Benefits of Multiple Roles for Managerial Women

Ruderman, Marian N.; Ohlott, Patricia J.; Panzer, Kate; King, Sara N.

doi:10.5465/3069352

Cited by 120 publications

(130 citation statements)

References 28 publications

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“…Perhaps self-reported autonomy is capturing scheduling flexibility, which allows familyrelated issues to take on priority as needed, or autonomy could improve self-esteem, which can be used to enhance performance in the family (Friedman & Greenhaus, 2000). Substantive complexity may be capturing skill development from decision making and judgment around divergent needs on the job, skills essential for accomplishing the tasks of family life (Ruderman, Ohlott, Panzer, & King, 2002). Although not conclusive in themselves, the results of this study provide compelling support for the proposition that work-family facilitation requires resources in the initiating domain (e.g., work) that are exploitable in another domain of life (e.g., family; Grzywacz, 2002).…”

Section: Discussionmentioning

confidence: 69%

The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a Construct.

Grzywacz

Butler

2005

Journal of Occupational Health Psychology

285

229

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This study used objective measures of job characteristics appended to the National Survey of Midlife Development in the United States (MIDUS), self-reported job characteristics, and an individual resource characteristic (orientation toward personal growth) to test a theory of workfamily facilitation. Results indicated that resource-rich jobs enable work-to-family facilitation. A higher level of work-to-family facilitation was reported by individuals in jobs with more autonomy and variety and whose jobs required greater substantive complexity and social skill. There was no support for the hypotheses that these effects would be more pronounced for individuals with higher levels of personal growth. The authors found significant differences in the strength of the associations of job characteristics with work-to-family facilitation and work-tofamily conflict, suggesting they are different constructs with distinct antecedents.

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Section: Discussionmentioning

confidence: 69%

The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a Construct.

Grzywacz

Butler

2005

Journal of Occupational Health Psychology

285

229

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“…Mastery experiences are accompanied by feelings of competence and profi-ciency and may result from activities such as sport, learning a new hobby, or engaging in volunteer work (Fritz & Sonnentag, 2006;Ruderman, Ohlott, Panzer, & King, 2002). Mastery experiences challenge the person without overtaxing his or her capabilities.…”

Section: Mastery Experiencesmentioning

confidence: 99%

"Did you have a nice evening?" A day-level study on recovery experiences, sleep, and affect.

Sonnentag

Binnewies

Mojza

2008

Journal of Applied Psychology

670

669

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In this study, the authors used a within-person design to examine the relation between recovery experiences (psychological detachment, relaxation, mastery experiences) during leisure time, sleep, and affect in the next morning. Daily survey data gathered over the course of 1 work week from 166 public administration employees analyzed with a hierarchical linear modeling approach showed that low psychological detachment from work during the evening predicted negative activation and fatigue, whereas mastery experiences during the evening predicted positive activation and relaxation predicted serenity. Sleep quality showed relations with all affective states variables. This study adds to research on job-stress recovery and affect regulation by showing which specific experiences from the nonwork domain may improve affect before the start of the next working day.

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“…Role theory posits that individuals engage in multiple roles in their lives (e.g. spousal, parental, leisure) to which they are strongly committed (Ruderman et al 2002). Engaging in multiple roles might create a positive affect (Lenaghan & Sengupta 2007), which leads to cognitive variation that promotes creativity (Isen 1999).…”

Section: Perceived Time Pressure and Creativitymentioning

confidence: 99%

Interactive effects of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity

Aleksić

Mihelič

Černe

et al. 2017

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Purpose Drawing on role theory, the purpose of this paper is to investigate a curvilinear relationship between employee’s perceived overall time pressure and creativity. Apart from this, it explores a three-way interaction of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity. Design/methodology/approach The paper reports a quantitative study of 251 employees from a European company. An online survey was used to collect data. The proposed hypotheses were tested using moderated hierarchical regression analysis. Findings Results demonstrate a U-shaped curvilinear relationship between perceived time pressure and creativity. Results further confirm the proposed three-way interaction of perceived time pressure, SWFB, and LMX as joint predictors of creativity. Research limitations/implications The cross-sectional research design limits the ability to demonstrate causality. Moreover, the data were collected from a single source causing concern for common method bias. Nonetheless, recent research suggests that common method bias cannot create an artificial interaction effect. Originality/value This study is one of the rare attempts to examine a curvilinear relationship between perceived time pressure and creativity. Moreover, it contributes to the work-family literature by providing the first empirical examination of the linkage between SWFB and creativity. Furthermore, the authors find a three-way interaction between time pressure, SWFB and LMX, and creativity. These findings broaden our understanding of how personal and contextual factors interact to foster creativity.

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Benefits of Multiple Roles for Managerial Women

Cited by 120 publications

References 28 publications

The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a Construct.

The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a Construct.

"Did you have a nice evening?" A day-level study on recovery experiences, sleep, and affect.

Interactive effects of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity

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