Figure 12 - uploaded by Karen Korabik
Content may be subject to copyright.
Source publication
This file is to be used only for a purpose specified by Palgrave Macmillan, such as checking proofs, preparing an index, reviewing, endorsing or planning coursework/other institutional needs. You may store and print the file and share it with others helping you with the specified purpose, but under no circumstances may the file be distributed or ot...
Similar publications
Print After reformasi, Kereng Pangi, Kalimantan became the site of a gold rush Kereng Pangi, located about 120 kilometres west of Palangkaraya, the capital of Central Kalimantan province, was the site of a goldmine operated by PT Ampalit Mas Perdana during the 1990s. Following reformasi and the declaration of the region as autonomous in 1999, local...
Citations
... Along with the growing number of women who get higher ducation, anxiety rises among mothers who also wish to be economically productive. This is a common sight at present (Korabik & Warner, 2013;Poduval & Poduval, 2009;Dorio et al., 2008;De Cieri et al., 2005). Previous studies reveal that many married women aspire to be economically productive, but they tend to get shorter work hours (Pratomo, 2014). ...
Culture is perceived as the most prominent factor which causes inequality in work involvement, especially in the context of gender. In many cultures, “glass ceiling” of gender bias often makes women less productive than their male counterparts because of their domestic duties. As a matter of fact, Indonesian women have proven their potentials and abilities in boosting the national economy. This study focuses on the effect of domestic duties, wages, and education on women’s participation in the workforce. Using logistic regression and SUSENAS 2018 dataset, this research finds that women with higher education and greater number of children do not get involved in the workforce. This situation is inextricably associated with the predominant patriarchal culture in their domestic lives, in which the husbands assume absolute control, and women’s roles are usually limited to domestic sphere. As is the case of the other workers, women are more engaged in their work when they get higher wages. Women who live in urban areas tend to have opportunities to be economically productive.
... Opposition, resentment and annoyance can arise when employees perceive that their co-workers and/or supervisors view the use of WLB benefits as inequitable. Korabik and Warner (2013) define this negative impact as the work-family backlash. The perception of inequity in access to WLB benefits or the perception of lack of support for employees who use them can reduce commitment and productivity and increase turnover intentions (Perrigino et al., 2018). ...
Purpose
Work–family balance practices available in several work organizations to help employees with children to manage the demands of work and family life can have a negative impact on employees with family commitments, on childless employees and on the organization itself, as Perrigino et al. show in their theoretical review. This is the work–family backlash phenomenon expressed by the four mechanisms of stigma, spillover, inequity and strategic. Even if the stigma mechanism towards working women with children was widely explored, no study until now considered the four backlash mechanisms jointly, in the Italian context. The purpose of this paper is offering a first empirical exploration of these mechanisms in Italian work organizations.
Design/methodology/approach
For this study, 15 Italian career women with different care burdens were interviewed, and the four mechanisms were analysed from the perspective of women with and without children, and of organizations.
Findings
Analysis has shown that the backlash phenomenon can trigger a vicious cycle of perceived inequity that leads to job dissatisfaction and low work motivation. Management responsiveness and fairness in dealing with employees’ needs are central to promoting well-being by effectively balancing career paths with personal needs, especially in a cultural context where most responsibility for family needs is still left to women and few public supports are available.
Originality/value
This study, in spite of some limitations, offers a first contribution to the analysis of the different facets of the work–family backlash in the Italian context and suggests several possible research and practical developments.
... Prior studies in the area of work-life research reflect that co-worker support has been a less studied construct in contrast to supervisor support, although it is an important workplace resource that makes a difference in shaping the capability of individuals to integrate different roles in life (Bradley et al., 2019;Major et al., 2008). It is associated with low levels of WFC (Ayman and Antani, 2008;Thompson and Prottas, 2006) and higher WFE (Korabik and Warner, 2013). Yang and Islam (2020) in their study stated that the quality relationship of an employee with their colleagues significantly impacts conflict IJOA resolution as co-workers assist an employee in fulfilling life demands. ...
Purpose
The purpose of this study is to empirically investigate the mediating effect of work-life balance (WLB) in the relationship between three significant job resources (namely, job autonomy, supervisor support and co-worker support) and job satisfaction experienced by frontline nursing professionals during the COVID-19 pandemic in an Indian setting using the theoretical foundation of job demands-resources theory.
Design/methodology/approach
Structured questionnaire survey has been used to get the responses from 452 nursing professionals in India during the COVID-19 pandemic. To carry out data analysis structural equation modeling has been used.
Findings
The results reveal the relationship between the framed hypotheses. Surprisingly, the relationship between all three job resources and WLB was found to be positive, and also WLB was positively associated with nursing professionals’ job satisfaction during pandemic situations. However, WLB partially mediated the relationship only between two job resources (namely, job autonomy and supervisor support) and job satisfaction.
