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Spillover and crossover of exhaustion and life satisfaction among dual-earner parents
Abstract
This study integrates spillover research of stress transferring from work to home and crossover research of strains transferring from one spouse to another. A spillover and crossover model was tested among 191 (couples of) dual-earner parents. For both males and females, it was hypothesized that (self-reported and partners’ rating of) work-to-family interference (WFI) partially mediates the job demands–job exhaustion relationship, and fully mediates the job demands–life satisfaction relationship. Further, we hypothesized reciprocal crossover effects between both partners’ job exhaustion and life satisfaction. The results of structural equation modeling analyses offered support for the mediating role of WFI although there were genders differences. In addition, we found a crossover path from females’ exhaustion to males’ exhaustion and from males’ life satisfaction to their partners’ life satisfaction. This implies that not only job-related strain, but also positive, context-free well-being may crossover among partners.
... Life satisfaction is a subjective measure of human well-being, which depends on various economic, social, and demographic factors namely age, gender, education, and marital status (Campbell et al., 1976;Diener et al., 1999;Liu and Cheng, 2022). Regarding gender, studies have shown a relationship between gender and life satisfaction (Demerouti et al., 2005;Qian and Knoester, 2015;Vu and Phung, 2021). However, the direction of that relationship is inconclusive. ...
... Gender: Does female help boost life satisfaction? Being female parents has a negative impact on life satisfaction compared to male parents, (Demerouti et al., 2005). On the other hand, living with female children has a positive effect on parental life satisfaction (Chen and Short, 2008;Qian and Knoester, 2015;Vu and Phung, 2021). ...
... Moreover, in Asian society, females usually take more responsibility for household chores and other domestic tasks than males do; consequently, female parents tend to be less satisfied with their lives than their male counterparts. This is consistent with the work of Demerouti et al. (2005), but contrary to Vu and Phung (2021). Thus, this issue should be further investigated to confirm the results of this study. ...
There are a number of issues that can influence elderly life satisfaction, which can mirror their welfare. This study aims to explore the differences in elderly parents’ life satisfaction across socioeconomic characteristics and investigates how the traits of both children and parents associate with elderly parents’ life satisfaction in Thailand. This study uses individual data obtained from Thailand’s National Statistical Organization covering 2008–2015, 2018 and 2020, with a total sample size of 28,494. To investigate the association between children’s and parents’ characteristics, particularly formal education and parental life satisfaction, this study uses ordered logistic regression for the analysis. Our results show that male parents are more likely to have higher life satisfaction than their female counterparts. Parents who are employed, holding a bachelor’s degree, and living with female children are more satisfied with their life. Statistically, children’s formal education demonstrates its importance for their elderly parents’ life satisfaction. This documents the vital role of schooling in improving parental life satisfaction. Moreover, facing the challenge of entering an aging society, government agencies must take a proactive stance on creating jobs suitable for the elderly or retirees to maintain their sense of independence. The evidence of intergenerational mobility reaffirms the importance of children’s education along with their caring ability, which should be strengthened.
... Individuals report greater wellbeing and health benefits when provided with recovery time (in a non-work domain) after a hard day's labour as this has enabled them to impede spill-over from work (Brown et al., 2009;Geurts et al., 2005;Hobfoll, 1989;Sanz-Vergel et al., 2011). Without the provisions of recovery time, job demands accumulate (e.g. through working overtime) resulting in potential psychological damage and health problems (Demerouti et al., 2005;Demerouti & Geurts, 2004;Eby et al., 2010;Geurts et al., 2005;Glezer & Wolcott, 1999;Majomi et al., 2003;Montgomery et al., 2005;Peeters et al., 2005;Van Hooff et al., 2006). The higher the strain of the job (high job demands, low job resources) the greater the potential for a negative interaction and increased spill-over between the domains (Demerouti et al., 2005;Demerouti & Geurts, 2004). ...
... Without the provisions of recovery time, job demands accumulate (e.g. through working overtime) resulting in potential psychological damage and health problems (Demerouti et al., 2005;Demerouti & Geurts, 2004;Eby et al., 2010;Geurts et al., 2005;Glezer & Wolcott, 1999;Majomi et al., 2003;Montgomery et al., 2005;Peeters et al., 2005;Van Hooff et al., 2006). The higher the strain of the job (high job demands, low job resources) the greater the potential for a negative interaction and increased spill-over between the domains (Demerouti et al., 2005;Demerouti & Geurts, 2004). However, not all spill-over is negative (e.g. ...
... Thus, through successive exposure to work after hours and limited recovery opportunities, the worker becomes additionally strained which diminishes their performance because their work environment was activated without adequate time to recuperate from the previous exposure (Geurts et al., 2005). If not properly counterbalanced through the provision of recovery time, the demands can build up and result in potential psychological damage and health problems (Demerouti et al., 2005;Demerouti & Geurts, 2004;Eby et al., 2010;Geurts et al., 2005;Glezer & Wolcott, 1999;Majomi et al., 2003;Montgomery et al., 2005;Peeters et al., 2005;Rost & Mostert, 2007;Van Hooff et al., 2006). The expectation for employees to regularly read and respond to electronic communication, often all through the day, exacerbates these spill-over effects. ...
... Although both family-to-work and work-to-family conflict have a negative relationship with life satisfaction, work-to-family conflict appears to have the greater impact (Allen, Herst, Bruck, & Sutton, 2000;Kossek & Ozeki, 1998). The effects of work-family conflict have been shown to be partially mediated by exhaustion (Demerouti, Bakker, & Schaufeli, 2005), job stress (Judge, Boudreau, & Bretz, 1994), job satisfaction (Chiu, Man, & Thayer, 1998), and nonwork satisfaction (Bedeian, Burke, & Moffett, 1988;Carlson & Kacmar, 2000;Rice et al., 1992). ...
... The nature of the job one performs is another potential stressor. Although there are studies supporting the effects of job demands and role overload (Demerouti et al., 2005;L. M. Harris et al., 2006;Thompson & Prottas, 2006), others show no relationship (Aryee, Luk, Leung, & Lo, 1999;Fritz et al., 2010), indicating that the relationship is not straightforward. ...
... Those studies focusing on job stress found correlations of moderate to high magnitude, ranging between -.22 (Sardzoska & Tang, 2009) and -.55 (Horowitz, Blackburn, Edington, & Kloss, 1988). Variables similar to stress, such as exhaustion (Demerouti et al., 2005;Stevanovic & Rupert, 2009), distress (Lennox, Sharar, Schmitz, & Goehner, 2010), and depression (C. B. Lapierre, Schwegler, & LaBauve, 2007), have also been related to life satisfaction. ...
... Voydanoff (2004) refere, também, que as expetativas ou normas associadas ao papel profissional (por exemplo, que envolvem um esforço físico e psicológico elevados) podem gerar tensão e, consequentemente dificuldades de conciliação trabalho-família. Deste modo pode considerar-se que a sobrecarga associada ao papel profissional suscita sentimentos de falta de energia ou fadiga fazendo decrescer a motivação para responder às diferentes exigências de outros papéis, nomeadamente o papel familiar (Aryee, et al., 2005;Demerouti;Bakker;. Também Kossek e Ozeki (1998) constataram que a perceção de conflito de papéis se efetua Trabalho e vida pessoal: exigências, recursos e formas de conciliação através de sentimentos de "invasão" da vida profissional na vida familiar. ...
... Voydanoff (2004) refere, também, que as expetativas ou normas associadas ao papel profissional (por exemplo, que envolvem um esforço físico e psicológico elevados) podem gerar tensão e, consequentemente dificuldades de conciliação trabalho-família. Deste modo pode considerar-se que a sobrecarga associada ao papel profissional suscita sentimentos de falta de energia ou fadiga fazendo decrescer a motivação para responder às diferentes exigências de outros papéis, nomeadamente o papel familiar (Aryee, et al., 2005;Demerouti;Bakker;. Também Kossek e Ozeki (1998) constataram que a perceção de conflito de papéis se efetua Trabalho e vida pessoal: exigências, recursos e formas de conciliação através de sentimentos de "invasão" da vida profissional na vida familiar. ...
... Para além destes aspectos a flexibilidade no local de trabalho enquanto característica da cultura organizacional que está frequentemente associada a sentimentos de autonomia e apoio, nomeadamente, para o cumprimento das obrigações familiares mereceu a atenção de alguns estudos. A possibilidade de exercer controlo sobre os horários de trabalho e uma cultura organizacional apoiante da família, diminui, de acordo com vários autores a perceção de conflito entre a vida profissional e a vida pessoal (Andrade, 2011;Byron, 2005;Granrose;Rabinowitz;Beutell, 1989). Num estudo realizado por Hill (2005) os contextos profissionais com maior Trabalho e vida pessoal: exigências, recursos e formas de conciliação flexibilidade e possibilidade de controlo sobre os horários de trabalho surgiram associados não apenas a menores tensões percebidas pelos trabalhadores entre a profissão e a vida familiar como, também, a um aumento da satisfação profissional. ...
