What does schedule fit add to work–family research? The incremental effect of schedule fit on work–family conflict, schedule satisfaction, and turnover intentions

Abstract

In recent years, the person–environment fit framework has become increasingly popular as a lens for understanding the work–family interface. However, the mechanisms that link objective work–family person–environment fit to individual outcomes are poorly understood, and little person–environment fit research has focused on work schedules despite their importance for employee management of work and family roles. Moreover, it is unclear whether schedule fit contributes to individual outcomes over and beyond schedule characteristics such as flexibility and control. The present study explains how employee objective schedule fit relates to individual turnover intentions through work‐to‐family conflict and schedule satisfaction in a study of 608 retail employees. Results show that objective work–family schedule fit has statistically significant relationships with employee outcomes independent of the effects of schedule control and flexibility, but that these relationships are relatively weak. These results establish that schedule fit is a facet of work–family person–environment fit beyond more generally desirable schedule characteristics, but that it may be useful to examine only in limited contexts. The results also contribute to the understanding of the cognitive mechanisms linking objective environmental characteristics to employee outcomes.Practitioner points The ability to work a schedule that meets preferences for days and shifts (hours) is related to better worker outcomes. This effect holds even when considering employees’ control over their schedule and its flexibility. Employees’ schedules are a starting point for forming their attitudes and behaviours related to the work–family interface, which may shape future turnover cognitions.

Perceived Workplace Discrimination on the Basis of Parent Status in Australia

“…Adoption of a person-environment fit approach to work arrangements has organizational benefits including retention, productivity, and satisfaction. 64,65 Furthermore, we note some important implications for workplace gender (in)equality, but also for inequalities based on parent (and, by extent, carer) status at work. Actual, perceived, or observed discrimination is among a suite of status-based discriminatory 66,67 While fathers may strive to keep their parent status 'invisible' such that they do not suffer penalties at work, this is far less possible for mothers, who are much more likely to curtail their work, their behavior and their careers to fit their caring responsibilities, and restrictive gender norms.…”

“…Turnover is costly for workplaces and points to a lack of workplace fit —that is, the provision of sufficient flexibility and support to accommodate all employees, including parents, to work effectively. Adoption of a person-environment fit approach to work arrangements has organizational benefits including retention, productivity, and satisfaction 64,65 …”

Becoming an informal care-giver: the role of work status incongruence

“…Importantly, work hour mismatches can hinder workers' ability to reconcile work and family life (Gerson and Jacobs, 2004). For instance, Piszczek et al (2021) showed that work schedule misfit predicted work-to-family conflict, and Brauner et al (2020) found that satisfaction with work-life balance was lower for those who worked more than their preferred hours. Thus, work status incongruence may also lead to problems in managing one's personal life (Barnett, 2006), including the decision to take up care.…”

Cooperation Versus Competition: How Do Helping Coworkers Affect Work–Family Conflict?

“…Especially in China, where family is highly valued, employees may commonly face great difficulties in balancing between work and family roles (Chen, Xu, Sparrow, & Cooper, 2023) due to the increase in female participation in the workforce, the liberalization of the three-child policy, and the aging population. The work–family literature has confirmed that work–family conflict not only leads to poor health and well-being (Li, Shaffer, Wang, & Huang, 2021; Wattoo, Zhao, & Xi, 2018) but also explains increased turnover intention and poor work attitudes and performance (Piszczek, Martin, Pimputkar, & Laulié, 2021). Therefore, exploring how helping others at work affects work–family conflict, especially in the Chinese background, has become timely and crucial.…”