Work–Family Spillover Among Dual-Earner Couples

Altobelli, Joyce; Moen, Phyllis

doi:10.1016/s1040-2608(07)12013-x

Cited by 5 publications

(3 citation statements)

References 31 publications

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“…While there is an expanding sociological literature regarding the family/work interface (Altobelli & Moen, 2007; Moen, 2003; Moen & Sweet, 2004), there has been less focus on family/work and mobility, although some empirical work has tracked the emergence of new spatial arrangements for family households precipitated by work demands or opportunities. The embeddedness of individuals and families in existing work contexts and in social networks has been identified as deterrents to whole of family relocation (Arnold & Cohen, 2013; Green & White, 2007; Mitchell, Holtom, Lee, Sablynski, & Erwz, 2001), so families are experimenting with new residential arrangements to achieve stability for children and access to mobile career opportunities.…”

Section: An Interdisciplinary Approach To Careersmentioning

confidence: 99%

Career, Family, and Workforce Mobility: An Interdisciplinary Conversation

Patton

Doherty

2017

Journal of Career Development

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The purpose of this article is to synthesise conceptual and empirical work from the fields of both sociology and career development to explore how issues of career, family and workforce mobility are necessarily interrelated. The use of work from sociology and career development demonstrates that the complexities of family solutions to career mobility undo the apparent simplicity of delivering a worker to a new worksite. Although organizations and governments work to develop policies that incentivize mobility, including transport infrastructure, housing, employment conditions and tax incentives, these will not necessarily address the private concerns and priorities of families. The article argues for an interdisciplinary approach to better understand the intersubjective complexities implicated in the growing phenomenon and expectation of worker mobility, and suggests both areas and design strategies for further research.

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Section: An Interdisciplinary Approach To Careersmentioning

confidence: 99%

Career, Family, and Workforce Mobility: An Interdisciplinary Conversation

Patton

Doherty

2017

Journal of Career Development

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“…Customers come first for oil and gas companies because they are in the service sector. There is a connection between employee output and the services that customers receive (Muse et. al., 2008).…”

Section: Workers Efficiency and Performancementioning

confidence: 99%

The Impact of Work-Life Balance on Employee Performance: An Evaluative Study of Health and Safety Industry in Nigeria

Ihwughwavwe,

Shewakramani

2024

IJHSS

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Purpose: The purpose of this research is to explore the impacts of work-life balance on the performance of employees in the Nigerian health and safety industry using interviews and quantitative based online questionnaire involving one hundred participants from ten different companies. Methodology: Eighty three fully completed and returned questionnaires were utilized for the purpose of the research. The questionnaire encompasses the demographic survey of participants, well-being, job satisfaction and job performance-oriented questions. Statistical Package for Social Sciences (SPSS) was used in developing a linear statistical relationship between employee performance and productivity as the dependent variable and employment factors - extent of work-life balance and impact of work-life balance as the independent variables respectively. Findings: 2.6295, 3.1325 and 2.8554 mean values were recorded for data generated from Work-Life Balance; Company Policies and Performance and Company Support Policy on Work-Life Balance respectively. Based on the mean values obtained, normality of the variables under study is statistically attainable. Findings from the study depict positive relationship for the variables under study. It also implies less stress in the work environments under study. Similarly, findings in terms of work environment, team support, area of specialization, workload, flexibility, supervisors’ commitment to employee’s personal lives, work force and discipline have indicated that the teaming population of health and safety employees have, to a reasonable degree, a control over their time and personal lives. Additionally, the company’s support and policies for work-life balance are said to be reasonable enough as they pave ways for sound employees’ performance. Unique contribution to theory, practice and policy: companies should improve on support and policies/programs that have direct impact on work-life balance - telecommuting, compression of work week; strict adherence to the work hours stipulated by law and any extra hour(s) spent by an employee should be adequately compensated; develop and implement a business continuity plan and carry out manpower audits to determine areas of under manning with a view of providing the qualified manpower to man the company operations. These will pave ways for the employees to develop themselves educationally, create time for families and friends, thereby, aiding the concept of meaningful work-life balance.

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“…Wives have reported both more negative and positive work spillover than their husbands (Altobelli & Moen, 2007). This motivates more research in understanding men's and women's responses to work-family stresses and the effects of these strains crossing over from one member of a couple to the other.…”

Section: Linked Lives and Farming Work Arrangementsmentioning

confidence: 99%

Misery loves company? Linkages between actual vs. Desired couple work arrangements and women’s mental health

Swendener

2021

Community, Work & Family

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Work–Family Spillover Among Dual-Earner Couples

Cited by 5 publications

References 31 publications

Career, Family, and Workforce Mobility: An Interdisciplinary Conversation

Career, Family, and Workforce Mobility: An Interdisciplinary Conversation

The Impact of Work-Life Balance on Employee Performance: An Evaluative Study of Health and Safety Industry in Nigeria

Misery loves company? Linkages between actual vs. Desired couple work arrangements and women’s mental health

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