DEDiCA. Revista de Educação e Humanidades. Editorial Universidad de Granada.
https://revistaseug.ugr.es/index.php/dedica
... Finally, regarding the consequences of HWI, prior literature has examined individual consequences such as effects on health (both physical and mental) (Kato and Yamazaki, 2009;Carlson et al., 2011;Milner et al., 2017;Pien et al., 2021;Lange and Kayser, 2022;Milicev et al., 2023), work-family conflict (Cinamon and Rich, 2010;Lee et al., 2021;Eason et al., 2022;Ratnaningsih et al., 2023;Tang et al., 2023), burnout (Houkes et al., 2008;Dishon-Berkovits, 2014;Beauregard et al., 2018;Pujol-Cols, 2021;De Beer et al., 2023;Russo et al., 2023), Frontiers in Psychology 03 frontiersin.org stress (Demerouti et al., 2005;Choi, 2008;Bowen et al., 2014;Nohe et al., 2015;Oshio et al., 2017;Olsen et al., 2023), intention to leave (Dåderman and Basinska, 2016;Minamizono et al., 2019;Rajendran et al., 2020;Jolly et al., 2022), job and family satisfaction (Demerouti et al., 2005;Bakker et al., 2009;Hakanen et al., 2011;Syrek et al., 2022), and well-being (Hughes and Parkes, 2007;Shimazu et al., 2011;Eek and Axmon, 2013;El-Kot et al., 2019), among others. Job performance (Shimazu et al., 2012;Falco et al., 2013;Shimazu et al., 2015), affective or aggressive behaviors (Tricahyadinata et al., 2020) and organizational citizenship behaviors (Choi, 2013;Singh and Banerji, 2022;Dеу, 2023;Mer et al., 2023) are identified as HWI situational outcomes. ...
... Finally, regarding the consequences of HWI, prior literature has examined individual consequences such as effects on health (both physical and mental) (Kato and Yamazaki, 2009;Carlson et al., 2011;Milner et al., 2017;Pien et al., 2021;Lange and Kayser, 2022;Milicev et al., 2023), work-family conflict (Cinamon and Rich, 2010;Lee et al., 2021;Eason et al., 2022;Ratnaningsih et al., 2023;Tang et al., 2023), burnout (Houkes et al., 2008;Dishon-Berkovits, 2014;Beauregard et al., 2018;Pujol-Cols, 2021;De Beer et al., 2023;Russo et al., 2023), Frontiers in Psychology 03 frontiersin.org stress (Demerouti et al., 2005;Choi, 2008;Bowen et al., 2014;Nohe et al., 2015;Oshio et al., 2017;Olsen et al., 2023), intention to leave (Dåderman and Basinska, 2016;Minamizono et al., 2019;Rajendran et al., 2020;Jolly et al., 2022), job and family satisfaction (Demerouti et al., 2005;Bakker et al., 2009;Hakanen et al., 2011;Syrek et al., 2022), and well-being (Hughes and Parkes, 2007;Shimazu et al., 2011;Eek and Axmon, 2013;El-Kot et al., 2019), among others. Job performance (Shimazu et al., 2012;Falco et al., 2013;Shimazu et al., 2015), affective or aggressive behaviors (Tricahyadinata et al., 2020) and organizational citizenship behaviors (Choi, 2013;Singh and Banerji, 2022;Dеу, 2023;Mer et al., 2023) are identified as HWI situational outcomes. ...
Introduction
Significant impacts of heavy work investment on employee well-being and organizational performance have prompted its increasing importance as a research topic. The findings about good or evil of these repercussions are nonetheless inconclusive. The intersection of Heavy Work Investment construct with gender has not been explicitly addressed by previous literature review and research. Besides, the relevance of flexibility for women, as one of the key factors for successful work-family balance management, still remains to be analyzed.
Methods
A literature review on Heavy Work Investment was conducted using the SPAR-4-SLR protocol, wherein 83 articles were selected from a pool of 208 previously identified works. Bibliometric and content analysis techniques were employed, including co-word analysis, to evaluate research production, impact, and trends in the gender perspective within Heavy Work Investment.
Results
As a result, a strategic diagram illustrates thematic topics, providing a clear understanding of the field’s structure and evolution. Six thematic groups were identified, around work-family conflict as the central theme.
Discussion
The explicit consideration of a gender perspective in literature involves nuanced differences regarding the conclusions of studies with a broader focus. First, the emerging prominence of studies on China and Japan becomes clear with gender as the specific focus of the review, aiming to clarify the experiences women face in more traditional societies with a more decisive division of roles. Second, there is a shift in interest regarding the analysis of Job Demands and Job Resources. Despite the apparent decline in interest in the former, the focus in gender literature clearly shifts toward the side of Job Resources, showing potential for the future. It could be understood that in a context of talent war and employee retention efforts, priority is given to better understanding of facilitating individual and organizational factors for work-life balance, especially for women. Future research areas are identified, including gender differences in organizational support and the impact of flexible work on the work-life balance, providing valuable insights for academia, practitioners, and organizations. The need for more comprehensive cross-cultural and gender research is also made clear.
... In romantic relationships, people can be affected by their partners' stress and strain due to spillover and crossover effects (Bünnings et al., 2017;Marcus, 2013). A spillover effect is described as an intraindividual transmission of emotions between two domains (e.g., work domain and home domain; Demerouti et al., 2005). Thus, if the unemployed experience negative emotions because of their dissatisfaction in their work domain, their emotions within the home domain may suffer as well. ...
... Thus, if the unemployed experience negative emotions because of their dissatisfaction in their work domain, their emotions within the home domain may suffer as well. In contrast, crossover effects indicate a dyadic, interindividual transmission of emotions to a person within the same domain (e.g., the partner; Demerouti et al., 2005). Song et al. (2011) found support for direct crossover as well as common stressors. ...
... Using a different terminology that is similar to "crossover", Baral and Sampath (2019) used a contagion model to explain the process between supervisor WFC on subordinate WFC. However, we found that majority of studies tested the association between WFC and spouse (Demerouti et al., 2005;Quade et al., 2022;Shimazu et al., 2009;Stevens et al., 2006). ...
... A few studies used all items on the scale (Chen & Hou, 2021;Ferguson et al., 2012;Quade et al., 2022), while most researchers used specific dimensions or items that fit their measurement purpose (Bakker et al., 2008;Demerouti et al., 2005;Shimazu et al., 2013;van Steenbergen et al., 2014). ...
Work and family are essential aspects of adulthood, exerting a substantial impact on well-being and satisfaction. Work–family conflict refers to conflicts that originate at work and then affect family life and vice versa. Higher levels of stress, the emergence of physical and mental health issues, detrimental effects on family relationships, and poorer life satisfaction are a few outcomes that may have an influence on both individuals and other family members. Work–family conflict can have a socioeconomic impact on broader public health, as it may result in poor job performance and high absenteeism rates at work. This current study aims to identify the mechanisms of spillover–crossover within the work–family interferences. Using a systematic literature review from 57 articles collected from three prestigious databases: Scopus, Web of Science, and PsycINFO, the study found that direct crossover is the predominant form of transmission. However, the crossover phenomenon is not only found in marital relationships but includes interactions between parents-children, superiors-subordinates, and employees-customers. This systematic literature review advances a novel framework by synthesizing these findings, thereby promoting a comprehensive understanding of the spillover–crossover effects of work–family conflict. In turn, this understanding can serve as the basis for the formulation of workplace policies, offering a promising path forward for both individuals and society.
... Li et al. (2021) found a negative relationship between emotional exhaustion and life satisfaction for junior high school teachers in central China; they argued that excessive work leads to a depletion of emotions, time, and energy and, ultimately exhaustion. Utilizing the Job-Demands and Resources model (JDR), Demerouti et al. (2005) investigated the crossover effects of exhaustion among dual-earner parents in the Netherlands and found a significant positive association between demands and exhaustion and, subsequently, a negative effect on life satisfaction for both women and men. Other studies have confirmed these results in other contexts (e.g. ...
... Exhaustion from work, Education-job fit, Family chore satisfaction, Family time, and Available leisure time). Exhaustion from work concept is measured with 3-items that are similar to those previously in the literature (Boekhorst et al., 2017;Demerouti et al., 2000Demerouti et al., , 2005 (Cannot wait to leave work at the end of the day; Being happiest if never had to work again in life; Working drains energy from more important things) (11-point response range from 0-Completely disagree to 10-Completely agree, as noted above, all scales were transformed into 5-point ranges for comparability, M = 3.01, SD = 0.856 with a high internal reliability α = 0.68). The Education-job fit variable was adapted from Ilies et al. (2019) and measured with the question "To what extent is your current job related to your field of education or training?" ...