Originality/value
The research paper addresses Indian nursing professionals’ perceptions of job resources, WLB and job satisfaction during the COVID-19 pandemic. This paper seeks to examine such a relationship when nursing professionals’ worked round the clock with intuitive expertise and cautiousness to provide quality care and responded more efficiently to scarce resource situations.
... Although many factors influence workfamily dynamics, we focus on the role of "support" in WFC and WFE. Support can come from an employee's supervisor and from coworkers, and such support may decrease the stress and conflict arising from simultaneous work-family demands (Korabik and Warner, 2013). ...
... Supervisor support has been studied in terms of workplace support for employees (Korabik and Warner, 2013). A supervisor can provide the needed resource support that an employee may require to also attend to their family duties. ...
... Coworker support has been shown to aid in WFE (Korabik and Warner, 2013). Peers may cover for faculty who need to take leave due to family reasons or offer other forms of assistance, such as advice when work or family impact the other or practical tips on balancing SAJBS the two domains, enabling faculty to manage their work-family roles effectively (Leschyshyn and Minnotte, 2014). ...
Purpose
Numerous studies on Western samples exist on work–family conflict (WFC) and work–family enrichment (WFE). Generalizing such results to other cultures may lead to erroneous interpretations of results. The present study emphasizes the role of different types of support on both work–family conflict and enrichment among university faculty in India.
Design/methodology/approach
An online survey was administered to university faculty in India. Hierarchical regression analyses were used to test the hypotheses.
Findings
Results based on a sample of 199 university faculty in India indicated that supervisor and coworker support did not significantly reduce work–family conflict but increased work–family enrichment. The type of family support (instrumental versus emotional) had an impact, particularly on work-family enrichment.
Originality/value
Research on work–family dynamics in India is still in its nascent stage. This study attempted to address this gap by studying both conflict and enrichment dynamics in the family and work lives of university faculty in India.
... La escala quedó compuesta por 18 ítems que incluían las tres formas de ETF (desarrollo, afecto y capital) y sus dos direcciones. La misma ha sido ampliamente difundida en la bibliografía actual (Akram et al., 2014;Chan et al., 2016;Jijena-Michel & Jijena-Michel, 2015;Korabik & Warner, 2013) y cuenta con validaciones en países como Eslovaquia (Tement et al., 2010), Korea (Lim et al., 2012), Portugal ), Brasil (Gabardo-Martins, Ferreira, & Valentini, 2016 y Argentina (Omar et al., 2015), entre otros. Sumado a ello, recientemente se ha presentado (Kacmar, Crawford, Carlson, Ferguson, & Whitten, 2014) una versión reducida del instrumento que contiene sólo tres ítems por cada dirección del enriquecimiento y exhibe propiedades psicométricas similares a la escala completa. ...
Objetivo:
El presente artículo de revisión tuvo como objetivo proporcionar una puesta al día acerca de la teoría e investigación sobre articulación trabajo-familia.
Método:
Se realizó una búsqueda bibliográfica de artículos a texto completo correspondiente a los últimos cinco años (2011-2016) en bases de datos definidas como Grupo 1 (calidad AAA) por el Conicet, utilizando los descriptores: articulación trabajo-familia, conflicto trabajo-familia, enriquecimiento trabajo-familia. Luego de delimitar los resultados en función de determinados criterios de selección, se trabajó con un total de 54 artículos.
Resultados:
La revisión realizada permitió sistematizar los principales mecanismos de vinculación de la interfase trabajo-familia, sus dimensiones constitutivas, las variables antecedentes y consecuentes, así como los instrumentos de medición desarrollados para evaluarla. De la misma surge que la literatura sobre el constructo ha estado dominada por la perspectiva del conflicto. A su vez, la inexistencia de un marco teórico integrador para el aspecto positivo de la articulación trabajo-familia ha dificultado las investigaciones en el área.
Conclusiones:
La naturaleza del fenómeno debe ser investigada a partir de la evaluación conjunta de ambos aspectos de la articulación trabajo-familia. Futuras investigaciones podrían avanzar hacia una tipología que incorpore las diversas combinaciones de CTF y ETF, ampliar los alcances del modelo para verificar su validez transcultural y validar instrumentos con adecuadas propiedades psicométricas para tales fines.
... In collectivists societies, people take strong responsibility for each other and extend relationships with each other (Hofstede, 2018). Co-workers' support (CS) has been found as the potential resource for experiencing WTFE (Fung et al., 2012;Korabik & Warner, 2013;Boyar et al., 2014;and Tang et al., 2014). Therefore, in line with these studies, we intend to determine the role of CS in enhancing the WTFE experiences of employees. ...
