Abstract:The present study examines a mediated moderation model of the day-level effects of family hassles and family-work spillover (affect and cognition) on the relationship between job resources and employees' flourishing at work. Based on the work-home resources model, the authors hypothesized that demands from one domain (family) induce repetitive thoughts or negative feelings about those problems, so that individuals are not able to function optimally and to make full use of contextual resources in the other doma… Show more
“…This contributes to recent research on the consequences of FSSBs (e.g., Las Heras, Rofcanin, Bal, & Stollberger, 2017;Rofcanin, Las Heras, & Bakker, 2017;Russo, Buonocore, Carmeli et al, 2015) and theory on work-family enrichment (Weer, Greenhaus, & Linnehan, 2010), which has tended to overlook the issue of whether and how FSSBs may conflict with focal employees' family and work domains. From a W-HR model perspective, we expand this model by integrating and exploring mechanisms (i.e., family performance) and contextual conditions (i.e., prosocial motivation) under which resources gained in work domain (i.e., FSSBs) may spillover to home domain (family domain) which are then expected to drive better functioning at work (Du et al, 2017;Ten Brummelhuis & Bakker, 2012).…”
Section: On Page 16 Some Covariates Do Correlate With the Major Varimentioning
confidence: 99%
“…"The findings of this study also contribute to and extend the WH-R model in a number of ways. Drawing on the W-HR model, a recent study by Du et al (2017) revealed that homesickness, conceptualized as contextual resource, attenuates the positive association between job resources (feedback and social support) and work performance (task and contextual performance). The authors argue that homesickness depletes from a focal employee's time, energy and other personal resources, hence diminishing work performance.…”
This paper examines how family-supportive supervisor behaviours (FSSBs) are associated with employees' in-role job performance and perceived promotability, and how prosocial motivation moderates these associations. We draw on the Work-Home Resources model (W-HR model) to explain the role of family performance as a mediator between FSSBs and employee outcomes. We also propose that prosocial motivation may influence the association between FSSBs and employee outcomes via family performance in such a way that the effect becomes negative for subordinates with high prosocial motivation. Using a dataset of 187 supervisor-subordinate dyads across four organizations located in Chile, Argentina and the Philippines, our findings from multi-level analyses reveal a direct positive association between FSSBs and in-role job performance and perceived promotability. As expected, we find that for subordinates characterized by high prosocial motivation, there is a negative indirect association between FSSBs and in-role job performance and perceived promotability via family performance. Our focus on prosocial motivation also underlines the dark side of showing concern for others.
“…This contributes to recent research on the consequences of FSSBs (e.g., Las Heras, Rofcanin, Bal, & Stollberger, 2017;Rofcanin, Las Heras, & Bakker, 2017;Russo, Buonocore, Carmeli et al, 2015) and theory on work-family enrichment (Weer, Greenhaus, & Linnehan, 2010), which has tended to overlook the issue of whether and how FSSBs may conflict with focal employees' family and work domains. From a W-HR model perspective, we expand this model by integrating and exploring mechanisms (i.e., family performance) and contextual conditions (i.e., prosocial motivation) under which resources gained in work domain (i.e., FSSBs) may spillover to home domain (family domain) which are then expected to drive better functioning at work (Du et al, 2017;Ten Brummelhuis & Bakker, 2012).…”
Section: On Page 16 Some Covariates Do Correlate With the Major Varimentioning
confidence: 99%
“…"The findings of this study also contribute to and extend the WH-R model in a number of ways. Drawing on the W-HR model, a recent study by Du et al (2017) revealed that homesickness, conceptualized as contextual resource, attenuates the positive association between job resources (feedback and social support) and work performance (task and contextual performance). The authors argue that homesickness depletes from a focal employee's time, energy and other personal resources, hence diminishing work performance.…”
This paper examines how family-supportive supervisor behaviours (FSSBs) are associated with employees' in-role job performance and perceived promotability, and how prosocial motivation moderates these associations. We draw on the Work-Home Resources model (W-HR model) to explain the role of family performance as a mediator between FSSBs and employee outcomes. We also propose that prosocial motivation may influence the association between FSSBs and employee outcomes via family performance in such a way that the effect becomes negative for subordinates with high prosocial motivation. Using a dataset of 187 supervisor-subordinate dyads across four organizations located in Chile, Argentina and the Philippines, our findings from multi-level analyses reveal a direct positive association between FSSBs and in-role job performance and perceived promotability. As expected, we find that for subordinates characterized by high prosocial motivation, there is a negative indirect association between FSSBs and in-role job performance and perceived promotability via family performance. Our focus on prosocial motivation also underlines the dark side of showing concern for others.