Life satisfaction, through the cultivation of happiness and the avoidance of misery, is one of the ultimate outcomes of interest for the public generally. This study uses Social Production Function (SPF) theory to investigate the factors (e.g. endowments, conditions, experiences, and characteristics) impacting life satisfaction. A key contribution of this study is that a comprehensive model is developed, with a focus on the contribution of universal goals of physical well-being and maintenance (i.e. (1) stimulation, (2) comfort) and social approval (i.e. (3) status, (4) behaviour confirmation, and (5) affection) to life satisfaction; further, the factors include family, work, or social domains, with a focus on both working and non-working populations (working age (25 to 64), n = 12,022). Within a multivariate framework, using cross-sectional survey data, the key findings reveal the substantive roles of social class, having work, being married, being satisfied with personal appearance, being part of community, having good health, and available leisure time in contributing to life satisfaction. Emerging implications suggest that personal decisions over behaviours and actions that optimize resources can be associated with higher levels of life satisfaction, and there are possible roles for employers and governments in enabling individual behaviour and action, while minimizing constraints and maximizing choice options, which could all work toward empowering individuals to pursue their happiness.
... Moreover, research on the work-non-work interface, including recovery , sleep (Mullins et al, 2014), work-family conflict (Amstad et al, 2011), and work-family enrichment (Zhang et al, 2018), has shown significant influence on employees' affective experiences. Further, such affective experiences can spill over from life domain to work domain or cross over from one individual to another (for example, Demerouti, Bakker, and Schaufeli, 2005;Eckenrode and Gore, 1990;Song, Foo, and Uy, 2008;Westman, 2001;Westman, Shadach, and Keinan, 2013). Using an affective perspective thus can deepen our understanding on how non-work-domain functions in terms of shaping employee proactivity at work. ...
... Finally, little is known about the crossover effect of affective experiences in couples or among family members on proactivity. As aforementioned, emotions and moods can spill over from one domain to another domain and cross over from one person to another (Demerouti, Bakker, and Schaufeli, 2005;Eckenrode and Gore, 1990;Westman, Shadach, and Keinan, 2013). Considering both spillover and crossover effects, emotional contagion likely occurs between employees and their partners or other family members, which in turn affects their work behaviours (Hatfield, Cacioppo, and Rapson, 1994;Song, Foo, and Uy, 2008). ...
... Moreover, research on the work-non-work interface, including recovery , sleep (Mullins et al, 2014), work-family conflict (Amstad et al, 2011), and work-family enrichment (Zhang et al, 2018), has shown significant influence on employees' affective experiences. Further, such affective experiences can spill over from life domain to work domain or cross over from one individual to another (for example, Demerouti, Bakker, and Schaufeli, 2005;Eckenrode and Gore, 1990;Song, Foo, and Uy, 2008;Westman, 2001;Westman, Shadach, and Keinan, 2013). Using an affective perspective thus can deepen our understanding on how non-work-domain functions in terms of shaping employee proactivity at work. ...
... Finally, little is known about the crossover effect of affective experiences in couples or among family members on proactivity. As aforementioned, emotions and moods can spill over from one domain to another domain and cross over from one person to another (Demerouti, Bakker, and Schaufeli, 2005;Eckenrode and Gore, 1990;Westman, Shadach, and Keinan, 2013). Considering both spillover and crossover effects, emotional contagion likely occurs between employees and their partners or other family members, which in turn affects their work behaviours (Hatfield, Cacioppo, and Rapson, 1994;Song, Foo, and Uy, 2008). ...
... (Emby et al, 2002;Kennedy, 1995;Kahneman and Tversky, 1982). Demerouti et al (2005) investigated the role of responsibility in reducing resistance to change. They suggest that establishing accountability to staff requires decision makers' capability to understand and make decisions and be accountable and accept the legal consequences of their decision. ...
In recent decades one of the major problems with the gradual turning into modern lifestyle, which society has suffered, is the phenomenon of Policy perception. This phenomenon is of particular importance in the industrialized world and increasingly widespread can affect the health of workers. Many studies have conducted to identify causes of Policy perception, its consequences and how to manage. The Present study with goal of examine the impact of employees' resistance to change and manager's decisiveness on Policy perception and turnover intention. The survey results indicate there is relationship positively between resistance versus change behavior of nurses to Policy perception the results also strongly suggest that manager's decisiveness can moderate effects of resistance to change on Policy perception. Assumptions of the model presented in this paper with responses collected from nurses of Mashhad's Public Hospitals were tested. Totally, of 2578 nurses in Mashhad's Public Hospitals work using the formula of Cochran 253 samples were selected in the survey from questionnaire Maliki and colleagues in 2012 used that Cronbach's alpha is 0.78.
... Psychological detachment, referring to the mental distance from work when being away from the workplace (Sonnentag and Fritz 2007), is considered a prerequisite for recovery and rebuilding energy to occur (Demerouti et al. 2015). Recovery is the process in which an individual's physiological and psychological systems recuperate to the baseline level within a certain period after processing work demands (Linden et al. 1997). ...
In many countries workers can be required to work extra hours for which they receive little or no remuneration. How and when such mandatory unpaid overtime affects employees' subsequent motivation to work, however, remains largely under researched. This study investigates the impact of mandatory unpaid overtime on employees' motivation to work the next day, the within‐person process (how) as well as the buffering and recovery mechanisms (when). Data on mandatory unpaid overtime, psychological detachment and motivation to work the next day were collected through diaries over a 12‐day period while the participants commented on job resources on the first day. Artificial Intelligence (AI) facial recognition technology was applied to capture emotions. Multilevel analysis revealed that mandatory unpaid overtime results in negative emotions, which subsequently undermine employees' motivation to work the next day, job resources buffer the impact of overtime on negative emotions, and psychological detachment weakens the impact of negative emotions on motivation to work the next day. Theoretical and practical implications are discussed.
... In addition, using relatively short time intervals (e.g. four to six weeks) minimizes the occurrence and interruptions of life events and substantial organizational changes during the data collection (Demerouti et al., 2005). In the police context, this time interval is consistent with the typical work schedule consists of a four-week cycle where each squad works one day off. ...
Purpose
Drawing on crossover research and job demands-resources (JD-R) theory, this study aims to explore the transfer process on thriving at work between supervisors and subordinates and consequences for subordinate behaviors and well-being.
Design/methodology/approach
A series of questionnaire surveys were conducted to collect data in three time-lags and multiple sources; The final sample comprised 62 supervisors matched with 315 subordinates. A multilevel path model was specified to test the hypothesized structural relationships in our model using Mplus.
Findings
This study finds that supervisor thriving at work leads to role overload among subordinates, which in turn results in subordinate burnout and supervisor-directed deviance behavior. In addition, arising from role overload, supervisor thriving at work diminishes subordinate thriving at work.
Practical implications
Since supervisor thriving at work may have negative consequences for subordinates, organizations should monitor and evaluate the impact of leadership on team dynamics regularly to address any negative effects that may arise from thriving leadership.
Originality/value
Overall, our study shows how supervisor thriving at work exerts a negative rather than positive effect on subordinates with adverse consequences for supervisors and the organization. This dark side of workplace thriving serves as a foundation for future work.
... Thus, by focusing on leisure experience, our study identified another area that is negatively influenced by the perception of economic stressors, in addition to outcomes in the work context , or familyrelated well-being (Mauno et al., 2017). Our finding supports the spillover theory (e.g., Demerouti et al., 2005) which posits that experiences from one area of life can spill over into other areas. The perception of economic stressors tends to overshadow the positive aspects of the gain in leisure time for short-time workers, independent of the reduction in their work hours. ...
For many employees, the COVID-19 pandemic-related policies triggered concerns about job security. At the same time, companies in many countries made greater use of state-financed short-time work (i.e., where employees could keep their jobs, work less or not at all, and still receive a substantial surrogate wage). Even though such a measure certainly helps mitigate negative financial effects, employees in short-time work can be expected to experience job insecurity and financial stress. It can also be assumed that the additional free time is not experienced positively in times of lockdowns and social distancing. Therefore, the effects of short-time work during the early days of the COVID-19 pandemic in June 2020 on employees’ perceived job insecurity, financial stress, and their leisure experience were examined in Germany. The results of a cross-sectional online study (N = 343) showed that short-time workers experienced greater job insecurity and financial stress as compared to full-time workers. Furthermore, the perception of job insecurity and financial stress among short-time workers was negatively related to satisfaction with their leisure time (i.e., leisure experience).
... If people feel positive about what occurs at work, these positive feelings can spill over and improve their life satisfaction. If they perceive work in a negative light, this can also spill over and reduce their overall life satisfaction (Demerouti, Bakkar, &Schaufeli, 2005). ...
The objective of this paper is to compare how employees from public and private sector organisation perceive organisational justice, organisational commitment, creative behaviour, and life satisfaction. It was hypothesized that private sector employees would have a more positive perception of organisational justice, organisational commitment, and creative problem solving than public sector employees. Furthermore, public sector employees would have better life satisfaction than private sector employees. The sample consisted of 200 managerial and supervisory personnel from the public sector and 184 employees from the private sector organization. The data has been analysed using the mean, standard deviation, and t-test. Findings did not provide considerable support for the hypothesis.
