Work-Life Events Theory: Making Sense of Shock Events in Dual-Earner Couples

Crawford, Wayne S.; Thompson, Merideth J.; Ashforth, Blake E.

doi:10.5465/amr.2016.0432

Cited by 90 publications

(135 citation statements)

References 117 publications

(137 reference statements)

Supporting

Mentioning

131

Contrasting

Order By: Relevance

“…When assessing POPs research since the Ferris et al (2002) review, three related themes emerged. First, although no unifying theory exists, expectancy (Valle, Kacmar, & Zivnuska, 2003), conservation of resources (Sun & Chen, 2017), uncertainty management (Yang, 2017), social learning (Kacmar, Andrews, Harris, & Tepper, 2013), social exchange (Crawford et al, 2019), stress appraisal (Rosen et al, 2014), and affective events (Rosen et al, 2009) conceptualizations surfaced as explanations for how and why POPs relate to employee outcomes. Although these contributions have expanded the existing research base, whether their inclusion has created more of a “weed patch than a well-tended garden” (Pfeffer, 1982: 1) remains an important consideration.…”

Section: Review Of Foundational Pops Researchmentioning

confidence: 99%

“…Events that are novel (i.e., those that differ significantly from expectations or standards), disruptive (i.e., those that reflect discontinuity with the context), and critical (i.e., those that are highly relevant to an entity) prompt controlled (rather than automatic) information processing. Controlled processing allows individuals to make sense of events and effectively adapt behavior in response (Crawford et al, 2019). EST also identifies how the effects of events might transverse space (i.e., move through the organization) and time (i.e., exerting short- vs. long-term influence) based on the salience and strength of a given occurrence.…”

Section: Event-based Perceptions Of Organizational Politicsmentioning

confidence: 99%

“…The EST approach casts POPs as an environmentally shaped, change-inducing event having influence both within and between levels of analyses. As a framework, EST is relevant because, like POPs, it recognizes that signals from the environment arouse attention and initiate resource investments (Crawford, Thompson, & Ashforth, 2019). Moreover, consistent with EST, organizational politics theory contends that events influence outcomes to the extent that salience is established (Rosen & Hochwarter, 2014) and when cues disrupt routine, or ordinary, work experiences (Lawong, McAllister, Ferris, & Hochwarter, 2018).…”

mentioning

confidence: 99%

See 2 more Smart Citations

Perceptions of Organizational Politics Research: Past, Present, and Future

Hochwarter

Rosen

Jordan³

et al. 2020

Journal of Management

107

137

View full text Add to dashboard Cite

Research examining the influence of perceptions of organizational politics (POPs) is currently at a nexus—capable of recognizing its previous contributions but also with an eye toward the future. Scholars credit much of the maturation over the past 30 years to Ferris, Russ, and Fandt’s seminal model. Despite the ever-increasing number of publications attributed to this topic, and model, opportunities to bridge and expand the current research base remain plentiful. We begin this review by differentiating POPs from political behavior and constructs considered overlapping conceptually. We then describe the evolution of two models responsible for guiding POPs research and conclude our review by summarizing meta-analytic studies investigating antecedents and outcomes of POPs. Doing so allows us to identify gaps currently impeding development and to recommend relevant approaches to extend research. Following this review, we introduce event systems theory as a guiding framework for integrating and expanding the knowledge base. This structure allows scholars to recast POPs as a discrete phenomenon capable of being evaluated in terms of its novelty, disruption, and criticality. Theoretically, this approach allows for greater precision in identifying causes and consequences of POPs, and it provides insight into how such perceptions emerge and evolve. Last, we discuss future research opportunities intended to improve understanding of this pervasive phenomenon, and we encourage much-needed future research examining the dynamics of POPs in contemporary work settings.

show abstract

Section: Review Of Foundational Pops Researchmentioning

confidence: 99%

Section: Event-based Perceptions Of Organizational Politicsmentioning

confidence: 99%

mentioning

confidence: 99%

See 1 more Smart Citation

Perceptions of Organizational Politics Research: Past, Present, and Future

Hochwarter

Rosen

Jordan³

et al. 2020

Journal of Management

107

137

View full text Add to dashboard Cite

show abstract

“…As previously stated, the prevalence of dualincome couples is increasing. 16 Approximately half (47.4%) of married couples head dualincome households, and nearly two thirds (59.1%) of married couples who work have children. 17 In the United Kingdom, dualincome couples account for most couples with dependent children.…”

Section: Dual-income Couple Demographicsmentioning

confidence: 99%

One Size Fits All: Do Dual-Income Couples and Families Require Different Benefits?

Martin

2020

Compensation & Benefits Review

View full text Add to dashboard Cite

Dual-income couples are increasing in all types of workplaces across the globe. Assumptions about the family structure of the typical employee must be challenged. Responsive compensation and benefits practitioners are advised to conduct a demographic and psychographic analysis of their workforce by applying design thinking to identify the unique needs of dual-income couples. This tailoring of total rewards necessitates that the organizational structure of human resource management departments also be challenged to better facilitate working across the silos within human resources management. A review of the extant literature is presented along with a typology of dual-income couples to inform compensation and benefits practitioners about novel and responsive ways to not simply meet but also exceed the expectations of this growing demographic group in organizations.

show abstract

“…A well-researched area of in human resource management has been the study of the effect of HR practices on the work and family lives of individuals. Scholars have studied the work and life situations of dual-earner families for decades (Kossek and Nichols, 1992;Kossek, Colquitt, and Noe, 2001;Hammer, Neal, Newsom, Brockwood, & Colton, 2005;Park & Fritz, 2015;Matias, Ferreira, Vieira, Cadima, Leal, & Mena Matos, 2017;Crawford, Thompson, & Ashforth, 2019). With an increasing number of dual-career households, the demands of working time while simultaneously providing care for children or sick family members is a challenge faced by almost all employees today.…”

Section: Human Resource Practices and Work-family Conflictmentioning

confidence: 99%

Human Resource Practices and Work-Family Conflict: the Role of Family and Work Status

Misra

Seitz²,

Bithika³

2019

IJHRS

View full text Add to dashboard Cite

According to role theory, employees experience conflict between their enacted roles in the work versus family domain, often resulting in negative individual and organizational outcomes. Flexible work practices such as flextime, in tandem with other HR practices such as higher pay levels or team-based work, have thus gained popularity for their positive impact on employees’ work-family conflict. Related individual variables such as age, gender or family status have also generated research interest owing to their anticipated effects on work-family conflict. However, extant studies have not tested the simultaneous effects of organizational and individual variables on the relationship between HR practices and employee work-family conflict. Using data from the UK Work-Life Balance Study 2011-12 funded by the Economic and Social Research Council, this study tests the effects of HR practices (compensation, team-based work, and flexible work practices) as well as individual variables (gender, family status and managerial status) on employees’ perceived work-family conflict. Results show that gender, family status and managerial status moderate the relationship between flextime and work-family conflict, shedding new light on the differential impact of flextime on different categories of employees – men versus women; married versus unmarried; and managerial versus non-managerial. Conceptual and practical implications are discussed.

show abstract

Work-Life Events Theory: Making Sense of Shock Events in Dual-Earner Couples

Cited by 90 publications

References 117 publications

Perceptions of Organizational Politics Research: Past, Present, and Future

Perceptions of Organizational Politics Research: Past, Present, and Future

One Size Fits All: Do Dual-Income Couples and Families Require Different Benefits?

Human Resource Practices and Work-Family Conflict: the Role of Family and Work Status

Contact Info

Product

Resources

About