Work-Based Resources as Moderators of the Relationship Between Work Hours and Satisfaction With Work-Family Balance
Department of Organization Studies, Carroll School of Management, Boston College, Chestnut Hill, MA 02467, USA.Journal of Applied Psychology (Impact Factor: 4.31). 12/2007; 92(6):1512-23. DOI: 10.1037/0021-9010.92.6.1512
This study reports an investigation of the relationships of work hours, job complexity, and control over work time to satisfaction with work-family balance. Based on data from a sample of 570 telephone call center representatives, a moderated hierarchical regression analysis revealed that work hours were negatively related to satisfaction with work-family balance, consistent with the resource drain perspective. Job complexity and control over work time were positively associated with satisfaction with work-family balance. Control over work time moderated the relationship such that as work hours rose, workers with low control experienced a decline in work-family balance satisfaction, while workers with high control did not. Results encourage greater research attention to work characteristics, such as job complexity and control over work time, and skills that represent resources useful to the successful integration of work and family demands.
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- "g . , Abendroth & Den Dulk , 2011 ) , thus reducing satisfaction with the work - life balance ( Valcour , 2007 ) . Normative demands such as when employees are regarded as being less committed to their work if family - friendly arrangements are used can also make employees ' integration of work and personal life more difficult ( Lewis , 1997 ; Sheridan , 2004 ; Hobson & Fahlén , 2009 ) . "
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- "Certain tasks might be flexible for one employee whereas complicated to another employee. 'Task complexity refers to the level of stimulating and challenging demands associated with a particular task' (Valcour, 2007). Task complexity is a psychological experience of arousal, challenge and enrichment factors. "
ABSTRACT: In the present global business environment, organizations need different approaches for overcoming the current demands and future challenges for which a creative workplace is a prerequisite. To understand workplace creativity in depth, we need to examine the interactions between personal and contextual characteristics as well as interactions among the contextual characteristics in an organization. Although researchers have attempted to understand the interactions between personal and contextual characteristics, enough attention has not been paid to the interactions among the contextual variables of employee creativity. In the present study, an attempt has been made to examine the interacting role of task complexity with work autonomy in contribution towards workplace creativity. The study has been carried out upon 304 information technology (IT) professionals working in different IT companies located in the Kochi and Trivandrum region of the state of Kerala. Findings reveal that the three dimensions of work autonomy, namely, work method autonomy, work schedule autonomy and work criteria autonomy have a direct positive contribution towards workplace creativity. Direct positive contribution towards workplace creativity is also exhibited by task complexity. As far as the moderating effect is concerned, task complexity is found to moderate significantly the relationships of work criteria as well as work schedule dimension of work autonomy with workplace creativity.Global Business Review 10/2015; 16(5):772-784. DOI:10.1177/0972150915591435
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- "Unlike work-family conflict and work-family enrichment, which are linking mechanisms between work and family roles (Edwards & Rothbard, 2000) that explain how experiences in one role negatively (conflict) or positively (enrichment) affect experiences and outcomes in the other role, balance refers to an individual's overall appraisal of his or her functioning in multiple life roles (Valcour, 2007). After reviewing a variety of perspectives on balance reflected in the literature, Greenhaus and Allen (2011) concluded that balance is an employee's overall or holistic feeling that results from being effective and satisfied in highly valued roles, a definition As noted above, feelings of balance are derived from a sense of effectiveness and satisfaction in multiple life roles (Greenhaus & Allen, 2011). "
ABSTRACT: Despite the commonly held belief that a protean career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college-educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive career planning activities that were related to the accumulation of three forms of career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole-life perspective on their careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.Journal of Organizational Behavior 05/2015; 36(4). DOI:10.1002/job.1996 · 3.85 Impact Factor