cross domain indirect relationship between social support in the work domain and FIW and the cross domain indirect relationship between social support in the family domain and WIF. We tested this model across three samples in two studies. In Study 1, we examined the cross domain influence of supervisory and spouse support on work–family conflict using two large random samples (N = 1130; N = 2769). In Study 2, we tested an expanded model of social support to include both generic and work–family specific support, and examined the cross domain indirect relationships between these two types of support on work–family conflict using a sample of 435 employees. Specifically, we proposed that social support systems in the work domain such as family friendly organizational policies, family supportive organizational climate, perceived organizational support, and perceived supervisory support will be indirectly and negatively related to FIW via WIF and that spouse/partner support will be indirectly and negatively related to WIF via FIW. Results for Study 1 provided support for the cross domain indirect effects model and results for Study 2 provided support for the cross domain indirect effects for work–family specific social support systems. We discuss implications of these results for the theory and practice of managing work–family conflict.     

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.     

Trait mindfulness and work–family balance among working parents: The mediating effects of vitality and sleep quality

The present study investigates the relationship between trait mindfulness and work–family balance among a sample of working parents. Sleep quality and vitality are tested as mediators of this relationship. Results indicate that those with greater mindfulness report greater work–family balance, better sleep quality, and greater vitality. As expected, the relationship between mindfulness and work–family balance was mediated by sleep quality and vitality. Results support the usefulness of further examination of the benefits of mindfulness in the work–family context.     

Linking mechanisms of work–family conflict and segmentation

Despite the abundance of work and family research, few studies have compared the linking mechanisms specified in theoretical models of work–family conflict and segmentation. Accordingly, the current study provides a greater degree of empirical clarity concerning the interplay of work and family by directly examining the indirect effects of work–family conflict linkages and the direct effects of segmentation linkages on work and family satisfaction outcomes. Results, based on 209 samples and 994 effect sizes, indicate that indirect effect work–family conflict models explain 2.20% and 6.20% of the variance in job and family satisfaction outcomes, whereas direct effect segmentation models explain 54.10% and 48.50% of the variance in job and family satisfaction outcomes. Theoretical and practical implications of these findings are discussed.     

Regulatory focus and the family–work interface: The role of regulatory fit between cohabiting partners

The aim of the present study was to examine the impact of regulatory focus in goal pursuit and regulatory fit between marital partners on family conditions and the family–work interface. We hypothesized that when both partners are high on promotion focus (fit) they experience higher developmental possibilities at home and have an increased likelihood of family-to-work facilitation (FWF). In addition, we hypothesized that when both partners are prevention focused (fit) they experience less home demands and less family-to-work conflict (FWC). In total, 131 working couples participated in the study. Each partner provided information about his/her own regulatory focus, perceptions of home demands and home developmental possibilities, and experienced FWF and FWC. Results of moderated structural equation modelling analyses largely supported our hypotheses since the interaction between partners’ promotion focus predicted the levels of home developmental possibilities and FWF, whereas the interaction between partners’ prevention focus predicted home demands in the expected direction. In conclusion, the fit between partners’ self regulatory styles can influence family life and, consequently, the impact of family on work.     

Disruptive pandemic effects on telecommuters: A longitudinal study of work–family balance and well-being during COVID-19

We examined the disruptive influence of COVID-19 pandemic rates in the community on telecommuters' satisfaction with balancing their work and family roles and consequently their well-being. Utilizing event system theory and adaptation theory, we proposed that the rate of increase in proportion of confirmed COVID-19 cases in telecommuters' residential communities would predict a lower rate of increase in their satisfaction with work–family balance over time, thereby indirectly influencing two key aspects of well-being—emotional exhaustion and life satisfaction. Results from latent growth curve modeling using objective community data, as well as survey responses from a three-wave (N = 349) panel study of telecommuters in the United States, indicated that rate of increase in the proportion of confirmed COVID-19 cases in communities was negatively associated with the rate of increase in satisfaction with work–family balance, which translated into decreasing levels of well-being over time. We discuss the theoretical and practical implications of these findings.     

The sources of bullying–psychological work environment and organizational climate

Abstract

The aim of this study was to identify the work-related risks of bullying in the psychological work environment and the organizational climate. Also the role of some individual and personality characteristics in becoming a victim of bullying were investigated. Altogether 949 municipal employees answered a mailed questionnaire; 10.1% of them felt themselves bullied. Especially some features in the functioning of the work unit, e.g. poor information flow, an authoritative way of settling differences of opinion, lack of mutual conversations about the tasks and goals of the work unit, and insufficient possibilities to influence matters concerning oneself can all promote bullying. Both the victims and the observers of bullying perceived deficiencies in these aspects at their workplace. Gender and age did not explain bullying. The victims of bullying felt that envy, a weak superior, competition for tasks or advancement, and competition for the supervisor's favour and approval were the most common reasons for bullying.     

