Interface between work and family: A longitudinal individual and crossover perspective

This study assessed longitudinal individual and crossover relationships between work‐family conflict and well‐being in the domains of work (job satisfaction) and family (parental distress) in a sample of 239 dual‐earner couples. The results revealed only longitudinal individual effects over a 1‐year period. First, high family‐to‐work conflict (WFC) at Time 1 was related to a high level of work‐to‐family conflict (WFC) 1 year later in both partners. Second, the wife's high level of FWC was related to her decreased job satisfaction 1 year later. Thus, the longitudinal effects identified supported normal causality, that is, work‐family conflict led to poor well‐being outcomes or increased perceived work‐family conflict later on. Longitudinal crossover effects from one partner to another were not observed within a 1‐year perspective.     

The role of goal pursuit in the interaction between psychosocial work environment and occupational well-being

The relation of the core components of the Effort–Reward Imbalance model (ERI; Siegrist, 1996) to goal pursuit was investigated. Goal pursuit was studied through categories of goal contents – competency, progression, well-being, job change, job security, organization, finance, or no work goal – based on the personal work goals of managers (Hyvönen, Feldt, Salmela-Aro, Kinnunen, & Mäkikangas, 2009). The study focused on the contribution of the ERI components (effort, reward, effort–reward imbalance, OVC) to goal contents, as well as on the mediating and moderating effects of goal contents between the ERI components and occupational well-being (burnout, work engagement) among young Finnish managers (N = 747, age range 23–35 years). First, multinomial regressions showed that effort, reward, and effort–reward imbalance contributed to the membership of the goal categories. Secondly, hierarchical GLM (General Linear Model) indicated that the goal categories mediated the relationship between the ERI components and occupational well-being. Effort, reward, and effort–reward imbalance had an indirect effect through goal categories on burnout and work engagement, but overcommitment only on burnout. In addition, the goal categories moderated the relationship between reward and work engagement. Taken together, psychosocial work environment contributes to the contents of personal work goals, which also function as mediators, particularly between the work environment and occupational well-being.     

Self-esteem, dispositional optimism, and health: Evidence from cross-lagged data on employees

The aims of this one-year follow-up study among Finnish employees (n=426) were twofold: first, to investigate the relationship between self-esteem and optimism and, second, to examine the prospective relationships between these two personality constructs, mental distress and physical symptoms. The results of Confirmatory Factor Analysis (CFA) showed that the latent variables of optimism and self-esteem were highly interrelated (Time 1, r=.90, Time 2, r=.87), forming the core construct of personal resilience, which turned out to be stable (stability coefficient .86) over the one-year period. The results of Structural Equation Modelling (SEM) indicated that high personal resilience measured at Time 1 reduced mental distress at Time 2. Furthermore, a high level of physical symptoms at Time 1 seemed to predict a high level of mental distress at Time 2.     

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.     

How perceived changes in the ethical culture of organizations influence the well-being of managers: a two-year longitudinal study

The first aim of this study was to identify long-term patterns of ethical organizational culture based on the perceptions of 368 Finnish managers over a period of two years. The second aim was to investigate whether there is a difference in the long-term occupational well-being (burnout and work engagement) of managers exhibiting different patterns of ethical culture. Based on latent profile analysis, five different patterns of the strength of ethical culture were identified: moderate, high, increasing, decreasing, and low. The results show that managers exhibiting either the low or decreasing pattern of ethical culture experienced significant changes in their well-being over time. Decreasing or permanently low ethical culture was related to increased cynical attitudes towards work, and to decreased work engagement. On the positive side, stably high ethical culture was associated with enduringly high levels of well-being over time. In sum, low or decreasing ethical culture poses a risk to occupational well-being, whereas an organization with a culture that is perceived as permanently strong represents a favourable work environment.     

Parental Physical Illnesses and Their Association with Subsequent Externalizing and Internalizing Symptoms in Children

Journal of Child and Family Studies - Parental physical illnesses can be stressful for children. We estimated the prevalence of children who experience parental physical illnesses, and whether...     