... China employees are also strongly influenced by Confucian values relating to maintaining one's household. To cope with high living costs, an increasing number of females must find ways to work without sacrificing their traditional social roles of caring for children and the household (Demerouti et al., 2005). Female employees with a working spouse exhibit heightened concerns regarding domestic and childcare responsibilities, often encountering challenges in obtaining comprehensive familial support from their employed partners. ...
Drawing on the spillover-crossover model and gender role theory, this study aims to uncover the antecedents of employees’ well-being by investigating a three-way interaction between employees’ work-family conflict (WFC), spousal WFC (SWFC), and employee gender. Paired samples of 239 hotel employees and their spouses in China were recruited as study respondents. Hierarchical regression analysis was performed to test the hypotheses. Findings showed that WFC had a significant negative correlation with employees’ well-being. In addition, SWFC significantly moderated the relationship between WFC and employees’ well-being. The interaction between WFC and gender did not display a significant effect. The triple interaction of WFC, gender, and SWFC significantly influenced employees’ well-being. This study incorporates familial factors (i.e., SWFC) and individual factors (i.e., gender) into a single framework to examine the joint effects of multiple boundary conditions. This work expands exploration of the boundary conditions of WFC in predicting employees’ well-being. Findings also enrich the understanding of gender differences at the family and individual levels.
... Indeed, studies led among employees from other professions for example police officers (Hall et al., 2010b), construction workers (Lingard and Francis, 2005), and healthcare employees (Zhang et al., 2020), have consistently shown that work-family conflict transmits the effects of various job demands on emotional exhaustion and depersonalization, two dimensions of burnout. To the best of our knowledge, though in a few studies (e.g., Demerouti et al., 2005;Hall et al., 2010b), work-family conflict has been reported as a mediator between workload and emotional exhaustion, but not in the tourism and travel sector, particularly in flight attendants' contexts. Research about intensified job demand within the JD-R model (Demerouti et al., 2001), and as it relates to employee well-being and work-family conflict, remains under-researched. ...
... As a starting point, work-life balance techniques help workers cope with the demands of both work and non-work (such as family responsibilities). High demands on employees' bodies and minds may lead to burnout and interfere with non-work/family responsibilities [31]. As a result of long hours at work, workers have less time and energy to spend with their families and friends. ...
... In addition, in the context of the analyses, it was determined that there was a medium and strong relationship of 65% between spouse burnout and psychological well-being. This result obtained from the research is parallel to the results of related studies in the literature (Brotheridge & Lee, 2005;Demerouti et al., 2005;Savla et al., 2011;Falconier et al., 2015;Karademas & Roussi, 2016;Rehman et al., 2020;Won & Seol, 2020). ...
bstract This research aims to examine the marital satisfaction, spouse burnout, and psychological well-being of married individuals with demographic variables and to determine the relationship between them. 183 participants (81 women and 102 men) participated in the study. The participants were administered the Demographic Information Form, Golombok-Rust Marital Status Inventory, Spouse Burnout Scale, and Psychological Well-Being Scale. The data were analyzed with the SPSS 21 program. Looking at the participants' average scores in all three variables, the participants' marital satisfaction is quite low, their spouse burnout level is at a medium level, and their psychological well-being is at a medium level. It can be accepted that psychological well-being and spouseburnout scores are not at a level that would increase marital satisfaction; therefore, marital satisfaction is low. As a result of the research, it was seen that the variables of marriage age, age of participation in the research, income, and number of children affected these variables, and there is a significant difference in all three variables. One of the results of the research is that there is no significant difference in all three variables according to the variables of gender, education level, typeof marriage, year of marriage, working status, occupational status, whether or not they own a home, and whether or not they care for disabled or elderly individuals. Considering that all three variables are important for marital life and that they supportand influence each other, it is recommended to conduct comprehensive research.Keywords:Marriage satisfaction, spouse burnout, psychological well-being.
... In addition, in the context of the analyses, it was determined that there was a medium and strong relationship of 65% between spouse burnout and psychological well-being. This result obtained from the research is parallel to the results of related studies in the literature (Brotheridge & Lee, 2005;Demerouti et al., 2005;Savla et al., 2011;Falconier et al., 2015;Karademas & Roussi, 2016;Rehman et al., 2020;Won & Seol, 2020). ...
... Burnout is characterized by muddled emotions including anger and annoyance (Savery, 1988). Major indicators of burnout are exhaustion, loneliness, and a loss of personal execution (Demerouti et al. 2005). Numerous studies have established a connection between burnout and a wide range of mental and physical health issues, including but not limited to sleeplessness, fatigue, headache, misdirected rage, feelings of isolation, and exhaustion (Maslach & Jackson, 1982;Savery, 1988;Mckee & Massimilian, 2006). ...
Banking professionals are at danger of burnout due to the high stress and long hours. Studying the prevalence of workaholism and employee burnout in the banking industry was the focus of this study. Data on workaholism, burnout, and associated traits was gathered from a sample of bankers using validated questionnaires. Workaholism and burnout were positively correlated indicating that those who engaged in more workaholism were also more likely to become burnout by their occupations. The importance of workaholic tendencies in encouraging the development of burnout symptoms was further highlighted by the results of the regression analysis, which demonstrated a significant effect of workaholism on burnout. This study employed a quantitative research approach to investigate the relationship between workaholism, and occupational burnout. The sample included 200 male and female bank workers. Participants were selected using a convenience sample technique, meaning that they were chosen because they were both available and interested in taking part in the study. These findings underscore the importance of recognizing workaholism as a risk factor for burnout and the necessity for programs in the banking industry to address work-life balance and promote well-being. Banks may improve their ability to recruit and retain top talent by implementing strategies that lessen workaholism and foster a more positive work environment, all of which have been shown to minimize burnout and boost job satisfaction. The findings are the addition to the existing theory as well has practical implication for the managers and future researchers.
... Burnout is defined as a psychological syndrome that emerges due to stressors on the job [52]. Past studies have revealed that burnout is a central variable that can be negatively affected by high job demands [53][54][55]. As described above, ICT use during leisure time can enhance perceived stress due to additional personal demands, which can, in turn, reduce work well-being [42,50]. ...
As more and more employees have access to work-related information and communication technologies (ICTs) anywhere and anytime, new challenges arise in terms of well-being and recovery experiences. Feelings of workplace fear of missing Out (wFoMO) and workplace telepressure may be personal demands that add to the literature of the job demands-resources (JD-R) theory. In this study, we proposed a model in which wFoMO and workplace telepressure were associated with employee well-being variables via the use of ICTs during leisure time. Therefore, we analyzed the data of N = 130 employees who answered two questionnaires in the interval of one work week. The results revealed negative indirect effects between wFoMO/workplace telepressure and psychological detachment/perceived stress via ICT use. The results were more ambivalent regarding the dependent variables burnout, relaxation, and control. This strengthens the literature that categorized ICT use as a job demand. However, we also found positive indirect effects on perceived informational benefits, which supports the idea of ICTs being both a job demand and a job resource in light of the JD-R theory. This study contributes to past research on work-related ICT use during leisure time and demonstrates the relevance of personal demands such as wFoMO for employees’ well-being.
... 18,19,21,27,28 For example, studies have found that strain or exhaustion can at times transfer from one colleague to another, 29 and from one spouse to the other. 30,31 Similarly, positive emotions or constructs can act as antecedents to the crossover process 32,33 between colleagues, 29 from line manager to subordinate, 17,27,33 or from teacher to student (eg, as with the crossover of flow or work passion). 32, 34 Westman 18 described the concept of crossover as the experiences of one person impacting on the experiences of another person with whom they interact. ...
Purpose
Globally, the pandemic had adverse consequences on the engagement and overall well-being of individuals. From a positive psychological perspective, this study drew on processes of social exchange, Kahn’s theory on personal engagement and crossover theory, to explore the impact of mutual influences among academic staff and students on the engagement of both parties. Subsequently, the study explored the positive outcomes of engagement for both academic staff and students.
Participants and Methods
Purposive, non-probability sampling was used, and cross-sectional data were collected through electronic surveys. The sample consisted of a total of 1594 students who were nested within 160 academic staff members.
Results
Findings highlighted the influence of interpersonal factors such as high student leader–member exchange on student engagement and the impact of students’ lack of reciprocity on the emotional engagement of academic staff. Findings further revealed that student engagement was positively related to a deep-learning approach and negatively related to a surface-learning approach. Furthermore, this study found a positive significant association between the emotional engagement and the psychological well-being of academic staff.
Conclusion
Against the backdrop of the COVID-19 pandemic and to reduce the negative psychological and behavioural challenges resulting from the pandemic, this research intended to inform policy-makers in higher education of the impact that mutual influences among academic staff and students have on their engagement and the benefits of engagement in cultivating a culture of life-long learning among students and improving the psychological well-being of academic staff.
