Dual earner couples: Attitudes and actions in restructuring work for family

Karambayya, Rekha; Reilly, Anne H.

doi:10.1002/job.4030130605

Cited by 72 publications

(64 citation statements)

References 21 publications

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“…This is contrary to the literature, in which it is stated that women generally restructure their work to a greater extent than men (Karambayya & Reilly, 1992;Brett & Yogev, 1988:166). It should be noted that the latter studies were conducted a number of years ago, and thus might be outdated.…”

Section: Discussionmentioning

confidence: 62%

“…However, in the context of this study, the focus is on the way in which individuals restructure their working patterns to accommodate family responsibilities -that is, the ability of managers and employees to have the flexibility to determine where, how and when work is to be completed (Klein, 2008:232). This includes individuals making the decision to limit certain work behaviours in the interest of their family life (Hertz, 1986, in Karambayya & Reilly, 1992. The specific terms and conditions of employment will determine whether or not flexible work arrangements will offer an opportunity to better integrate work and family life, with the degree of control over work schedules being of particular importance (Van Doorne-Huiskes, Den Dulk & Peper, 2005:5).…”

Section: Work Restructuringmentioning

confidence: 99%

“…The specific terms and conditions of employment will determine whether or not flexible work arrangements will offer an opportunity to better integrate work and family life, with the degree of control over work schedules being of particular importance (Van Doorne-Huiskes, Den Dulk & Peper, 2005:5). According to Karambayya and Reilly (1992), jobs that are most likely to have the option of work restructuring are those where one's work is performed relatively independently and when one's work hours are relatively unstructured. For these reasons, managerial and professional work can often be restructured.…”

Section: Work Restructuringmentioning

confidence: 99%

See 2 more Smart Citations

The Effects of the Global Recession on the Work Restructuring Levels Of Managers in the South African Automotive Industry

Paddey

Rousseau

2011

SAJEMS

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The aim of this investigation was to examine the work restructuring levels of managers in the South African automotive industry, and how these levels are affected by the global economic recession. Work restructuring was investigated from the perspective of the managers' work and family involvement levels. Data was gathered using a questionnaire that was emailed to automotive industry managers throughout South Africa. Results show that no significant gender differences occur for work involvement, family involvement, or work restructuring. A practically significant, positive relationship exists between family involvement and work restructuring. Furthermore, family involvement levels were shown not to have decreased due to the economic recession. Recommendations for organisations include implementing a gender-neutral work-family policy to assist managers in restructuring their work to accommodate family responsibilities.

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Section: Discussionmentioning

confidence: 62%

Section: Work Restructuringmentioning

confidence: 99%

Section: Work Restructuringmentioning

confidence: 99%

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The Effects of the Global Recession on the Work Restructuring Levels Of Managers in the South African Automotive Industry

Paddey

Rousseau

2011

SAJEMS

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“…In order to further research on how dual-earners confront WFC, Karambayya and Reilly (1992) applied qualitative and quantitative methods to investigate why and how people adjust their work so as to be more effectively confronted family's demand. They realized that work adjustment of couple is positively correlative even though wife may adjust more work than husband.…”

