Work Schedule and Work Schedule Control Fit: Work-Family Conflict, Work-Family Synergy, Gender, and Satisfaction

Beutell, Nicholas J.; O’Hare, Marianne M.

doi:10.2139/ssrn.3105671

Cited by 19 publications

(32 citation statements)

References 42 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Job Satisfaction (JS ). The literature on work-family at times implicitly assumes that work is constrained to a typical 8-5 schedule [ 23 ], which unfortunately is in contrast to circumstances in the lives of academic faculty. Work-family conflict can have a negative bearing on job satisfaction [ 24 ].…”

Section: Theoretical Framework and Hypotheses Developmentmentioning

confidence: 99%

Role of Work and Family Factors in Predicting Career Satisfaction and Life Success

Gopalan

Pattusamy

2020

IJERPH

View full text Add to dashboard Cite

The mediating roles of work-family balance, job satisfaction and family satisfaction in work-family dynamics research has not been explored fully to delineate their probable intervening effects. Using spillover theory as the basis, the current study tests a model to identify the role of these factors in work-family conflict (and work-role ambiguity), career satisfaction and perception of life success. Responses obtained through an online survey from a final sample of 344 academic faculty, across different educational institutions in India, tend to suggest that work-family balance mediated work-family conflict and its potential influence on life success as well as career satisfaction, and also the relationship between work-role ambiguity and both life success and career satisfaction. While job satisfaction also showed similar results except for non-significant mediation between work-role ambiguity and life success, family satisfaction mediated only between work role ambiguity and life success. The importance of job satisfaction and work-family balance is highlighted in the context of reducing the negative impact of work-family conflict and work-role ambiguity on one’s career and life satisfaction. Results and their practical and theoretical implications, and future directions of research to further our understanding of work-family dynamics, etc., are discussed.

show abstract

Section: Theoretical Framework and Hypotheses Developmentmentioning

confidence: 99%

Role of Work and Family Factors in Predicting Career Satisfaction and Life Success

Gopalan

Pattusamy

2020

IJERPH

View full text Add to dashboard Cite

show abstract

“…The family-friendly policy is cited as an organization's 'formal or informal set of terms and conditions which are designed to enable an employee to combine their family responsibilities with employment' (1998, p. 587). Family-friendly policy per se may not necessarily reduce work-family conflict (Beutell & O'Hare, 2018;Kossek et al, 2006) as the policy may not be enacted, utilization constraints existed (Beutell & O'Hare, 2018;Kirby & Krone, 2002;Kossek & Lautsch, 2012), and lack of willingness of beneficiary to utilize them which may due to the fear of the negative impact on their career advancement and rewards (Hayman, 2009). Besides, the ineffectiveness of the established work-family policy could be derived from the incongruence with the employees' work-family boundary preference and their diverse needs (Beutell & O'Hare, 2018;McNamara et al, 2013;Shockley & Allen, 2010).…”

Section: Family-friendly Policy Work-family Boundary Management and Work-family Conflictmentioning

confidence: 99%

“…Family-friendly policy per se may not necessarily reduce work-family conflict (Beutell & O'Hare, 2018;Kossek et al, 2006) as the policy may not be enacted, utilization constraints existed (Beutell & O'Hare, 2018;Kirby & Krone, 2002;Kossek & Lautsch, 2012), and lack of willingness of beneficiary to utilize them which may due to the fear of the negative impact on their career advancement and rewards (Hayman, 2009). Besides, the ineffectiveness of the established work-family policy could be derived from the incongruence with the employees' work-family boundary preference and their diverse needs (Beutell & O'Hare, 2018;McNamara et al, 2013;Shockley & Allen, 2010). The recent study depicted that individuals who experience greater workfamily conflict when work and home boundaries are violated as the boundary violations hinder one from meeting the work goal and also resulted in greater negative effect (Hunter et al, 2017).…”