... This can in turn impact negatively on the breadwinning partner's well-being, whether directly ('your pain is my pain') and/or indirectly (e.g. through tension in the household) (e.g. Demerouti et al., 2005;Song et al., 2011). ...
This article examines the relationship between female breadwinning and life satisfaction in heterosexual couples. We extend previous research by treating the man's employment status as a variable that helps to explain rather than confounds this relationship, and by comparing multiple countries through regression analyses of European Social Survey data (Rounds 2-9). Results provide evidence of a female-breadwinner well-being 'penalty': men and women are less satisfied with their lives under the female-breadwinner arrangement versus the dual-earner and male-breadwinner alternatives. The penalty is marginal when the male partner is part-time employed but sizeable when he is jobless. However, there are gender differences: after controls for composition, gender-role attitudes, and partners' relative incomes, the penalty becomes negligible for women while remaining large for men. Analyses suggest these gender differences are linked to high male unemployment among female-breadwinner couples: whereas women appear roughly equally adversely affected by a male partner's unemployment as by their own, men report substantially higher well-being when she is unemployed instead of him. Country comparisons indicate that while this female-breadwinner well-being penalty is largest in more conservative contexts, especially Germany, it is fairly universal across Europe. So, even in countries where women's employment is more widespread and cultural and institutional support for the male-breadwinner model is weaker, unemployed men with breadwinner wives are not immune from the social stigma and psychological difficulties associated with their gender non-conformity.
... To deal with the daily stress of their jobs, people rely on their significant others (Crossfield et al., 2005;Pearlin & McCall, 1990). Research has shown that during non-working hours, people discharge stress on their spouse by speaking out professional despairs to get an empathetic reaction (Demerouti et al., 2005;Young et al., 2013). Consistently, we predict that WPV amplified stress spill over to the nonwork domain and extends to the nurses' domestic partner through venting at home. ...
This study sheds light on the stress effects of nurses’ confronted workplace violence that spans work and family domains via coping mechanisms and affects both Nurses and their domestic partners. Applying the integrated framework of conservation of resources theory and spillover/crossover model, we estimated venting- a coping strategy that nurses utilize to benefit themselves via the release of violence-related stress to improve their work engagement. The authors also examined the unintended consequence of venting on spouses on the receiving end in the form of work withdrawal. In a matched sample of 285 dual-earner couples, including nurses and their spouses, structural equation modelling revealed that when Nurses face workplace in a given workweek, they experience a negative spill over manifested in weekend venting on their spouse. As a result, nurses discharge their stress and display work engagement upon returning to work. Conversely, transmitted stress via venting crosses over and withdraws the domestic partner from their work during the following week.
... These three variables come from the mentality of farmers when they are farming: Expectation refers to the level of farming expectations of the rural women who participate in agriculture production; exhaustion refers to their sense of fatigue due to agricultural production activities; and loneliness refers to the sense of loneliness in the process of agricultural production. Expectation [16,17], exhaustion [18,19], and loneliness [20,21] have been proven to have impacts on life satisfaction. This is followed by external variables, including physical attributes and community attributes. ...
This study investigates the impact of rural land on the life satisfaction of rural-farming women with a modified institutional analysis and development (IAD) framework as the theoretical framework. The research sample is composed of data acquired from surveys of thirty-six randomly selected villages in three provinces in China. The main findings include that the quality of the cultivated land, embodied in the cultivated land location and the land cultivation facilities, has an impact on the life satisfaction of rural-farming women; agreeable living conditions can improve the life satisfaction of rural-farming women; and the well-being status of rural-farming women also has an impact on their life satisfaction, but there are differences in this impact. The objective factors, such as household cash and savings, farming income, and farming time, also have inconsistent effects on the life satisfaction of rural-farming women. This study bridges the gap and explains the land-related factors, which have an impact on rural women farmers, and brings attention to this group of people who are easily overlooked.
... Depression in adolescence could be characterized as mood symptoms (20). Emotional experiences can transfer from one family member to another, leading to family-work interaction (26,28,29). Generally speaking, emotional transmission research conducted on the parent-child level considers that parents' emotions are likely to influence their children, but not the other way around (25)(26)(27). ...
Introduction
For working parents with dependent children, parenthood is essential to their “life” component, which could profoundly influence their work experiences. Since depressive moods rise sharply in adolescence, this study aims to investigate the relationship between children's depressive moods and parental family-work interaction. Integrating the literature on emotions and family-work interaction, I propose that adolescents' depressive moods (over the past 2 weeks) decrease parents' work engagement via increased parents' family-work conflict. Further, I hypothesize that adolescent performance-avoidance, a key trait related to adolescents' long-term emotional experiences, moderates the indirect relationship.
Methods
Using a multiple-source, time-lagged design, I tested hypotheses using data collected from 468 adolescent-parent dyadic from China.
Results
I found that adolescents' depressive moods relate negatively to their parents' work engagement via increased parents' family-work conflict when adolescents have low levels of performance-avoidance. When an adolescent has a high level of performance-avoidance, parents show a relatively higher degree of family-work conflict and lower work engagement regardless of adolescents' depressive moods.
Discussion
I discuss the theoretical and practical implications for employee family-work interaction and work engagement.
... 또한 몇몇 연구를 통해 부모의 일-가정 양립 갈등 수준이 높을수록 자신 및 상대방의 긍정적 양육 행동을 저해함으 로써 자녀의 집행기능 장애 (Matias et al., 2017) 및 외현화·내 재화 문제행동과 학교 부적응 (Chai & Schieman, 2022;Vahedi et al., 2019;Vieira et al., 2016) (Bakker & Demerouti, 2013). 특히 교차 전이 과정은 친밀한 관 계를 형성한 두 사람 간의 공감 및 정서적 감염을 통해 또는 상호 작용을 통해 발생한다 (Demerouti et al., 2005 (Feinberg, 2003 (Minuchin, 1974) (Belsky et al., 1995;Feinberg, 2003 Lim et al., 2015). 반면 부모의 갈등적 공동양육 수준이 높을수록 자녀의 의 도적 통제 및 주의집중 정도가 낮았다 (Jahromi et al., 2018;Umemura et al., 2015). ...
The present study identified the effects of parents’ work-family conflict on their and partners’ co-parenting quality, as well as the mediating roles of co-parenting quality and children’s executive function difficulties in linking parents’ work-family conflict to their children’s school adjustment. This study used data from 387 dual-earner parents and their first-grade elementary school children, who participated in the Panel Study on Korean Children. An actor-partner interdependence and mediation model analysis using structural equation modeling revealed the following findings: first, the actor and partner effects of parents’ work-family conflict on co-parenting quality were significant for both fathers and mothers. Second, the effect of the fathers’ work-family conflict on their co-parenting quality was found to be greater than that of the mothers’ work-family conflict on the fathers’ co-parenting quality. Third, fathers’ and mothers’ work-family conflict, respectively, exerted an indirect effect on their children’s school adjustment through the serial mediation by the mothers’ co-parenting quality and children’s executive function difficulties, whereas the direct effects of fathers’ and mothers’ work-family conflict on children’s school adjustment were not supported. Finally, this study suggests that co-parenting quality and children’s executive function should be considered to facilitate children’s school adjustment in the parent education of dual-earner families with first-grade elementary school children, and that continuous policy efforts for dual-earner parents’ work-family balance are needed.
Traditional work‐family research often frames family responsibilities as constraints on career success, emphasizing conflict over enrichment. This study challenges this perspective by integrating traditional work‐family theory with regulatory focus theory, showing how family‐to‐work enrichment and conflict shape employees' work promotion focus, networking behaviors, and the development of professional social networks. Across a series of four studies using multiple methodologies, we investigate both short‐ and long‐term effects. A 10‐day experience sampling study of working professionals ( N = 50) demonstrates that daily fluctuations in family‐to‐work interactions influence professional networking behaviors. On days with greater family‐to‐work enrichment, employees report higher promotion focus and increased network building behaviors, whereas family‐to‐work conflict reduces promotion focus and dampens networking activity. A scenario‐based experiment ( N = 409) bolsters this finding, showing that family‐to‐work enrichment enhances, while family‐to‐work conflict diminishes employees' likelihood of engaging in networking behaviors. An examination of longer‐term effects on the professional social networks of participants in a corporate leadership development program ( N = 137) finds that sustained family‐to‐work enrichment is linked to both larger and more diverse career guidance networks, a key driver of professional success. A LinkedIn follow‐up study ( N = 115) extends these findings by showing that family‐to‐work enrichment relates to the size of professional social networks and career opportunities. By bridging work‐family and career research, this study reframes family as a potential resource, highlighting its role in shaping goal‐directed network building behaviors, professional networks, and ultimately, career opportunities. Practically, these findings underscore the importance of family‐to‐work enrichment as a strategic advantage for employees.