“…In discussing the results in this study, we adopted the spillover theory, which focuses on the relationships (attitudinal, behavioural and experiential) connecting family to work (and vice versa) [see Staines, 1980]. In view of recent research by Du, Derks, and Bakker (2018) showing that negative emotions stemming from domestic hassles could transfer or “spill over” to the workplace and hamper work productivity, we proposed that family‐related stressors could trigger deviant work behaviours in nurses, which usually co‐occur with nurses’ lower work productivity. In other words, we hypothesized that:Hypothesis 1: Negative emotions could mediate the relationship linking social undermining in families to deviant work behaviours (see Figure 1).…”
Aims:To examine whether negative emotions could mediate the association linking social undermining in families (i.e. negative judgements that prevent the maintenance of positive familial ties) to nurses' deviant workplace behaviours (i.e. behaviours that disrupt the normal functioning of organisations), and whether neuroticism could moderate the association linking social undermining in families to negative emotions by adopting the spillover theory.Background: This study tested a moderated mediation model based on the hospital industry in Pakistan. Negative familial stressors can disrupt work-related behaviours, but it remains unknown as to how negative emotions and personality traits can affect this family-to-work relationship.Method: Temporally segregated survey data were collected from nurses (n = 325 dyads) working in the hospitals of Pakistan.Results: Findings showed that social undermining in families triggered deviant workplace behaviours in Pakistani nurses through the mediating effect of negative emotions.High levels of neuroticism strengthened the association linking social undermining in families to negative emotions.Conclusion: Our moderated mediated model showed that family-related stressors can "spill over" to the workplace and disrupt employee behaviours under the mediating effect of negative emotions. The perception of family-related negative emotions can also be increased among individuals with high levels of neuroticism.
Implications for Nursing Management:We recommend the establishment of social support networks and workshops for nurses to cope with the negative emotions they experienced from family and non-work domains. K E Y W O R D S deviant work behaviour, negative emotions, neuroticism, social undermining, spillover theory | 939 SARWAR et Al.
“…This might reflect the taxing effects of “emotional labor” (labor requiring consistent, seemingly cheerful attention to others’ needs), which is shouldered disproportionately by women in both workplace and family spheres (Guy and Newman, 2004; Du et al, 2018). …”
Background and Aims:
Stress can be validly assessed “live” or by a summary evaluation of the very recent past. Using smartphone-based ecological momentary assessment (EMA) combined with end-of-day (EOD) entries, we assessed the association between daily hassles, stressful events and use of opioids and cocaine, in opioid- and cocaine-using men and women
Methods:
For up to 16 weeks, 161 outpatients in opioid-agonist treatment who reported cigarette smoking carried smartphones on which they reported stressful events (SEs) and drug use (DU) and completed an EOD questionnaire to report hassles encountered throughout the day, current perceived stress, cigarettes/day, and current mood. We compared EOD responses on days with and without SE and DU reports and on days when thrice-weekly urine drug screens indicated opioid or cocaine use or abstinence.
Results:
Participants (N=161) made 11,544 EOD entries; EMA SEs were reported on 861 (7.5%) days, and DUs on 1685 (14.6%) days. The most frequently reported hassles in EOD entries were “not enough money” (31.4% of daily reports) and maintaining abstinence (18.7%). Total EOD hassles showed small but statistically significant associations [odds ratios (95% CIs)] with EMA SEs [1.09 (1.06–1.13)], DUs [1.08 (1.06–1.10)], and urine-positive opioid [1.06 (1.04–1.09)] and cocaine [1.03 (1.00–1.06)] results. Men and women had similar rates (mean/day (SD)) of hassles: men 2.25 (3.55); women 2.55 (3.76) (F1,159=0.53, p=0.47).
Conclusions:
Daily hassles, reported at the end of the day, are associated with both same-day stressful events and drug use. Monitoring hassles and devising specific coping strategies might be useful therapeutic targets.
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