Section: Family-friendly Policy Work-family Boundary Management and Work-family Conflictmentioning

confidence: 99%

“…The use of the policy requires one to make the request but the request may not necessarily be fulfilled in the first place (Berg et al, 2013;Hammer et al, 2009). The development and the implementation of family-friendly policies per se found ineffective owing to its inconsistency in remedying the work-family conflict experienced in the literature (Allen et al, 2013;Beutell & O'Hare, 2018;French & Shockley, 2020). Availability and accessibility of family-friendly policies are not necessarily could help individuals to reduce workfamily conflict (Kim & Parish, 2020).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Family-Friendly Policy and Work-Family Conflict Mitigation: The Role of Work-Family Boundary Negotiation

Khor

Effendi

2021

View full text Add to dashboard Cite

Family-friendly policy is impossible to fit all working individuals. The circumstance has been revealed in work-family literature which relationship between the policy use and the work-family conflict mitigation has been found inconsistent. Little focus is given in the past studies to ensure the human resource policy is truly useful in meeting individuals’ needs. Work, family or both work and family life could be important to individuals. The distinctive life centrality requires individuals to negotiate with the significant others who have influence on their work and family life arrangements to access and use the preferred and needed family-friendly policy. Boundary management practices seem to be useful for working individuals to reduce work-family conflict. This conceptual paper aims to propose work-family boundary negotiation to buffer the relationship of family-friendly policy use and work-family conflict. Boundary theory is the underlying theory embedded to explain the phenomena. Boundary negotiation style that could be employed for accessing the policy and managing work-family boundary effectively is identified. Future directions and implications for research on negotiation in dealing with work-family issue are discussed.

show abstract

“…Similarly, compared to those with regular work shifts, workers with irregular shifts report more stress (Golden & Kim, 2017). Irregular work shifts also predict difficulties with balancing work and family roles, including work–family conflict and work‐to‐family interference, especially for women (Beutell & O'Hare, 2018; Golden & Kim, 2017). Finally, unpredictable work schedules are linked to unstable child care arrangements (Carrillo, Harknett, Logan, Luhr, & Schneider, 2017).…”

Section: Theoretical Linkages Between Parents' Work Schedule Unpredicmentioning

confidence: 99%

Work Schedule Unpredictability: Daily Occurrence and Effects on Working Parents' Well‐Being

Ananat

Gassman‐Pines

2020

J of Marriage and Family

View full text Add to dashboard Cite

ObjectiveTo investigate the pervasiveness and frequency of work schedule unpredictability among workers in low‐wage hourly jobs and the effects of work schedule unpredictability on worker and family well‐being.BackgroundFamily science has long considered the ways in which parents' experiences in the workplace can affect families. Although unpredictability in work schedules has increased over time, especially for low‐wage workers, the effects of schedule unpredictability on worker and family well‐being have been understudied.MethodNinety‐two workers with children aged 2–7, recruited using a new venue‐time sampling technique, were asked to complete once‐a‐day surveys for 30 consecutive days (N = 2,221 person‐days for analysis). Descriptive analyses and regression models with family fixed effects were utilized.ResultsWork schedule unpredictability was common in the context of families' lives: over the 30 days, parents experienced an unanticipated work schedule change on 13.3% of days, and 87% of parents experienced at least one unanticipated work schedule change. Within families, unpredictable work schedule changes on a given day were associated with worse outcomes that day for parents, including increased negative mood and decreased perceived sleep quality.ConclusionWork schedule unpredictability is ubiquitous in the lives of low‐wage hourly workers and is negatively related to working parents' well‐being.ImplicationsThese results provide evidence that unscheduled and canceled shifts typical of low‐wage service jobs may harm parents' well‐being, which could ultimately affect their children's development and well‐being.

show abstract

Work Schedule and Work Schedule Control Fit: Work-Family Conflict, Work-Family Synergy, Gender, and Satisfaction

Cited by 19 publications

References 42 publications

Role of Work and Family Factors in Predicting Career Satisfaction and Life Success

Role of Work and Family Factors in Predicting Career Satisfaction and Life Success

Family-Friendly Policy and Work-Family Conflict Mitigation: The Role of Work-Family Boundary Negotiation

Work Schedule Unpredictability: Daily Occurrence and Effects on Working Parents' Well‐Being

Contact Info

Product

Resources

About