Research has well-established the spillover effects of work-family conflict on health along with its crossover effects on other family members. However, no study to my knowledge has examined the crossover effects of spousal work-family multitasking on their partner’s mental health. This study seeks to advance research by documenting the relationship between perceptions of spousal work-family multitasking and the respondents’ psychological distress along with the intervening mechanisms that explain this pattern. Drawing on five waves of panel data from the Canadian Work, Stress, and Health Study (2011–2019, n = 2,147 respondents), the results reveal that when respondents perceive their spouse to engage in work-family multitasking very often, the respondents report elevated levels of distress. The association between spousal work-family multitasking and respondents’ distress is explained by perceptions of spousal work-to-family conflict and respondents’ family-to-work conflict. The implications of these results are discussed in light of crossover stress and role theory, the stress process model, and work-family boundary theories.
Resilience has attracted increasing attention of scholars and practitioners, and studies have documented the intrapersonal impact of resilience. However, the potential interpersonal effects of resilience across the work and family domains have been somewhat overlooked. Drawing on conservation of resources theory, our research examined the effects of employee resilience on spouse family satisfaction and work engagement via work–family interpersonal capitalization, and the moderating effect of family-supportive supervisor behavior in the resource spillover process. We tested the hypothesized model at both within- and between- person levels and obtained results across two studies with multi-sourced data. The results suggested that resilience triggers employees to engage in work–family interpersonal capitalization, and strengthens spouses’ family satisfaction and work engagement. Moreover, the effect of employee resilience on spouse outcomes was more pronounced for employee when supervisors exhibited family-supportive behavior. We discuss the theoretical and practical implications of our findings and provide future research directions.
Purpose
Drawing upon the Conservation of Resources theory and Relational Demography Theory, we examine the crossover of supervisor family experiences to subordinates in the workplace. We posit that supervisor family-to-work enrichment and conflict influence subordinate perceptions of supervisor support for work–family, which, in turn, positively affects subordinate work engagement and job satisfaction and negatively affects subordinate turnover intentions. The effects of supervisor family-to-work enrichment and conflict on perceptions of supervisor support are respectively suggested to be strengthened and weakened by the demographic similarity between the supervisor and the subordinate.
Design/methodology/approach
Using a sample of 496 employees nested within 83 supervisors from China, we conducted a multilevel analysis.
Findings
Our results indicate that supervisor family-to-work conflict and supervisor family-to-work enrichment have negative and positive effects (respectively) on subordinates’ perceptions of supervisor work–family support, and this effect is moderated by low, rather than high, similarity in the supervisor–subordinate dyad. An overall indirect effect of supervisor family-to-work enrichment and family-to-work conflict on subordinate work engagement, job satisfaction and turnover intentions through the mediator of perceived supervisor work–family support is also confirmed.
Practical implications
From a practical standpoint, our research emphasizes the importance for organizations to support supervisors in achieving work–family balance in order to promote positive employee work-related outcomes.
Originality/value
Our study contributes to work–family literature by unraveling how and when resources may travel through supervisors to affect the generation of new resources (i.e. supervisor support for work–family) and ultimately affect subordinate outcomes in the workplace.
The present study investigated spousal interdependencies in well-being and the sources of these interdependencies among Americans and Japanese. We collected high-powered three-wave longitudinal and cross-sectional data from a wide age range of participants ( Ns = 3,012 American couples aged 26–96 and 2,307 Japanese couples aged 24–76) and assessed a variety of well-being measures. Study 1 replicated previous findings that American spouses’ well-being was positively associated with each other. Studies 2a and 2b generalized the findings of Study 1 to Japanese spouses. Both Studies 1 and 2b showed conflicting results: There were effects of mutual influence and shared environmental factors’ influences on American and Japanese spouses’ well-being in a longitudinal actor-partner interdependence model when using the cross-lagged panel model, but not when using the random intercept cross-lagged panel model. These findings illustrate that the interdependent nature of well-being is an essential feature of American and Japanese married couples.
Mediation analysis measures the effect of an independent variable on the dependent variable in the presence of a third variable designated as the mediator. The mediation variable plays a very important role by providing a detailed perspective in better understanding the relationship between both variables. In this study, the mediating role of psychological well-being in the relationship between spouse burnout and marital satisfaction of married individuals was tested. In addition, the effect of parents' marital satisfaction on their children's well-being cannot be ignored. 183 participants (83 women and 100 men) participated in the study. Demographic Information Form, Golombok-Rust Marital Status Inventory, Spouse Burnout Scale, and Psychological Well-Being Scale were administered to the participants. The data were analyzed and evaluated by adding the Process v.4 module (Hayes, 2022) to the SPSS 21 program and following its procedures. According to this analysis, it was determined that there was a negative relationship between spouse burnout and marital satisfaction and that the psychological well-being dimension played a partial mediator role in the relationship between spouse burnout and marital satisfaction. It is thought that this study will give an idea and contribute to choosing variables that may have a stronger mediating role for researchers who will study spouse burnout and marital satisfaction.
This conceptual examination delves into the effect of acting on leader wellbeing and its potential crossover impact on follower wellbeing. The study investigates the authenticity of leaders' behavior and its implications for their own well-being, as well as the well-being of those they lead. By exploring the psychological and emotional aspects of acting in a leadership role, this research seeks to uncover the potential consequences of leaders' authentic or inauthentic behavior on their own mental health and the well-being of their followers. The findings aim to shed light on the importance of authentic leadership in promoting overall well-being within organizations.
The experience of loneliness has become ubiquitous in society today. However, despite the prevalence and considerable effects of loneliness, research on how this societal issue relates to the workplace remains limited. To address this shortcoming, we propose that loneliness is a permeating force that has a robust and persistent negative effect on employees' job satisfaction. We test our proposition using a nationally representative longitudinal sample of 627 Dutch employees surveyed each year between 2016 and 2018. Results of latent growth modeling indicate that loneliness is negatively related to job satisfaction, offering support for loneliness as a permeating force. Further, the effect of loneliness on job satisfaction remains significant despite controlling for well‐established predictors of job satisfaction found in the Jobs‐Demand Resource model (i.e., robustness) and has a significant influence on the trajectory of employees' job satisfaction over several years (i.e., persistence). On the basis of these results, we make the theoretical contribution of proposing that loneliness is a permeating force that infiltrates individuals' experiences at work. We further argue that the ramifications of loneliness on employees, and subsequently the organizations that employ them, are likely far more significant, sustained, and irrespective of work characteristics than previously understood.
This survey was conducted at the West Aceh BPN Office located in Jl. Swadaya, Meulaboh, and West Aceh. With the aim of discouraging the consequences of environmental conditions and promotions for the enjoyment of the work of BPN Aceh West personnel. In the population survey all personnel of the BPN Aceh west totaling 37 people. Determination of the sample using the saturated sampling method with all the population being sampled so the number of samples in this survey is 37 people. In this survey, the researcher applies an associative quantitative design. Materials are obtained by distributing questionnaires in the form of questions to be answered by the respondent. Assessment of data using multiple linear regression analysis. Source of data comes from primary data, Data obtained directly from respondents. The results of this survey prove that the environment and promotion either partially or simultaneously have a positive and significant impact on employee satisfaction at the west BPN Aceh office. With the results of the determinant coefficient being able to explain the environment and promotion of employee satisfaction as much as 64.5% the remaining 35.5% was obtained from other factors and was not examined in this survey model.
Purpose
The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings, theories and constructs drawn from adjacent research literature.
Design/methodology/approach
The authors reviewed the business travel (BT) literature to identify conceptual and empirical articles on IBT published from 1990 to 2022. Only 53 publications were suitable for review. The authors reviewed them using an open coding system.
Findings
The IBT literature is dispersed across several disciplines that use different methods, focus on different aspects of travel and emphasize different positive and negative outcomes that IBT engenders. The publications employed a diverse range of methods, including review and conceptual (11), quantitative (28) and qualitative methods (14). The samples were diverse in country, age, marital status and tenure. Many publications were descriptive and exploratory. The few that based their research on theory focused on two stress theories: Job Demands-Resources (JD-R) theory and conservation of resources (COR) theory.
Research limitations/implications
Experimental and longitudinal designs are needed to reduce the causal ambiguity of this body of mostly correlational and cross-sectional research. The authors discuss the impact of emerging advances in virtual global communication technology on the future of IBT.
Practical implications
More research is needed on positive aspects of IBT. Human resource (HR) people should be aware of these issues and are encouraged to decrease the deleterious aspects of the international trips and increase the positive ones.
Social implications
Increasing well-being of international business travelers is important for the travelers, their families and the organization.
Originality/value
This is the first IBT review focused on the theoretical underpinnings of research in the field. The authors offer a model for IBT and introduce adjustment and performance as important constructs in IBT research. The authors encompass crossover theory to add the reciprocal impact of travelers and spouses and label IBT a “double-edge sword” because it arouses both positive and negative outcomes.
