The Association between Work–Family Guilt and Pro‐ and Anti‐Social Work Behavior

Morgan, Whitney Botsford; King, Eden B.

doi:10.1111/j.1540-4560.2012.01771.x

Cited by 38 publications

(31 citation statements)

References 51 publications

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“…In one particular instance, the interviewee was quite emotional and sounded deeply touched by the supervisor's behavior when she was describing her supervisor's kindness and understanding, and the need to reciprocate him. This behavior is similar to Morgan and King's (2012) finding that individuals who experience family-to-work guilt respond by engaging in prosocial work behavior, although in our study the prosocial work behavior was toward the supervisor rather than a colleague. Such appreciation and reciprocation of a supervisor's understanding of FIW conflict reflect the high-power distance characteristic of an Eastern culture.…”

Section: Negotiation At Worksupporting

confidence: 88%

“…In contrast, nonfamily‐supportive supervisors might exacerbate WFC and negative employee outcomes. For example, Morgan and King (2012) show how individuals who experience work‐to‐family guilt might respond by shirking work responsibilities. Therefore, we recommend that supervisors be open to negotiations aimed at minimizing WFC to avoid antisocial behavior directed at the organization (e.g., absenteeism).…”

Section: Discussionmentioning

confidence: 99%

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Work–Family Conflict in Sri Lanka: Negotiations of Exchange Relationships in Family and at Work

Kailasapathy

Metz²

2012

Journal of Social Issues

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This study's aim is to understand how individuals who are part of dual‐earner couples experience and deal with work–family conflict in Sri Lanka. Twenty‐five interviews were conducted to identify if and how couples negotiated within their marital relationships, and between themselves and their supervisors, to reduce or cope with work–family conflict. The interviews indicated that negotiations at home and at work concerned contributions to the exchange relationship and were unlikely to adversely affect the (home or work) exchange relationships. Negotiations at home were more likely to be initiated by women than men. Further, the interviews revealed an influence of spouse's gender role ideology on the success of the negotiation at home. Negotiations at work were more likely to be initiated by the interviewees than by their supervisors. The results suggest that individuals in cultures with high power distance should still initiate negotiations when they feel it is possible to obtain favorable outcomes.

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Section: Negotiation At Worksupporting

confidence: 88%

Section: Discussionmentioning

confidence: 99%

Work–Family Conflict in Sri Lanka: Negotiations of Exchange Relationships in Family and at Work

Kailasapathy

Metz²

2012

Journal of Social Issues

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“…While being a good father is generally not perceived as incompatible with work or a career, research clearly demonstrates ambivalence toward working mothers (e.g., Greenberger et al, 1988 ; Heilman and Okimoto, 2008 ; King, 2008 ). Normative expectations for being a good parent are often internalized, with feelings of ‘work-family guilt’ when parents violate these normative expectations ( Morgan and King, 2012 ). As a result, working mothers tend to report higher feelings of family-to-work conflict whereas men tend to report higher work-to-family conflict as a meta-analysis by Byron (2005) has shown.…”

Section: Discussionmentioning

confidence: 99%

Validity of the Parental Burnout Inventory Among Dutch Employees

2018

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The purpose of this study was to validate the Parental Burnout Inventory (PBI) in a Dutch sample of working parents. The Dutch version of the PBI and questionnaires about work were administered to 627 working parents, with at least one child living at home. We investigated whether the tri-dimensional structure of the PBI held in a sample of male and female employed parents. Furthermore, we examined the relationships between PBI and the constructs work-related burnout, depressive mood, parenting stress and work-family conflict, which we assessed with widely used and validated instruments, i.e., emotional exhaustion [a subscale of the Dutch version of Maslach’s Burnout Inventory], a Dutch Parental Stress Questionnaire and Work-Family Conflict. The results support the validity of a tri-dimensional parental burnout syndrome, including exhaustion, distancing and inefficacy. Low to moderate correlations between parents’ burnout symptoms and professional exhaustion, parenting stress, depressive complaints and work-family conflict experiences were found, suggesting that the concept of PBI differs significantly from the concepts of job burnout, depression and stress, respectively. The current study confirms that some parents are extremely exhausted by their parental role. However, the number of Dutch employees reporting extreme parental burnout is rather low.

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“…MacDermid et al [190] argued that the role of emotion elicited from WFC on an individual's behavior would be better understood by bringing gender into the work-family conflict issue. Morgan and King [191] found that if an individual faces work-to-family guilt, she reduces her work responsibility, whereby a gender-role orientation plays a moderating role in such responses.…”

Section: Figure 2 Selection Of Parametersmentioning

confidence: 99%

Women Entrepreneurship in International Trade: Bridging the Gap by Bringing Feminist Theories into Entrepreneurship and Internationalization Theories

Akter¹,

Rahman²,

Radičić³

2019

Sustainability

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Participation of women-owned small and medium-sized enterprises (SMEs) in international trade is gaining more importance in the transformation of institutional changes. Although women entrepreneurs contribute to the social and economic development, the role of social, cultural, and legal institutions in fostering women entrepreneurship is still debatable. This argument remains controversial as there is no single theory that has explained the phenomenon of women-owned firms in international trade. Because of the missing link between gender sensitivity and the existing theories of entrepreneurship and internationalization, there is a significant research gap. To fill up this research gap, this study revisited existing theories from three research domains: feminism, entrepreneurship, and internationalization. Factors derived from revisiting theories of entrepreneurship and internationalization were evaluated based on findings from the review of the feminist theories. Finally, key parameters were selected to assess the internationalization of women-owned SMEs, which require future empirical investigation.

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The Association between Work–Family Guilt and Pro‐ and Anti‐Social Work Behavior

Cited by 38 publications

References 51 publications

Work–Family Conflict in Sri Lanka: Negotiations of Exchange Relationships in Family and at Work

Work–Family Conflict in Sri Lanka: Negotiations of Exchange Relationships in Family and at Work

Validity of the Parental Burnout Inventory Among Dutch Employees

Women Entrepreneurship in International Trade: Bridging the Gap by Bringing Feminist Theories into Entrepreneurship and Internationalization Theories

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