To prosper, organizational psychology should … overcome methodological barriers to progress

Edwards, Jeffrey R.

doi:10.1002/job.529

Cited by 162 publications

(141 citation statements)

References 167 publications

(200 reference statements)

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“…So, the true associations might be weaker than the relationships observed in this study. Although several studies have shown that these influences are not as high as could be expected [61][62][63] , our findings should be replicated with objective measures (e.g., actual time at work as an index of job demands) in the future. However, a special feature of our study is that instead of measuring only self-reported WFC, we asked participants to provide information about the WFC of their partner as well.…”

Section: Study Limitations and Strengthsmentioning

confidence: 45%

How Job Demands Affect an Intimate Partner: A Test of the Spillover‐Crossover Model in Japan

Shimazu

Bakker

Demerouti

2009

Journal of Occupational Health

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How Job Demands Affect an IntimatePartner: A Test of the Spillover-Crossover Model in Japan: Akihito SHIMAZU, et al. Department of Mental Health, The University of Tokyo, Graduate School of Medicine-Objectives: The present study examined how job demands affect an intimate partner's well-being. We hypothesized that job demands have a negative influence on partner well-being through the experience of work-family conflict (WFC) and an impaired quality of the relationship (reduced social support and increased social undermining towards the partner). Methods: The participants of this study were 99 couples of dual-earner parents in Japan. Results: Consistent with hypotheses, men's job demands (i.e. overload and emotional demands) were positively related to their own reports of WFC, and indirectly to women's ratings of men's WFC. Consequently, women's ratings of men's WFC were negatively related to the quality of the relationship (i.e. decreased social support from and increased social undermining by men), which, in turn, led to women's ill-health (i.e. depressive symptoms and physical complaints). We found similar findings for the model starting with women's job demands; gender did not affect the strength of the relationships in the model. Conclusions: These findings suggest that high job demands initiate a process of work-family conflict and poor relationship quality, which may eventually affect the intimate partner's well-being in an unfavorable way. Research has suggested that Japanese employees are highly committed to their work 1) . Indeed, the Japanese work longer hours than employees in most other industrial nations 2) . These long work hours may become a problem for employees' intimate relationships with their partners when efforts to fulfill the demands of work interfere with the ability to fulfill the demands of the roles as a spouse, parent, or caregiver 3) . The present study among Japanese dual-earner couples will focus on the impact of job demands on partner wellbeing. Specifically, we will examine whether high job demands may initiate a process of work-family conflict and consequently affect the quality of the relationship (i.e., increased social undermining and reduced social support provided to an intimate partner), which eventually affects partner well-being in an unfavorable way. We will use the recently formulated Spillover-Crossover model 3,4) to test our hypotheses.The Spillover-Crossover model Earlier studies have identified two different ways in which strain is carried over from the work to the family domain 5,6) . Work-family conflict or spillover is a withinperson across-domains transmission of demands and consequent strain from one area of life to another. Previous research has primarily focused on how experiences in the work domain are transferred to and interfere with the non-work domain for the same individual 7) . In contrast, crossover involves transmission across individuals, whereby demands and their consequent strain have effects on between closely related persons 6) . Thus...

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Section: Study Limitations and Strengthsmentioning

confidence: 45%

How Job Demands Affect an Intimate Partner: A Test of the Spillover‐Crossover Model in Japan

Shimazu

Bakker

Demerouti

2009

Journal of Occupational Health

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“…The first concerns reverse causality-the possibility that performance drives the usage of image-based words rather than, as we theorize, the other way around. We conducted tests recommended by Edwards (2008).…”

Section: Endogeneity Checksmentioning

confidence: 99%

A (Blurry) Vision of the Future: How Leader Rhetoric about Ultimate Goals Influences Performance

Carton

Murphy

Clark

2014

AMJ

229

175

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“…Indirect measures are based on the spontaneous reactions of the subjects, which are diffi cult to control and "reveal not fully conscious affect or motives or respondents" (Böhner & Wänke, 2002;Edwards, 2008;Greenwald & Banaji, 2005). The most popular method of indirect measurement in organizational research is the Implicit Association Test (Greenwald & Farnham, 2000;Greenwald, McGhee, & Schwartz, 1998) based on the measurement of reaction time in categorization tasks.…”

Section: New Indirect Measure Of Attitude Towards Occupationmentioning

confidence: 99%

Emotional Labour and Indirectly Measured Attitude Towards Occupation in Explaining Employee Well-Being

Retowski¹,

Fila-Jankowska²

2013

Polish Psychological Bulletin

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To prosper, organizational psychology should … overcome methodological barriers to progress

Cited by 162 publications

References 167 publications

How Job Demands Affect an Intimate Partner: A Test of the Spillover‐Crossover Model in Japan

How Job Demands Affect an Intimate Partner: A Test of the Spillover‐Crossover Model in Japan

A (Blurry) Vision of the Future: How Leader Rhetoric about Ultimate Goals Influences Performance

Emotional Labour and Indirectly Measured Attitude Towards Occupation in Explaining Employee Well-Being

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