In recent years, organizations, policy makers, and researchers havestarted to promote bystander intervention as an important tool forcombating the problem of interpersonal workplace aggression. Howeffective these interventions are, however, remains largely unknown, asresearch on what happens after a bystander intervenes and howperpetrators react to such intervention is virtually non-existent.Understanding perpetrator reactions is critical because these reactionsmay shape the ultimate outcome of bystander intervention effectiveness.Accordingly, we present a theoretical model that delineates perpetrators’reactions to bystander intervention in incidents of interpersonalworkplace aggression. Building on theories of identity, we theorize theperpetrator’s sensemaking process and its contingencies that shape theirdiverse reactions to the bystander and the target. This paper has vitalimplications both for researchers trying to understand bystander–perpetrator interpersonal dynamics and for practitioners aiming todevelop safe and effective bystander intervention strategies
The PCMT model of organizational support conceptualizes organizational support as consisting of four forms that differ in terms of their perceived target and ascribed motive. Across six studies (n = 1,853), we create and validate a psychometrically reliable scale that captures these four forms of organizational support, as well as offer a theoretical advancement to the organizational support literature. In particular, the first five studies involve content validation; assessment of factor analytic structure; tests of test–retest reliability and measurement invariance; and establishment of discriminant, convergent, and predictive validity. The final study involves deployment of the validated, 24-item scale in the field and illustrates that the four different forms of organizational support differentially predict the discrete dimensions of job burnout, the effects of which spillover and crossover into the home domain. This investigation thus offers both empirical and theoretical contributions. Empirically, we provide applied psychologists with an instrument for measuring the four forms of organizational support, enabling the emergence of new lines of research. Theoretically, we illustrate that the content and characteristics associated with the different forms of organizational support are important considerations as conceptual alignment between the type of organizational support perceived and the well-being outcome under study enhances the support’s predictive validity.
This paper examines whether employees' strategies to recognize (through self-recognition) and regulate (through job crafting, work-family management, and recovery) their internal and external demands and resources help them retain their well-being and performance during the COVID-19 pandemic. It also examines whether an online self-training intervention can stimulate the use of these strategies. A randomized control trial with a waitlist control group and pre-post measure (N intervention group = 62, N control group = 77) was executed, consisting of four modules with videos, exercises, and three assignments. Participants of the intervention group reported improved self-recognition (noticing, self-focused emotional intelligence), job crafting (seeking resources and challenges), recovery (psychological detachment and relaxation), and reduced work-family conflict. Moreover, the intervention group reported reduced fatigue and increased happiness with life and task performance after the intervention. Improvements in self-focused emotional intelligence, relaxation, and reduced work-family conflict could explain the progress of these distal outcomes. This study reveals the strategies that can help employees to maintain high levels of well-being and performance while working from home and how to improve them using an evidence-based self-training intervention.
This chapter addresses the topic of integration, a cognition-based personal intervention serving to balance work life with other important life domains such as family life, social life, and leisure life through the principle of spillover. Positive spillover refers to the mental process by which the individual allows positive feelings invested in one life domain to spill over to other domains. Positive spillover occurs when life domains are highly interdependent and integrated. We discuss four interventions that employees use to integrate their life domains to achieve work-life balance: (1) temporal, (2) physical, (3) behavior, and (4) communicative We also discuss intervention programs that organizations can institutionalize to achieve higher levels of employee work-life balance based on these personal strategies.
Based on a thorough review of the research on work-life balance, Sirgy and Lee identify a set of personal interventions that selected employees commonly use to increase their work-life balance and life satisfaction. Personal interventions of work-life balance involve five behavior-based strategies and four cognition-based strategies. The behavior-based strategies are engaging in multiple roles and domains, increasing role enrichment, engaging in behavior-based compensation, managing role conflict, and creating role balance. The cognition-based strategies are segmenting roles and domains, integrating roles and domains, engaging in value-based compensation, and applying whole-life perspective in decision-making. This volume provides HR managers and HR consultants with pedagogical material designed to help them develop in-house workshops, seminars, and curricula for their employees to improve their work-life balance by using the personal interventions described in the book.
A comprehensive review of the outcomes associated with work-to-family conflict was conducted and effect sizes were estimated. A typology was presented that grouped outcomes into 3 categories: work related, nonwork related, and stress related. Issues concerning the measurement of work–family conflict were also discussed. The results demonstrate the widespread and serious consequences associated with work-to-family conflict. On the basis of the results of the review, an agenda for future research was provided.
The authors studied number of hours worked and estimated its relationship to burnout in a nonrandom sample of 141 married physicians. It was hypothesized that this relationship is mediated by a process called fit, conceptualized as the extent to which workers realize the various components of their work–family strategies. Results of structural equation modeling supported the mediation hypothesis. Employees whose work hours are more or fewer than they and their partner prefer and whose work hours are distributed differently than they and their partner prefer will be more disengaged, distracted, and alienated at work than will their counterparts who are working their preferred schedules. Thus, the relationship between number of hours worked and burnout depends on the extent to which work schedules meet the needs of the worker, her or his partner, and their children, if any.
Integrating work-family and cross-cultural adjustment literatures, the researchers proposed and tested a spillover and crossover model of expatriates' cross-cultural adjustment with reciprocal relationships. Spillover effects refer to the influence that expatriate attitudes in a particular domain (e.g., work) have on attitudes in other domains (e.g., nonwork), whereas crossover effects refer to the influence of expatriate attitudes on the spouse's attitudes (and vice versa). Data collected from Japanese expatriates, their spouses, and their superiors strongly supported both spillover and crossover effects between expatriate and spousal cross-cultural adjustment. In addition, expatriates' cross-cultural adjustment was found to be related to satisfaction, which, in turn, was found to be negatively related to expatriates' intention to return to their homeland early.
Studies investigating the crossover of job stress and strain between partners have shown that job demands are transmitted from job incumbents to their partners, affecting their psychological and physical health. Based on the crossover literature and on models of job stress and the work-family interface, this study develops a comprehensive framework to integrate the literature conceptually delineating the mechanisms that underlie the crossover process. Key constructs include job stress, life events, strain, personal attributes and interpersonal factors, The literature pertaining to each construct in the model is reviewed and summarized. Gaps in the literature are identified, recommendations for future research are proposed, and the implications for organizational theory and practice are discussed.
An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.
This meta-analysis examined how demand and resource correlates and behavioral and attitudinal correlates were related to each of the 3 dimensions of job burnout. Both the demand and resource correlates were more strongly related to emotional exhaustion than to either depersonalization or personal accomplishment. Consistent with the conservation of resources theory of stress, emotional exhaustion was more strongly related to the demand correlates than to the resource correlates, suggesting that workers might have been sensitive to the possibility of resource loss. The 3 burnout dimensions were differentially related to turnover intentions, organizational commitment, and control coping. Implications for research and the amelioration of burnout are discussed.
In this article, the author describes a new theoretical perspective on positive emotions and situates this new perspective within the emerging field of positive psychology. The broaden-and-build theory posits that experiences of positive emotions broaden people's momentary thought-action repertoires, which in turn serves to build their enduring personal resources, ranging from physical and intellectual resources to social and psychological resources. Preliminary empirical evidence supporting the broaden-and-build theory is reviewed, and open empirical questions that remain to be tested are identified. The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
A meta-analysis of single-item measures of overall job satisfaction (28 correlations from 17 studies with 7,682 people) found an average uncorrected correlation of .63 (SD = .09) with scale measures of overall job satisfaction. The overall mean correlation (corrected only for reliability) is .67 (SD = .08), and it is moderated by the type of measurement scale used. The mean corrected correlation for the best group of scale measures (8 correlations, 1,735 people) is .72 (SD = .05). The correction for attenuation formula was used to estimate the minimum level of reliability for a single-item measure. These estimates range from .45 to .69, depending on the assumptions made.
