The Job Demands–Control–Support Model and Job Satisfaction Across Gender

Hwang, Woosang; Ramadoss, Kamala

doi:10.1177/0192513x16647983

Cited by 36 publications

(38 citation statements)

References 59 publications

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“…In the only longitudinal design with job attitudes, Odle‐Dusseau et al () provided evidence that FSSB significantly predicts job satisfaction 5 months later. A number of studies have also considered mediators of this relationship; FSOPs (Allen, ), WTFC/FTWC (Frye & Breaugh, ; Hwang & Ramadoss, ), and perceptions of control (Thompson & Prottas, ) have each been found to mediate the relationship between FSSB and job satisfaction. Thomas and Ganster () examined and found evidence for both control and WFC acting as mediators between FSSB and job satisfaction.…”

Section: Review Of Past Fssb Literaturementioning

confidence: 99%

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

2018

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Family-supportive supervisors empathize with employees' attempts to balance work and nonwork, while also actively facilitating employees' ability to manage work and nonwork demands. Over the last three decades, approximately 60 publications have investigated family-supportive supervisor behavior (FSSB), with one third of these appearing in just the last 3 years. Thus, as the burgeoning FSSB literature continues to develop, there is a critical need to understand this body of work in totality in order to further advance theory, expand empirical investigation of the construct, and facilitate the practical dissemination of FSSB-related information into organizational settings. We conduct the first comprehensive and systematic review of the FSSB literature to date. More specifically, we discuss early formative work establishing the construct of FSSB, existing theory, antecedents, outcomes, moderators, and interventions. Lastly, we provide a number of future directions for this subject area related to construct clarification, theory, expanding the FSSB nomological network, methodology, and interventions. KEYWORDSfamily-supportive supervisor behaviors, FSSB, social support, work-nonwork interface

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Section: Review Of Past Fssb Literaturementioning

confidence: 99%

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

2018

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“…Women working in travel agencies are adversely influenced by different factors leading to their intentions to quit the organization, and on the basis of studies, work conflict (e.g., work–family conflict and work–leisure conflict) among employed women is more widespread than employed men (Hwang & Ramadoss, ; Mansour & Tremblay, ). These factors are excessive workload, lack of social support from the organization, and lack of a codified and regulated agenda in accordance with the labor law (Karatepe, ).…”

Section: Introductionmentioning

confidence: 99%

Conflict at work, job embeddedness, and their effects on intention to quit among women employed in travel agencies: Evidence from a religious city in a developing country

Khorakian

Nosrati

Eslami

2017

Journal of Tourism Research

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Intention to quit is an important concern in organizations active in the tourism industry. This issue is more evident among the employed women in religious developing countries due to the cultural and environmental conditions. This study aimed to examine the mediating role of job embeddedness and the antecedents including work–leisure conflict, work–family conflict, and work overload on intention to quit. Data were collected from 618 female employees working in travel agencies. The results showed that the negative effects on the work‐leisure conflict, work‐family conflict and work overload led to a reduction in job embeddedness and an increase in their intention to quit.

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“…Our study did not control for non-work-related situations affecting experiences of working conditions, even though some studies have shown support for such an association, as women still carry more of, e.g., the care-burden at home, which can spill over to their working lives [ 33 , 34 , 35 , 36 ]. Job demands, especially, were not well explained by our models, and studies on them might benefit from a different approach.…”

Section: Discussionmentioning

confidence: 99%

Occupational Class Differences in Trajectories of Working Conditions in Women

Raittila

Rahkonen

Lahelma

et al. 2017

IJERPH

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The aim was to examine occupational class differences in trajectories of working conditions in ageing female municipal employees. Longitudinal survey data were collected among 40 to 60-year-old employees of the City of Helsinki, Finland. The 2000–2002 baseline survey (N = 8960, response rate 67%) was followed up in 2007 and 2012. Only those female participants who remained employed through all three phases were included (n = 2540). The effects of age, occupational class, and time period on physical and psychosocial working conditions were estimated using a mixed linear growth model. Physical workload decreased with age, except for manual workers, for whom there was no change. Manual workers also had less control over their work than managers and professionals, semi-professionals, or routine non-manual employees. Job control declined similarly in all occupational classes. Although occupational class differences in the levels of job demands were found, with the managers and professionals reporting the most increased demands, job demands were fairly stable and there was virtually no age or period associated linear change in them. Age trajectories in physical workload differ by occupational class, and the differences in psychosocial working conditions between occupational classes do not converge with age.

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The Job Demands–Control–Support Model and Job Satisfaction Across Gender

Cited by 36 publications

References 59 publications

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

Conflict at work, job embeddedness, and their effects on intention to quit among women employed in travel agencies: Evidence from a religious city in a developing country

Occupational Class Differences in Trajectories of Working Conditions in Women

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