Continuity in Problems of Social Functioning in Adulthood: A Cumulative Perspective

Based on an ongoing longitudinal study involving 145 women and 152 men, this study analyzed the continuity in and accumulation of problems of social functioning from age 27 (year 1986) to age 36 (year 1995), and studied sex differences in these processes. The accumulation of problems of social functioning (e.g., poor financial standing, poor intimate relationships, and drinking problems) was more common in men than in women at both ages. Sex differences, however, narrowed because problems increased only among women during the follow-up period. Continuity, both in accumulated problems and in good social functioning, was stronger than continuity in single problems, as assumed on the basis of the theory of problem gravitation. The proportion of individuals with either accumulated problems or with good social functioning did not, however, increase relative to individuals with single problems, as the theory of problem gravitation has suggested. Continuity in problems of social functioning was partly mediated by career instability among both sexes. There was also a tendency for the quality of partner to moderate the relation between problems of social functioning between the two ages; in particular, a problematic partner was likely to add to women's problems.     

Predicting change in middle school students’ leisure-time physical activity participation: A prospective test of the trans-contextual model

We applied the trans-contextual model (TCM) to examine the effects of middle school students’ perceived autonomy support from their physical education (PE) teachers on autonomous motivation toward PE in school and, critically, autonomous motivation toward, and actual participation in, leisure-time physical activity (PA). The research adopted a three-wave prospective design enabling the modeling of change in the TCM constructs over time. Middle school students (N = 248) aged from 12 to 16 years reported their perceived autonomy support, autonomous motivation in PE, autonomous motivation toward leisure-time PA, attitudes, subjective norms, perceived behavioral control (PBC), intentions for PA in leisure-time, and leisure-time PA participation. The psychological constructs and leisure-time PA were measured at baseline (T0) and at a first follow-up occasion (T1) 5 weeks later. Another measure of PA was taken at a second follow-up occasion (T2) a further 5 weeks later. A single-indicator structural equation model using residualized change scores revealed that perceived autonomy support predicted autonomous motivation in PE (β = .345), and autonomous motivation in PE predicted autonomous motivation for leisure-time PA (β = .484). Autonomous motivation toward leisure-time PA predicted attitudes (β = .425), subjective norms (β = .264), and PBC (β = .517). Autonomous motivation toward leisure-time PA (β = .376), attitude (β = .231), and subjective norms (β = .185) predicted intentions toward leisure-time PA, and intentions predicted PA (β = .198). Findings extend research on the TCM by demonstrating its efficacy in predicting change in middle school students’ autonomous motivation across PE and leisure-time contexts, and accounting for change in intentions toward, and actual participation in, leisure-time PA.     

Long-term stability in the Big Five personality traits in adulthood

This study investigated the stability of the Big Five personality traits in adulthood from age 33 to 42. Participants (89 men, 103 women) were drawn from the ongoing Jyväskylä Longitudinal Study of Personality and Social Development. The results showed that the mean‐level of Neuroticism decreased whereas the mean‐level of Extraversion, Openness to Experience, Agreeableness, and Conscientiousness increased from age 33 to 42. The Structural Equation Modeling analyses revealed both gender differences and similarities in the rank‐order stability of the Big Five: Neuroticism and Extraversion were more stable in men than in women, whereas Openness to Experience, Agreeableness, and Conscientiousness were as stable in men as in women. Stability coefficients for the Big Five personality traits across 9 years were moderate to high, ranging from 0.73 to 0.97 in men and from 0.65 to 0.95 in women. The highest gender‐equal stability was found for Openness to Experience and the lowest for Conscientiousness.     

Crossover between work and home in dyadic partner relationships

This study aimed at providing insight into the processes underlying crossover between "work" and "home" in dyadic partner relationships. Specifically, we examined to what extent husbands' work demands (work load and overtime hours) and psychological health (fatigue and depressive symptoms) "cross over" to their wives' home demands (home load) and psychological health. These associations were investigated among three couple groups, based on wives' working hours (i.e., more than 20 hours per week, from 1 to 20 hours per week, and not engaged in paid work) (253 couples in total). All husbands worked for at least 35 hours a week. Three possible crossover mechanisms were hypothesized: (i) time-based, (ii) strain-based, and (iii) empathy-based crossover. The results partially supported mechanisms (i) and (ii): when husbands reported higher work load (mechanism i) and more psychological health complaints (mechanism ii), their wives experienced higher home load. The results further supported mechanism (iii) that wives' and husbands' psychological health were associated. It is concluded that crossover from husbands to wives may occur through various mechanisms.