Section: Connubial Influencementioning

confidence: 99%

Antecedents of Work-Family Conflict: Review and Prospect

Zhang¹,

Liu²

2010

IJBM

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With the increase in the proportion of dual-earner families and work stress, there are increasing emphases placed on the study of work-family conflict (WFC). The paper reviews that antecedents of WFC from aspects of individual, work and family. Findings and implications include the effects of individual factors like demographic and personality variables, the influences of work variables like work stress, family friendly programs and impacts of family variables like family demands and spousal interactions. In addition, we propose that more efforts should be put into theoretical development, integrative studies, individual and family variables in the future.Keywords: Work-family conflict, Antecedents, Workaholism, Personality, Family friendly programs Work and family are defined as two main fields in which modern people live. They satisfy human's various demands and also the sources of people's happiness simultaneously. In recent decades, owing to rising proportion of dual-earner families, increasing work stress and growing emphasis on quality of life, much more attentions have been paid to work-family conflict (WFC). Work-family conflict (WFC) referring to the roles conflict is generated when the stress from work and family can't be coordinated in some aspects (Greenhaus, J. H. & Beutell, N.J, 1985). Greenhaus and Beutell (1985) classified WFC into three types, i.e. conflict based on time, conflict based on stress and conflict based on behavior. Gutek et al has found out that all types of WFC are bidirectional, including work-to-family conflict, work interference with family (WIF) and family-to-work conflict, and family interference with work (FIW). So, six dimensions are formed correspondingly (Gutek, B. A. et al, 1991). According to the researches, WFC widely influences health (bibulosity, depression), work (work satisfaction, vocation ambition) and family (family happiness) (Eby, L. T. et al, 2005). Thus, scholars all along have made efforts to seek all various influential factors on WFC, and have achieved some research findings. Reviewing and summarizing the achieved literatures can not only help us to make the future research direction in the field definitely, but also establish basis for organizations and individuals to cope with WFC effectively and to balance work and family practically.The main purpose of the current study is to elaborate the influential factors of WFC from three levels, i.e. individual, work and family. Furthermore, future research direction also proposed through analyzing the shortage of existing researches.

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“…Both partners' job involvement and career priority has been suggested to crossover and lead to males' work-family conflict (Greenhaus, Parasuraman, Granrose, Rabinowitz, & Beutell, 1989). Negative crossover effects within the spousal dyad have also been found for anxiety (Westman, Etzion, & Horovitz, 2004), burnout (Westman & Etzion, 1995), psychological distress (Barnett, Raudenbush, Brennan, Pleck, & Marshall, 1995), depression (Howe, Levy, & Caplan, 2004), adjustment (Takeuchi, Yun, & Teslu, 2002), marital dissatisfaction , family dissatisfaction (Parasuraman, Greenhaus, & Granrose, 1992), work involvement (Karambayya & Reilly, 1992), psychological health (Jones & Fletcher, 1993), mental and physical health complaints (Gorgievski-Duijvesteijn, Giesen, & Bakker, 2000), and perceived health (Westman, Keinan, Roziner, & Benyamini, 2008).…”

Section: Crossover Of Positive Spillovermentioning

confidence: 99%

The Crossover Effects of Supervisor Work-Family Positive Spillover on Employee Sleep Deficiency: Moderating Effects of Family Supportive Supervisor Behaviors (FSSB)

Crain¹

2000

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The majority of literature on the work-family interface has focused on, and provided evidence of, the conflict associated with engagement in both work and family roles (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005). Research examining the positive aspects of work and family participation remains limited. The current study investigated how work-family positive spillover is transferred between members of the supervisoremployee dyad and subsequently how this affects employee sleep outcomes. It was hypothesized that work-to-family affective positive spillover experienced by supervisors would crossover to employees and increase their experiences of work-to-family affective positive spillover. In turn, this would allow for better employee sleep. It was also proposed that these relationships would depend on the level of employee perceptions of family-supportive supervisor behaviors (FSSB), such that higher levels of FSSB would result in higher levels of employee positive spillover and better employee sleep. As part of a larger study, survey data were collected in a sample of 696 workers supervised by 180 managers in the information technology sector. Contrary to expectations, results indicated that supervisor positive spillover was negatively related to employee positive spillover. Furthermore, FSSB moderated the association between supervisor positive spillover and employee sleep duration, such that the relationship between supervisor positive spillover and employee sleep duration was positive under high levels of FSSB, but negative under low levels of FSSB. Again, this finding was contrary to expectations.Alternative explanations are discussed. POSITIVE SPILLOVER AND SLEEPii Acknowledgements

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Dual earner couples: Attitudes and actions in restructuring work for family

Cited by 72 publications

References 21 publications

The Effects of the Global Recession on the Work Restructuring Levels Of Managers in the South African Automotive Industry

The Effects of the Global Recession on the Work Restructuring Levels Of Managers in the South African Automotive Industry

Antecedents of Work-Family Conflict: Review and Prospect

The Crossover Effects of Supervisor Work-Family Positive Spillover on Employee Sleep Deficiency: Moderating Effects of Family Supportive Supervisor Behaviors (FSSB)

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