With Greater Power Comes Greater Stress? Authority, Supervisor Support, and Work‐Family Strains

Badawy, Philip J.; Schieman, Scott

doi:10.1111/jomf.12714

Cited by 11 publications

(5 citation statements)

References 73 publications

(102 reference statements)

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“…Considering our findings and affordances of CTs, we propose an extension to Clark's (2000) work-family border theory by asserting that CT selection based on affordances provides a means to erect virtual work/life boundaries and segment domains when physical boundaries are not possible. While most research finds that CTs instigate work/life conflict in both directions (Badawy & Schieman, 2021;Fonner & Roloff, 2012;Wright et al, 2014), our findings suggest the need to pay attention to the specific CT use and relationship. While CTs may be an intrusion across physical boundaries, CT affordances can provide virtual work/life boundaries to reduce conflict.…”

Section: Discussioncontrasting

confidence: 56%

“…Even when working remotely, employees can perceive frequent contact with supervisors or coworkers as work interruptions (Ter Hoeven et al, 2016) and work commitment pressure (Kelly et al, 2010); these increase perceptions of work-to-life conflict. Whereas work CT use intrudes into private life (Wright et al, 2014), using CTs for personal communication with family and friends also instigates life-to-work conflict (Badawy & Schieman, 2021) and can disrupt work completion (Berkowsky, 2013). Additionally, less direct supervision and the freedoms of remote work can create a greater sense of obligation to respond to family and friends which also interrupts and encroaches on work (Eddleston & Mulki, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Communication Technology and Social Support to Navigate Work/Life Conflict During Covid-19 and Beyond

Shin

Riforgiate

Coker

et al. 2022

Management Communication Quarterly

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Drawing on a national survey of 447 U.S. workers who transitioned to remote work during COVID-19, this study examined how different types of communication technologies (CTs) used for work and private life were associated with work/life conflicts and perceptions of social support across different relationship types (coworker, family, and friends). Findings indicated that work/life conflicts became aggravated when the use of CTs violated relational norms (e.g., mobile texting with coworkers and emailing with family and friends). On the other hand, uses of CTs that were perceived to offer access to social support (e.g., instant messaging with coworkers and friends) were related to lower work/life conflict. Social media (e.g., Facebook) had a direct relationship to higher work/life conflict, but an indirect relationship to lower work/life conflict through social support. Overall, findings suggest that individuals attempt to create work/life boundaries by selecting specific CTs when physical work/life boundaries are collapsed.

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Section: Discussioncontrasting

confidence: 56%

Section: Introductionmentioning

confidence: 99%

Communication Technology and Social Support to Navigate Work/Life Conflict During Covid-19 and Beyond

Shin

Riforgiate

Coker

et al. 2022

Management Communication Quarterly

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“…That supervisors were more likely to belong to the conflicted class than the adapting class is not surprising in light of the evidence linking job authority to work-related pressures and strains in the work-family interface. 57 Future research could further explore these links.…”

Section: Discussionmentioning

confidence: 99%

A person-centred approach to COVID-19 pandemic-related stressors

Blais

Hudon

Lymburner

2022

Health Promot Chronic Dis Prev Can

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Introduction The COVID-19 pandemic and resultant containment effects has had a detrimental effect on individuals’ social, occupational and financial circumstances. Taking a person-centred approach to inquiry and data analysis, we sought to identify classes (or segments) of employees with distinct configurations of responses across several pandemic-related stressors. We also investigated purported risk and resilience factors of membership in these classes. Methods We analyzed data from 4277 employees who completed a pulse survey in August 2020, using latent class analysis to identify classes of employees with unique patterns of responses across six pandemic-related stressors. We also conducted a multinomial logistic regression analysis to explore the associations between several risk and resilience factors (e.g. age, gender, perceived organizational support) and class membership, and we compared the emergent classes’ levels of self-reported mental health. Results The data revealed four unique classes of employees: “adapting,” “conflicted,” “insecure” and “ stressed” (30%, 35%, 21% and 14% of the sample, respectively). All of the risk and resilience factors were associated with being in the adapting class versus the other classes. The adapting employees also showed the most positive self-reported mental health relative to their counterparts. Conclusion By identifying classes of employees with distinct configurations of pandemic-related stressors, as well as differential risk factors and levels of self-reported mental health, the present study offers a starting point for informing work-related interventions with the goal of helping employees most vulnerable to pandemic-related stressors effectively cope with these stressors.

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“…Similar to working from home, an ambivalent role of job autonomy is addressed in the stress of higher status hypothesis, assuming that a high level of job autonomy might be linked to greater conflicts (see, e.g., Badawy and Schieman, 2020 ). Nevertheless, job autonomy might be especially helpful during the COVID-19 pandemic because it allows employees to arrange work tasks more flexibly according to individual needs.…”

Section: Gender and Parenthood Differences In Work–family Conflicts During Covid-19mentioning

confidence: 99%

COVID-19 and Work–Family Conflicts in Germany: Risks and Chances Across Gender and Parenthood

2022

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The COVID-19 pandemic has dramatically affected everyone’s daily life in one way or another, requiring a re-negotiation of existing strategies for work–life integration, not only for individuals but also within families and partnerships. To contribute to existing knowledge on work-life integration during COVID-19 in Germany, we look at gender and parenthood differences in the experiences of work-to-family (WFC) and family-to-work (FWC) conflicts. By accounting for employees’ previous conflict experiences, we were able to reveal the extent to which the current conditions contributed to differences in these conflicts. Moreover, we explored the relevance of demands and resources in the family and work spheres as a way to explain different levels of WFC and FWC across gender and parenthood. Our analyses are based on a sample of 660 employees from a German linked employer–employee panel study and a COVID-19 follow-up survey conducted in late 2020. Results revealed that work–family conflict experiences before the pandemic play an important role in current conflict perceptions. Whereas WFC were more likely to be accentuated during the pandemic, prior FWC experiences may have helped to mitigate conflicts under these new conditions. Work–family conflicts in general have increased during the COVID-19 pandemic, but this finding applied only to conflicts in the family-to-work direction. Although such increases were not limited to parents, they were particularly high in this group. Overall, gender differences in work–family conflicts were absent, but differences were found between mothers and fathers. The need to compensate for a lack of external childcare, as well as having to work from home, increased FWC, especially among fathers. This study suggests that FWC in particular became more important during the pandemic; however, parents were not the only ones who were disadvantaged when it came to work–life integration; childless individuals likewise struggled to balance the demands of work and private life.

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With Greater Power Comes Greater Stress? Authority, Supervisor Support, and Work‐Family Strains

Cited by 11 publications

References 73 publications

Communication Technology and Social Support to Navigate Work/Life Conflict During Covid-19 and Beyond

Communication Technology and Social Support to Navigate Work/Life Conflict During Covid-19 and Beyond

A person-centred approach to COVID-19 pandemic-related stressors

COVID-19 and Work–Family Conflicts in Germany: Risks and Chances Across Gender and Parenthood

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