When the Cup Runneth Over:Positive Spillover from Nonwork to Work

Ryan, Katherine C.; Dunn‐Jensen, Linda M.

doi:10.5465/ambpp.2012.161

Cited by 1 publication

(3 citation statements)

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“…In a similar vein, the theory of role accumulation (Sieber, 1974) provides support for our line of reasoning. In particular, Ryan and Dunn-Jensen (2012) have indicated facilitation mechanisms between nonwork and work roles. Concrete, emotional spillover refers to feelings of self-confidence, support, and security that may spill over from the home domain to the work domain.…”

Section: Hwf and Employabilitymentioning

confidence: 99%

“…Concrete, emotional spillover refers to feelings of self-confidence, support, and security that may spill over from the home domain to the work domain. For instance, feelings of family support and self-confidence can facilitate the work role and may increase feelings of personal power and confidence in an employee's working life (Ryan and Dunn-Jensen, 2012). As self-confidence about one's capabilities is highly important in the light of one's future career satisfaction and marketability (De Vos et al, 2011), we assume a positive association between HWF and employability.…”

Section: Hwf and Employabilitymentioning

confidence: 99%

“…social identity and prestige associated with one's nonwork role that enhance status and power at work). Having access to useful resources and a large network, as a result of non-work activities like volunteer work, may result in expanded professional networks and increased personal prestige (Ryan and Dunn-Jensen, 2012). Indeed, employees with an extensive social network are more likely to find another job (Bernasco et al, 1998).…”

Section: Hwf and Employabilitymentioning

confidence: 99%

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Home-to-work spillover and employability among university employees

Veld

Heijden

Semeijn

2016

JMP

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Purpose The purpose of this paper is to investigate the relationship between positive and negative home-to-work spillover, i.e., home-to-work facilitation (HWF) and home-to-work conflict (HWC) with employability. Moreover, this study also examined whether the relationship between home-to-work spillover and employability varied between academic and support staff employees. Design/methodology/approach An on-line self-report questionnaire was distributed among academic (n=139) and support staff employees (n=215) working at a Dutch university for distance-learning education. Thoroughly validated measures of home-to-work spillover and employability were used. The employability measure consisted of five dimensions: occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance. Hypotheses were tested using hierarchical multivariate regression analyses including interaction effects. Findings HWF was positively related to anticipation and optimization only, while HWC appeared to be negatively associated with all employability dimensions. As expected, the relationships between HWF and HWC on the one hand and the specific employability dimensions on the other hand were stronger for support staff employees than for academic staff employees. Originality/value This study has extended research on employability, by focusing on the home context of employees as a possible antecedent. So far, studies have largely ignored the home context of employees, when investigating employability outcomes. Another contribution was the focus on both positive (facilitation) and negative (conflict) spillover from home-to-work, whereas previous studies mainly focused on one type of spillover only. Finally, the authors had the unique opportunity to compare support staff and academic staff employees in one and the same study.

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Section: Hwf and Employabilitymentioning

confidence: 99%

Section: Hwf and Employabilitymentioning

confidence: 99%