... Co-workers can provide the support such as providing information about the job, helping in dealing with personal problems, showing care and concern (House, 1981;Allen et al., 1998). Such deeds of CS are found to have significant effect on employees' WTFE experiences (Fung et al., 2012;Korabik & Warner, 2013;Boyar et al., 2014;and Tang et al., 2014). Therefore, based on (WFE) theory (Greenhaus & Powell, 2006), considering CS as the workplace resource, we propose that; H1: co-workers' support is positively associated with work to family enrichment. ...
... Based on WFE theory (Greenhaus & Powell, 2006), considering CS as the resource, we proposed that CS will engender the positive experiences of WTFE. Consistent with this theory and studies testing CS as the predictor of WTFE (Fung et al., 2012;Korabik & Warner, 2013;Boyar et al., 2014;and Tang et al., 2014), we found significant positive effect of CS on WTFE. Therefore, CS can the potential workplace resource which can improve the family role performance of employees. ...
The purpose of this study was to test the effect of co-workers’ support on work to family enrichment and the moderating role of individualism/collectivism orientation in the relationship between social support and work to family enrichment. There were 243 respondents of banking sector on which the analysis was based. Primary data were collected through the five point Likert type of survey questionnaire. The findings of this study showed co-workers’ support as the potential antecedent of work to family enrichment. The workplace resource of co-workers’ support engendered the positive experiences of work to family enrichment in the employees. Further, individualism/collectivism orientation was found as the significant moderator in the relationship between co-workers’ support and work to family enrichment. The relationship was stronger for employees high on individualistic/collectivist orientation, as compared to those who were low on such orientation. These results validate the prevalence of collectivist cultural context in this part of world.
... In collectivists societies, people take strong responsibility for each other and extend relationships with each other (Hofstede, 2018). Co-workers' support (CS) has been found as the potential resource for experiencing WTFE ( Fung et al., 2012;Korabik & Warner, 2013;Boyar et al., 2014;and Tang et al., 2014). Therefore, in line with these studies, we intend to determine the role of CS in enhancing the WTFE experiences of employees. ...
... Co-workers can provide the support such as providing information about the job, helping in dealing with personal problems, showing care and concern (House, 1981;Allen et al., 1998). Such deeds of CS are found to have significant effect on employees' WTFE experiences ( Fung et al., 2012;Korabik & Warner, 2013;Boyar et al., 2014;and Tang et al., 2014). Therefore, based on (WFE) theory (Greenhaus & Powell, 2006), considering CS as the workplace resource, we propose that; H1: co-workers' support is positively associated with work to family enrichment. ...
... Based on WFE theory (Greenhaus & Powell, 2006), considering CS as the resource, we proposed that CS will engender the positive experiences of WTFE. Consistent with this theory and studies testing CS as the predictor of WTFE ( Fung et al., 2012;Korabik & Warner, 2013;Boyar et al., 2014;and Tang et al., 2014), we found significant positive effect of CS on WTFE. Therefore, CS can the potential workplace resource which can improve the family role performance of employees. ...
Understanding the true, sometimes deceitful, nature of sticky costs is vital to take advantage of market opportunities and to compete; by aligning the needed substructure to the medium and long term business expectations. Doing so will allow management to be better positioned to achieve such goals. This long-term research (16 years), performed in Mexico, offers a holistic understanding of the real sticky costs behavior in both bullish and bearish markets. The stickiness nature of costs is an unintended manifestation of the embedded conditions of the assets cquired, while pursuing longer term objectives. This is the case because it is through assets, in general, that businesses compete. We will document that costs behave differently in bearish and bullish markets; costs, under general market conditions, perform at different rates in each market. We introduced a dummy regression variable to determine if the increase in administrative spending is positively related to an income increase, considering years with income increases and decreases. We also found that costs will continue rising, at a lower rate, even in bearish markets, unless there is a global crisis. Those who not understand the actual sticky nature of costs will face their deceitful nature, especially during bearish markets.
... In addition, domestic studies have confirmed that peer or coworker life-domain support reduces employees' perceived life-domain conflicts (Ayman and Antani, 2011;Wang et al., 2010) and increases their perceived life-domain enrichments (Wadsworth and Owens, 2007;Korabik and Warner, 2013). The domestic literature presents coworkers as an important source of life-domain support that may affect employees' experience of lifedomain interactions (Ferguson, 2012;Korabik and Warner, 2013) because they are in an ideal position to provide home-domain support to an employee (Ray and Miller, 1994), they know the work environment stressors, and they are likely to encounter or to have encountered the same difficulties (Chiaburu and Harrison, 2008). ...
