The role of personal resources in work–family conflict: Implications for young mothers' well-being

Braunstein-Bercovitz, Hedva; Frish-Burstein, Smadar; Benjamin, B.

doi:10.1016/j.jvb.2011.10.003

Cited by 43 publications

(39 citation statements)

References 42 publications

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“…As the “Overcommitment” scale contains items like “Overwhelmed by pressure” and “Trouble sleeping at night” [23], the association with “Burnout” seems logical. Similarly, being torn apart between work and home environment can lead to feeling burnout [24,25]. “Overcommitment” has been referred to as an individual’s exhaustive coping style and also in earlier studies it has been found to predict adverse health effects [26,27].…”

Section: Discussionmentioning

confidence: 99%

The Gutenberg Health Study: measuring psychosocial factors at work and predicting health and work-related outcomes with the ERI and the COPSOQ questionnaire

et al. 2013

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BackgroundSeveral instruments have been developed to assess psychosocial workload. We compared two of these instruments, the Effort-Reward Imbalance (ERI) model and the Copenhagen Psychosocial Questionnaire (COPSOQ) with regard to congruent validity and internal validity.MethodsThis analysis is based on a population-based sample of the baseline examination of 2,783 employees from the Gutenberg Health Study (GHS). About half of the participants completed the ERI questionnaire (n = 1,342), the other half completed the COPSOQ (n = 1,441). First, the two samples were compared and descriptive analyses were carried out calculating mean values for both instruments in general, then separately for age, gender and main occupational groups. Second, we analyzed the relationship between ERI and COPSOQ scales on the workplace situation and on the workplace outcomes: job satisfaction, general health, burnout, satisfaction with life, by applying stepwise logistic regression analysis.Results and discussionFor the majority of occupations, high effort as reflected by the ERI corresponded with high demands as reflected by the COPSOQ. Comparably, high reward (according to ERI) yielded a good agreement with high “influence and development” (according to COPSOQ). However, we could also find differences between ERI and COPSOQ concerning the intensity of psychosocial workload in some occupations (e.g., physicians/pharmacists or warehouse managers/warehousemen/transport workers). These differences point to differing theoretical concepts of ERI and COPSOQ. When the ability of ERI and COPSOQ was examined to determine the associations with health and work outcomes, burnout could be better predicted by the COPSOQ; this might be due to the fact that COPSOQ comprises the constructs “work-privacy conflict” and “emotional demand”, which are closely related to burnout. However, methodological differences between these instruments limit their direct comparability.ConclusionsThe ERI and COPSOQ instrument yielded similar results for most occupational groups. The slightly stronger association between psychosocial workload as assessed by COPSOQ and burnout might be explained by its broader approach. The ability of the ERI and COPSOQ instrument to reflect relevant risk factors for clinically manifest disorders (e.g., coronary heart disease) will be derived from subsequent prospective analyses of the GHS with the follow-up data.

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Section: Discussionmentioning

confidence: 99%

The Gutenberg Health Study: measuring psychosocial factors at work and predicting health and work-related outcomes with the ERI and the COPSOQ questionnaire

et al. 2013

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“…In addition the possession of personal resources such as perceived job control can also help to interrupt loss spirals (Braunstein-Bercovitz, Frish-Burstein, & Benjamin, 2012). It is suggested by a variety of researchers that individuals are motivated to seek control over their environment as high levels of perceived job control can aid effective coping in stressful situations, increase well-being (Thompson & Prottas, 2006) and job satisfaction (Ross & Reskin, 1992), and reduce fatigue (Van Yperen & Hagedoorn, 2003), emotional exhaustion (De Jonge, Janseen, & Van Breukelen, 1996), turnover intentions and work-family conflict (Kossek, Lautsch, & Eaton, 2006).…”

Section: The Conservation Of Resources (Cor) Theory: Resource Loss Vsmentioning

confidence: 99%

A Conservation of Resources Approach to Blackberry Use, Work-Family Conflict and Well-Being: Job Control and Psychological Detachment from Work as Potential Mediators

Ward¹,

Steptoe‐Warren²

2013

EMR

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This paper provides a comparison study of the relationships between using the Blackberry (BB) device for work purposes during non-work hours and (a) work-family conflict and (b) well-being, and the potential mediators of these relationships from a Conservation of Resources (COR) approach. Findings revealed that greater usage of the BB for work purposes during non-work hours was related to higher levels of work-family conflict. In particular greater frequency of use was related to an inability to psychologically detach from work, resulting in work-family conflict and low levels of well-being. Furthermore using the device for long periods was also related to an inability to psychologically detach from work, resulting in low levels of well-being. The findings did not support job control as a potential mediator; although support was found for the COR theory, as the mediating effect of detachment from work was greater than the mediating effect of job control on the relationship between BB use and work-family conflict, supporting that resource loss is more salient than resource gain. In light of these findings this paper proposes that organisations should aim to reduce the negative impact that using this device for work purposes during non-work hours has on employees, by either reducing the usage of the device or by ensuring employees are capable of handling the device and demands of the job.

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“…One relevant contribution to WFC literature is related to the mediating role of work overload in relationship between self‐efficacy and WFC. This finding is interesting because few researchers have examined the role of the individual aspects needed to address work and family demands (for instance Braunstein‐Bercovitz, Frish‐Burstein, & Benjamin, ). It suggests that the individual qualities of salespeople, such as self‐efficacy, apart from the work or the family role, influence both the work and family spheres.…”

Section: Discussion Implications and Future Researchmentioning

confidence: 96%

The Direct and Indirect Effects of Self‐Efficacy on Salespeople's Emotional Exhaustion and Work‐Family Conflict: A Study Using the Job Demands‐Resources Model

2018

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This study integrates Social Cognitive Theory with the Job Demands‐Resources Model to examine self‐efficacy in relation to emotional exhaustion and work‐family conflict (WFC) in a sample of 192 employees. The results obtained through structural equation analysis show: a negative association between self‐efficacy and both work overload and emotional exhaustion; a positive relationship between work overload and both emotional exhaustion and WFC; that work overload mediates the relation between self‐efficacy and both emotional exhaustion and WFC; that role ambiguity moderates the relation of self‐efficacy with work overload; and that tenure in the sales territory moderates the relation of work overload with WFC. Copyright © 2018 ASAC. Published by John Wiley & Sons, Ltd.

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The role of personal resources in work–family conflict: Implications for young mothers' well-being

Cited by 43 publications

References 42 publications

The Gutenberg Health Study: measuring psychosocial factors at work and predicting health and work-related outcomes with the ERI and the COPSOQ questionnaire

The Gutenberg Health Study: measuring psychosocial factors at work and predicting health and work-related outcomes with the ERI and the COPSOQ questionnaire

A Conservation of Resources Approach to Blackberry Use, Work-Family Conflict and Well-Being: Job Control and Psychological Detachment from Work as Potential Mediators

The Direct and Indirect Effects of Self‐Efficacy on Salespeople's Emotional Exhaustion and Work‐Family Conflict: A Study Using the Job Demands‐Resources Model

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