Dispositional variables and work–family conflict: A meta-analysis

Meta-analysis was used to comprehensively summarize the relationship between dispositional variables and both directions of work–family conflict. The largest effects detected were those associated with negative affect, neuroticism, and self-efficacy; all were in expected directions. In general, negative trait-based variables (e.g., negative affect and neuroticism) appear to make individuals more vulnerable to work–family conflict, while positive trait-based variables (e.g., positive affect and self-efficacy) appear to protect individuals from work–family conflict. In addition, the different dimensions of work–family conflict (time, strain, and behavior) exhibited different patterns of relationships with several of the dispositional variables. No moderating effects were found for sex, parental status, or marital status. Results support the notion that dispositions are important predictors of work–family conflict.     

Goal conflict and facilitation as predictors of work–family satisfaction and engagement

In a study of working adults (N = 131; Mean age = 43.52 yrs; 62 males) in Germany and Finland, the mean level of goal facilitation was found to be significantly higher than that of goal interference. Hence, many individuals seem to be rather successful in constructing a personal goal system that is functional in terms of supportive links. As hypothesized, goal conflict and facilitation were associated with work-related outcomes, especially with work satisfaction. The associations with family-related outcomes were less pronounced when the focus was exclusively on either supportive or interfering goal relationships. However, when the intraindividual relation between goal conflict and goal support was taken into account, we found that the relative dominance of facilitation was clearly positively associated with both work-related and family-related indicators of positive functioning.     

Relationship between work interference with family and parent–child interactive behavior: Can guilt help?

Despite its theoretical and practical importance, behavioral consequences of work–family conflict that reside in the family domain rarely have been examined. Based on two studies, the current research investigated the relationship of work-interference-with-family (WIF) with parent–child interactive behavior (i.e., educational, recreational, and passive activities) using survey data from employed parents. Furthermore, the moderating role of trait guilt on the focal relationships was examined. Results were generally consistent across the two studies and supported the hypotheses: both time- and strain-based WIF were negatively associated with educational and recreational activities; trait guilt moderated these relationships such that the relationships were weaker for parents higher on trait guilt than for those lower on trait guilt. By examining a family domain behavioral outcome of WIF and the constructive rather than dysfunctional role of guilt, the current research makes an important and novel contribution to the literature.     

Building up resources in the relationship between work–family conflict and burnout among firefighters: moderators of guanxi and emotion regulation strategies

This study investigated the moderating effects of supervisor–subordinate “guanxi” alongside relevant emotional regulation strategies, including cognitive reappraisal and expressive suppression, undertaken by 402 firefighters experiencing burnout caused by work–family conflict, as revealed through the application and analysis of the job demands–resources model. According to the regression model for the moderating effects, high levels of supervisor–subordinate guanxi may improve the relationship between work–family conflict and burnout, while frequent suppression of expressivity may enhance this relationship. Moreover, when supervisor–subordinate guanxi is high, cognitive reappraisal may effectively mitigate the relationship between work–family conflict and burnout. To this end, both guanxi and cognitive reappraisal are crucial for supporting emotional regulation in the workplaces of ethnic Chinese societies.     

A two-study examination of work–family conflict,production deviance and gender

Building on the spillover and crossover literatures of work–family conflict and the theoretical framework of Conservation of Resources Theory (Hobfoll, 1989) we examine the effects of conflict on production deviance. Using a two-study constructive replication and extension design, we examine how partner work-to-family conflict contributes to job incumbent family-to-work conflict and subsequent engagement in production deviance. In addition, we examine the moderating role of gender on the incumbent family-to-work conflict to production deviance relationship. Study 1 of 344 job incumbents supported the positive relationship between incumbent family-to-work conflict and deviance. In addition, this was moderated by gender such that men engaged in more deviant behaviors in response to family-to-work conflict. Study 2 consisted of 190 matched job incumbents and their partners. These findings supported the mediation of partner work-to-family conflict to production deviance through incumbent family-to-work conflict. Again gender was supported using moderated mediation analysis such that men engaged in more deviant behaviors in response to family-to-work conflict. Implications for practice and future research are discussed.     

Social support from work and family domains as an antecedent or moderator of work-family conflicts?

On the basis of Conservation of Resources theory, we investigated how social support from supervisor, co-workers, life partner, and family members is associated with work-family conflicts in N = 107 working mothers. We used data from a cross-sectional questionnaire and a standardized diary to examine two possible forms of interplay: (a) Social support as an antecedent of work-family conflicts, and (b) moderating effects of social support on the relationship between domain-specific strain and work-family conflicts. Overall, results favored social support as an antecedent of work-family conflicts.     

When victims become culprits: The role of subordinates’ neuroticism in the relationship between abusive supervision and workplace deviance

Drawing upon the General Aggression Model, we examined the role of subordinates’ neuroticism in strengthening the relationship between abusive supervision and workplace deviance. Results revealed that Time 1 abusive supervision was positively related to Time 2 personnel records of workplace deviance measured 18 months later. Further, subordinates’ neuroticism moderated this relationship. Specifically, there was a stronger positive relationship between abusive supervision and workplace deviance for employees with high as opposed to low levels of neuroticism. These findings highlight the need to account for the role of individual differences in influencing subordinates’ responses to supervisor hostility. Theoretical and practical implications are discussed.