... In addition, domestic studies have confirmed that peer or coworker life-domain support reduces employees' perceived life-domain conflicts (Ayman and Antani, 2011;Wang et al., 2010) and increases their perceived life-domain enrichments (Wadsworth and Owens, 2007;Korabik and Warner, 2013). The domestic literature presents coworkers as an important source of life-domain support that may affect employees' experience of lifedomain interactions (Ferguson, 2012;Korabik and Warner, 2013) because they are in an ideal position to provide home-domain support to an employee (Ray and Miller, 1994), they know the work environment stressors, and they are likely to encounter or to have encountered the same difficulties (Chiaburu and Harrison, 2008). It appears that employees are more likely to receive and appreciate assistance from coworkers occupying the same hierarchy level because of the reciprocal nature of their interaction (Kelley and Thibaut, 1978;Fiedler, 1996). ...
... for IMEs has also received too little attention (Korabik and Warner, 2013). Finally, beyond workplace support, IMEs receive support from family members and friends (Blanch and Aluja, 2012); spouses are perceived as the main source of support in the personal life domain (Carlson and Perrewé, 1999;Ferguson et al., 2012). ...
Based upon conservation of resources theory, this study is the first to explore (1) the relations between life-domain support received by internationally mobile employees (IMEs) from their organization, supervisors, coworkers, and family and friends and their life-domain conflicts and enrichments in two directions: work life → personal life (WL → PL) and personal life → work life (PL → WL) and (2) whether these links are different between assigned expatriates (AEs) and self-initiated expatriates (SIEs). The questionnaire data were collected from 182 SIEs and 102 AEs. Results from multivariate analyses show that (1) the more IMEs perceive receiving life-domain support from their family and friends and their organization, the less they report life-domain conflicts and (2) the more IMEs perceive receiving life-domain support from their coworkers, the more they report life-domain enrichments. Finally, it appears that AEs' perceived life-domain organizational support is positively related to their perceived WL → PL enrichments and that SIEs' perceived life-domain coworker support is negatively related to their life-domain conflicts in both directions.
... This can manifest in various ways, for example, in terms of action-formal complaints or grievances to HR (Flynn, 1996;Wells, 2007) and/or behavioural change in terms of reduced organisational citizenship behaviour (Kossek & Van Dyne, 2008). It can also take the form of "co-worker backlash" (Korabik & Warner, 2009), for example, by withholding assistance to facilitate use of WLB/FWA policies or less-targeted responses, which might include general decline in interpersonal relationships at work with other employees and managers (Beauregard, 2014). This brings us to the field of organisational justice. ...
The ability to reconcile work and private life is a matter relevant to all employees, though not all may seek “balance.” Research indicates that organisational work–life balance policies and flexible working arrangements often focus on the needs of working parents, with one potential outcome being “family-friendly backlash,” or counterproductive work behaviour from those without caring responsibilities. This paper analyses data from 36 interviews with childless solo-living managers and professionals, exploring perceptions of fairness in relation to these policies. In contrast to previous studies, despite recognising a strong family-care orientation in employer provisions, perceptions of unfair treatment or injustice were not pronounced in most cases, and thus there was little evidence of backlash/counterproductive work behaviour. The paper uses and develops organisational justice theory to explain the findings, emphasising the importance of situating individual justice orientations within perceived organisational policy and wider regulatory contexts. It also emphasises the importance of evaluating fairness of work–life balance policies and flexible working arrangements in relation to other aspects of the employment relationship, notably opportunities for career development and progression.
... Les collègues de travail sont aussi perçus comme une importante source d'aide qui facilite une meilleure conciliation des domaines de vie des salariés (Ferguson, 2012;Korabik et Warner, 2013). En effet, ces derniers occupent une position idéale pour soutenir le salarié, surtout lorsqu'ils occupent un poste de même niveau hiérarchique (Fiedler, 1996;Kelley et Thibaut, 1978), car ils connaissent et subissent (ou ont subi) les mêmes tensions au travail (Beehr et al., 2000;Chiaburu et Harrison, 2008;Ray et Miller, 1994). ...
... Le soutien en matière de conciliation entre les domaines de vie que peuvent offrir les collègues apparaît plus fréquemment informel que formel par le biais par exemple d'échange d'informations au quotidien, de témoignages d'empathie, d'écoute et d'arrangements entre collègues concernant les horaires et la charge de travail (Thompson et Prottas, 2006). À ce jour, un nombre limité d'études confirme que le soutien offert par les collègues réduit les perceptions de conflits des employés (Ayman et Antani, 2011;Wang et al., 2010) et augmente leurs perceptions d'enrichissement (Korabik et Warner, 2013;Wadsworth et Owens, 2007) entre leurs domaines de vie. ...
Ballesteros-Leiva, F, . & St-Onge, S. « Une analyse structurelle des liens entre les sources de soutien social et l’articulation entre les vies professionnelle et personnelle ». (communication acceptée). 45ème Congrès de l’Association des sciences administratives du Canada (ASAC), l 29-1 Juin 2017.
