Development and validation of a multidimensional scale of perceived work-family positive spillover.

Abstract

Although the benefits of participating in both work and family have been recognized for more than 30 years (Sieber, 1974), limited empirical research exists. One reason for this oversight is the absence of a well-established scale to measure these benefits. We present a new multidimensional scale of perceived work-family positive spillover. We conducted two studies that aided the development and validation of this scale. Our scale measures three types of work-family positive spillover: behavior-based instrumental positive spillover, value-based instrumental positive spillover, and affective positive spillover. Each of these three types of positive spillover occurs in two directions: from work to family and from family to work. We further evaluate the scale's construct validity in relation to role satisfaction and self-reported mental health.

Interfaces entre trabalho e família: Caracterização do fenômeno e análise de preditores

“…Entre as nomenclaturas vigentes, destacam-se o enriquecimento, a facilitação, a valorização e o extravasamento positivo trabalhofamília (Edwards & Rothbard, 2000;Fisher, Bulger, & Smith, 2009;Greenhaus & Powell, 2006;Wayne, Grzywacz, Carlson, & Kacmar, 2007). Embora alguns autores analisem esses termos como representativos de conceitos distintos entre si (Carlson, Kacmar, Wayne, & Grzywacz, 2006;Hanson, Hammer, & Colton, 2006;Steenbergen, Ellemers, & Mooijaart, 2007), outros defendem que, na verdade, se tratam apenas de diversos rótulos para a caracterização de um mesmo fenômeno (Frone, 2003;Greenhaus & Powell, 2006;McNall, Masuda, & Nicklin, 2010).…”

Adaptación y validación de la versión española de la “Survey Work-Home Interaction – NijmeGen” (SWING) en países hispanohablantes

“…Even though there is awareness that the current knowledge of work-family interface is incomplete without an understanding of the benefits and detriments of participating in both work and family, there is scarce research that examines it (Hanson, Hammer, & Colton, 2006). Thus, as Greenhaus and Powell (2006) point out, there is a need for construct clarification, theory building, and measurement tool development.…”

“…Therefore, its factorial structure evidence is based on two sources: the confirmation of the factorial structure of the work-life balance concept of the SWING-SSC applying confirmatory factor analysis (CFA) and, based on results of recent studies (Greenhaus & Allen, 2011) on the test of the criterion validity using theoretically important external variables (health, role conflict, role clarity and supervisor support). We expect strong associations between negative WHI/ negative HWI with decreased levels of health (Hanson et al, 2006;van Steenbergen & Ellemers, 2009), positive relation between supervisor support and positive WHI (McCarthy, Darcy, & Grady, 2010;Taylor, Del Campo, & Blancero, 2009). We expect positive relation between role conflict and negative WHI (Bacharach, Bamberger, & Conley, 1991;Greenhaus & Beutell, 1985;Katz & Kahn, 1978;Rau & Hyland, 2002), and positive relation between role clarity and positive WHI (Kahn, Wolfe, Quinn, Snoek & Rosenthal, 1964;Lang, Thomas, Bliese, & Adler, 2007;Matsui, Ohsawa, & Onglatco, 1995;Rothbard, 2001;Rothbard & Dumas, 2006;Rothbard & Edwards, 2003).…”

Šeimos ir darbo sąveikos ir sutuoktinių tarpusavio santykių sąsajos

“…Tačiau kartais šeimos ir darbo derinimas suteikia teigiamų pasekmių: įgyta darbe patirtis gali būti naudinga namuose, o namuose atliekamos pareigos praversti darbe (Hanson, 2006, Haar, 2007. Kaip teigė Grzywaczas ir Butleris (2005), pozityvi darbo ir šeimos sąveika didina pasitenkinimą santykiais su sutuoktiniu bei vaikais, didina pasitenkinimą darbu.…”