Work, family and community support as predictors of work–family conflict: A study of low-income workers

The role of organisational support in teleworker wellbeing: A socio-technical systems approach

“…Examples include the role of type of work, the sector of industry, and the position of the worker in the organisation. Another important variable for future research is work-family conflict, which is known to benefit from telework arrangements (Madsen, 2006;Gajendran and Harrison, 2007;Fonner and Roloff, 2010), and is enhanced through social support (Griggs et al, 2013;Nohe and Sonntag, 2014). Research should consider whether such conflict would increase where either very low or very high levels of telework are undertaken (Gajendran and Harrison, 2007).…”

“…Given the important influence of various forms of support from the workplace on wellbeing outcomes such as social isolation and work-family conflict (Griggs et al, 2013;Nohe and Sonntag, 2014), it is reasonable to expect that organisationally-derived support will have a positive influence on perceived social isolation. Telework support would also be predicted to influence social isolation by providing effective and reliable communication channels between the teleworker and co-workers, line-manager and the organisation (Bosua et al, 2013).…”

Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work

“…Instrumental family social support refers to the various tangible forms of help that family members may provide each other to favor their daily tasks, whereas emotional family support refers to the things that family members do to make the others feel cared (Adams, King, & King, 1996). The importance of family social support in experiencing positive work and nonwork outcomes has been demonstrated in several studies, particularly in its relation to work-family facilitation (Aryee et al, 2005), work-family conflict (Griggs, Casper, & Eby, 2013;Wallace, 2005), effective coping with life stressors (Grzywacz & Marks, 2000) and improved performance in all areas of life (ten Brummelhuis, Haar, & Roche, 2014). To our knowledge, The Journal of Positive Psychology 3 only a handful of studies that has examined the link between family social support and work-family balance (Ferguson et al, 2012).…”

The nature of work family conflict: A review and agenda for future research

“…Therefore, there is a gap in finding organisational responsiveness to the work family sphere especially in developing/collectivistic countries. Of late, Griggs et al (2013) have supported previous studies in an examination of the importance of extended family members in work family studies and opined that they were not aware of any published studies investigating extended family support and work family conflict in collectivist cultures.…”

“…Moreover, the behavioural based work family conflict dimension was discarded in many recent studies (e.g., Lu et al, 2006;Hoobler et al, 2009;Powell and Greenhaus, 2010;Griggs et al, 2013;Kailasapathy et al, 2014). It might be plausible that nowadays, in the cut-throat and cutting edge business milieux, employee-employer-customer relationships are much more complaisant and involve a more deferential approach than ever before and ipso facto, some of the theories developed a couple of decades do not hold water today.…”