Work–family conflict: The importance of differentiating between different facets of job characteristics

Duong, David; Tuckey, Michelle R.; Hayward, Renae M.; Boyd, Carolyn M.

doi:10.1080/02678373.2015.1074629

Cited by 13 publications

(15 citation statements)

References 63 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…For example, in a study of 215 dual-income families in Finland, Mauno and Kinnunen (1999) reported that work-family conflict was one of the major stressors affecting couples' marital satisfaction. Many studies have suggested that inability to manage work-family conflict can lead to negative consequences, such as lower job satisfaction, and poor performance outcomes (Duong, Tuckey, Hayward, & Boyd, 2015). Therefore, it is worth examining work-family conflict as an outcome variable.…”

Section: Internal Motivation and Work-family Conflictmentioning

confidence: 99%

Perceived organizational support, internal motivation, and work–family conflict among soccer referees

Hong

Jeong²,

Downward

2019

Managing Sport and Leisure

View full text Add to dashboard Cite

This study explores the perceived organizational support, internal motivation, and work-family conflict of amateur soccer referees of South Korea. The aim is to inform effective strategies for the retention of referees, which is necessary for the sport to function. Past research has addressed perceived organizational support, internal motivation, and work-family conflict, but does not integrate these three domains. We collected data from 260 referees and used structural equation modeling to test hypotheses. The findings of this study are as follows: First, perceived organizational support had a positive effect on internal motivation. Second, internal motivation reduced workfamily conflict. Third, internal motivation fully mediated the relationship between perceived organizational support and work-family conflict. The practical implications for more effective human resource management are discussed in depth and include providing network opportunities for referees, and also constructive feedback from interactions between referees and their coaches.

show abstract

Section: Internal Motivation and Work-family Conflictmentioning

confidence: 99%

Perceived organizational support, internal motivation, and work–family conflict among soccer referees

Hong

Jeong²,

Downward

2019

Managing Sport and Leisure

View full text Add to dashboard Cite

show abstract

“…By contrast, perceived job characteristics refer to stable or typical experiences (e.g., How physically demanding does a firefighter perceive his work in general?). In order to understand the dynamic processes involved in determining how job resources are utilized to manage job demands, calls have been made to focus on enacted job characteristics (Duong, Tuckey, Hayward, & Boyd, ). Consequently, we conceptualize physical demands as the amount of objective physical activity during a specific performance episode.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…These studies suggest that day‐level variations in work outcomes can be explained by day‐level variations in job demands. However, empirical investigations of the short‐term dynamics between enacted job demands and job resources are still scarce (Duong et al, ). This neglect is particularly problematic in high‐reliability occupations where success and failure is determined at the level of a single performance episode.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

A time to trust? The buffering effect of trust and its temporal variations in the context of high‐reliability teams

et al. 2018

View full text Add to dashboard Cite

This study aims to further clarify the functionality of job resources in the context of highreliability teams. Combining extant stress models with theoretical considerations from team research, we address temporal variations in the buffering effect of trust in teammates. We hypothesize that trust buffers the negative effect of objective physical activity on perceived strain and that this buffering effect is more pronounced during later performance episodes (i.e., when employees complete a series of temporally distinguishable tasks). We tested the hypotheses with a sample of professional firefighters who completed a sequence of 3 performance episodes in a high-fidelity simulation environment. Each participant was equipped with a smartphone capturing individual motion activity, which we used as an indicator of physical activity. In line with our hypotheses, multilevel modeling revealed a buffering effect of trust on the relationship between physical activity and perceived strain. Importantly, this buffering effect was more pronounced in the second performance episode as compared with the first performance episode. Our findings add a temporal perspective to the understanding of the effectiveness of job resources. In addition, the current study illustrates the usefulness of smartphones for obtaining behavioral data in a naturalistic setting. Tübingen. He is a coeditor of an international social psychological textbook (together with M. Hewstone and W. Stroebe, sixth English edition, translation into eight additional languages). Sebastian Feese is a senior researcher at the Wearable Computing Lab of ETH Zürich. He received his PhD in Electrical Engineering from ETH Zürich in 2014. In his doctoral thesis, he investigated methods to automatically observe social interaction and coordination in teams using wearable sensors. His research interests are team and crowd behavior sensing, social signal processing, and machine learning. In 2015, he cofounded antavi GmbH. Gerhard Tröster is a Professor and Chair of the Electronics Laboratory at the ETH Zurich. He obtained his doctorate from the Technical University of Darmstadt about the design of analog integrated circuits. At ETH Zurich, his fields of research include wearable computing, flexible electronics, human-computer interaction, and detection of the physical, mental, and social contexts of the user aiming at applications in health care and music. How to cite this article: Burtscher MJ, Meyer B, Jonas K, Feese S, Tröster G. A time to trust? The buffering effect of trust and its temporal variations in the context of high-reliability teams. J Organ Behav.

show abstract

“…The balance between work and family life has become an important issue in human resource management since the modern literature associated it with better employee performance, greater commitment and job satisfaction (Carlson, Grzywacz, & Zivnuska 2009;Mauno et al, 2015; for a review, Duong, Tuckey, Hayward, & Boyd, 2015). Work-family conflict is generally defined as "a form of interrole conflict in which the demands of work and family role are incompatible in some respect, so that participation in one role is more difficult because of participation in the other role" (Proost, De Witte, De Witte, & Schreurs, 2010, p.616).…”

Section: Alienation and Work -Family Conflictmentioning

confidence: 99%

Correlates of work-alienation and positive job attitudes in high- and low-status workers

Fedi

Pucci

Tartaglia

et al. 2016

CDI

View full text Add to dashboard Cite

Purpose -The concept of alienation boasts a long history in the academic literature.However, their empirical relations are not clear. The present study aimed at testing a model of correlates of alienation. Since occupational status plays a key role in alienation processes, such model was tested with high and low-status workers.Design/Methodology/Approach -Participants were 340 workers holding high-status (N=98) and low-status (N=242) positions. Data was collected through a self-report questionnaire. We verified the hypothesized relationships by means of a structural equation modeling, simultaneously tested on high-and low-status workers.Findings -Results showed that individual determinants of alienation, i.e. locus of control, appear to play a more relevant role for high-status professionals, whereas organizational dimensions, i.e. perception of decision making, have an impact only for low-status workers. Relational variables, i.e. work-family conflict, fostered alienation, regardless the status. Concerning outcomes, alienation decreased both job satisfaction and job involvement. Research limitations/implications -The specificities of the cultural context have to be considered. Generalising our results to other cultural contexts requires caution.Practical implications -Work alienation has a negative influence on work attitudes that can be better managed by the knowledge of alienation's correlates and peculiarities.Originality/Value -The study confirms the relevance of alienation for workers' satisfaction and involvement highlighting the difference between high and low-status workers.

show abstract

Work–family conflict: The importance of differentiating between different facets of job characteristics

Cited by 13 publications

References 63 publications

Perceived organizational support, internal motivation, and work–family conflict among soccer referees

Perceived organizational support, internal motivation, and work–family conflict among soccer referees

A time to trust? The buffering effect of trust and its temporal variations in the context of high‐reliability teams

Correlates of work-alienation and positive job attitudes in high- and low-status workers

Contact Info

Product

Resources

About