It has been almost twenty years since the term "burnout" first appeared in the psychological literature. The phenomenon that was portrayed in those early articles had not been entirely unknown, but had been rarely acknowledged or even openly discussed. In some occupations, it was almost a taboo topic, because it was considered tantamount to admitting that at times professionals can (and do) act "unprofessionally." The reaction of many people was to deny that such a phenomenon existed, or, if it did exist, to attribute it to a very small (but clearly mentally disturbed) minority. This response made it difficult, at first, for any work on burnout to be taken seriously. However, after the initial articles were published, there was a major shift in opinion. Professionals in the human services gave substantial support to both the validity of the phenomenon and its significance as an occupational hazard. Once burnout was acknowledged as a legitimate issue, it began to attract the attention of various researchers. Our knowledge and understanding of burnout have grown dramatically since that shaky beginning. Burnout is now recognized as an important social problem. There has been much discussion and debate about the phenomenon, its causes and consequences. As these ideas about burnout have proliferated, so have the number of empirical research studies to test these ideas. We can now begin to speak of a "body of work" about burnout, much of which is reviewed and cited within the current volume. This work is now viewed as a legitimate and worthy enterprise that has the potential to yield both scholarly gains and practical solutions. What I would like to do in this chapter is give a personal perspective on the concept of burnout. Having been one of the early "pioneers" in this field, I have the advantage of a long-term viewpoint that covers the twenty years from the birth of burnout to its present proliferation. Furthermore, because my research was among the earliest, it has had an impact on the development of the field. In particular, my definition of burnout, and my measure to assess it (Maslach Burnout Inventory; MBI) have been adopted by many researchers and have thus influenced subsequent theorizing and research. My work has also been the point of departure for various critiques. Thus, for better or for worse, my perspective on burnout has played a part in framing the field, and so it seemed appropriate to articulate that viewpoint within this volume. In presenting this perspective, however, I do not intend to simply give a summary statement of ideas that I have discussed elsewhere. Rather, I want to provide a retrospective review and analysis of why those ideas developed in the ways that they did. Looking back on my work, with the hindsight of twenty years, I can see more clearly how my research path was shaped by both choice and chance. The shape of that path has had some impact on what questions have been asked about burnout (and what have not), as well as on the manner in which 2 answers have been sought. A better understanding of the characteristics of that path will, I think, provide some insights into our current state of knowledge and debate about burnout. In some sense, this retrospective review marks a return to my research roots. The reexamination of my initial thinking about burnout, and an analysis of how that has developed and changed over the years, has led me to renew my focus on the core concept of social relationships. I find it appropriately symbolic that this return to my research roots occurred within the context of a return to my ancestral roots. The 1990 burnout conference that inspired this rethinking took place in southern Poland, from which each of my paternal grandparents, Michael Maslach and Anna Pszczolkowska, emigrated to the United States in the early 1900s. Thus, my travel to Krakow had great significance for me, at both personal and professional levels.
This third version of the MBI was developed across several occupations and countries, in order to assess burnout in all occupations. It was originally published in 1996 by CPP, but is now published and distributed online by Mind Garden (www.mindgarden.com/products/mbi.htm)
Scientific evidence linking employers' efforts to help workers to manage the work non-work interface to actual outcomes at work remains scarce. In this study of 200 women employed in a Canadian school district, a research model was devised to explain how two strategies for managing the interface may affect stress symptoms, absenteeism and turnover intention. Several features distinguish this model from earlier models of the work non-work interface. That is, two directions of work non-work conflict, a mediator between the strategies and work outcomes, are specified, each strategy is set to relate directly to only one direction of conflict, and each direction is set to relate directly to stress symptoms and either absenteeism or turnover intention. LISREL analysis supported the superiority of the research model to a general model incorporating more common conceptualizations of the work non-work interface.
This study assessed the extent to which a recently developed measure of burnout extended the concept of burnout as developed among human service providers to people in other occupations. The study replicated a factor structure derived from a study of aircraft maintenance workers, computer programmers, and administrators with staff in various occupations across two health care settings: a tertiary care hospital (N=3,312) and a residential mental health facility (N=417). Within the larger setting the analysis replicated the factor structure with four occupational groups: clerical/maintenance workers, technical personnel, nurses, and managers. The study found support for the validity of the scale through its consistency with the issues that participants raised in an open-ended questionnaire. Conceptual issues in burnout theory and suggestions for further research are presented.
An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements
of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.
This paper critically reviews the theoreticalframeworks currently used to explain the processes through which work and family are linked, i.e., segmentation, compensation, and spillover. In the literature, these processes are treated as competing explanations, even though evidence and logic suggests that all three operate to link work and family. Moreover, it is likely that other processes also link the two. Most notably, workers may limit their involvement in work, or in family life, so that they can better accommodate the demands of the other. Clarified causal models and suggestions for advancing knowledge in this area are presented and discussed. It is argued that a fuller understanding of the processes linking work and family life is necessary to adequately evaluate the effectiveness of the family supportive policies currently being implemented by many U.S. firms, as well as to identify additional strategies for helping workers find satisfaction in both their work and personal roles.
In dyadic research, the responses of the two members of the dyad are likely to be non-independent. Statistical estimation for three different processes that bring about non-independence are presented. In each, a variable X influences Y. First, the X variable of one person may influence the Y variable of his or her partner. Second, the Y variables of the two people may directly influence each other. Third, the two X and Y scores may be indicators of couple-level factors.
Reviews the literature since 1967 on subjective well-being (SWB [including happiness, life satisfaction, and positive affect]) in 3 areas: measurement, causal factors, and theory. Most measures of SWB correlate moderately with each other and have adequate temporal reliability and internal consistency; the global concept of happiness is being replaced with more specific and well-defined concepts, and measuring instruments are being developed with theoretical advances; multi-item scales are promising but need adequate testing. SWB is probably determined by a large number of factors that can be conceptualized at several levels of analysis, and it may be unrealistic to hope that a few variables will be of overwhelming importance. Several psychological theories related to happiness have been proposed; they include telic, pleasure and pain, activity, top–down vs bottom–up, associanistic, and judgment theories. It is suggested that there is a great need to more closely connect theory and research. (7 p ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)
Managers are increasingly concerned about managing the conflicts experienced in fulfilling the responsibilities of work and family. The problem of balancing these domains arises from work to home interference, which reflects a mutual incompatibility between the demands of the work role and the demands of the home life. The central idea underlying the theoretical model of this study, is that work and home demands lead to work strain and decreased feelings of engagement, while work and home resources lead to increased feelings of engagement and reduced burnout. Work to home interference mediates these relationships. An innovation of the present study was to assess both home demands and positive aspects of work to home interference. Data were collected from 69 newspaper managers. Results indicated that negative interference mediated between demands and outcomes, and positive interference mediated between resources and outcomes. This study highlights the importance of measuring positive concepts in terms of constructing a more balanced picture of work and home interference.
The job demands-resources (JD-R) model was tested in a study among 3,092 employees working in 1 of 4 different home care organizations. The central assumption in the model is that burnout develops when certain job demands are high and when job resources are limited because such negative working conditions lead to energy depletion and undermine worker motivation and learning opportunities, respectively. A series of multigroup structural equation modeling analyses provide strong evidence for the JD-R model. Specifically, results showed that job demands are primarily and positively related to the exhaustion component of burnout, whereas job resources are primarily related to cynicism (negatively) and professional efficacy (positively). The theoretical and practical implications of the JD-R model are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Previous research has established that wives' employment has a positive association with the mental health of wives but a negative association with the mental health of husbands. The present study investigated the connections between wives' employment and husbands' work life, using data from the 1977 Quality of Employment Survey on 208 couples in which both husband and wife worked and 408 couples in which only the husband worked. Data indicate that wives' employment had nonspurious negative associations with husbands' job and life satisfaction. Husbands of working wives felt less adequate as family breadwinners than did husbands of housewives, and this appeared to account for their lower levels of job and life satisfaction. Findings suggest that the occupational domain is particularly important to understanding the negative relations between wives' employment and husbands' job and life satisfaction. (12 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The focus on the present study was to test a mediational model appropriate for explaining the effects of psychosocial job stressors, i.e., job insecurity, job autonomy, time pressures at work, leadership relations and work–family conflict, on marital satisfaction via job exhaustion and psychosomatic health. The study was carried out among 215 married or cohabiting dual-earner couples. The proposed model was tested through structural equation analysis (LISREL). The results indicated that the job stressors, except for job autonomy, spilled over into marital satisfaction via job exhaustion and psychosomatic health for both men and women. However, no empirical support was found for the crossover of job stressors between partners, signifying that job stressors experienced by one partner did not influence the marital well-being of the other. Copyright © 1999 John Wiley & Sons, Ltd.
Workplace health is now recognised as having major legal, financial and efficiency implications for organizations. Psychologists are increasingly called on as consultants or in house facilitators to help design work processes, assess and counsel individuals and advise on change management. The second edition of this handbook offers a comprehensive, authoritative and up-to-date survey of the field with a focus on the applied aspects of work and health psychology. An unrivalled source of knowledge and references in the field, for students and academics, this edition also reflects the need to relate research to effective and realistic interventions in the workplace. Editors are outstanding leaders in their fields Focuses on linking research to practice Over 50% new chapters. New topics include Coping, The Psychological Contract and Health, Assessment and Measurement of Stress and Well-Being, the Effects of Change, and chapters of Conflict and Communication.
Over the last decades, brain sciences including psychoneuroendocrinology have established that the main source of variance in autonomic and endocrine activity is the central nervous system (CNS — Mason, 1971). The somatic response to external and internal CNS Stimulation is a widespread, general response, affecting most or all bodily processes. Some specificity or bias may exist, as individual response profiles, either specific to the stimulation, or to the individual. This general response will be referred to as activation. Activation may lead to somatic pathology under certain circumstances which it now seems possible to describe. This offers a new psychosomatic theory built on several disciplines within experimental and clinical psychology as well as traditional medical disciplines like physiology, endocrinology and epidemiology. Recent multifactorial evidence points to several psychoendocrine response types. Activation is still a general response, but individual variance is present in humans. This individual variance seems related to specific personality traits. Such evidence, together with knowledge of coping and defense mechanisms, suggests hypotheses which make the new psychosomatic theory more specific and perhaps more useful than previous theories.
In this article, the author describes a new theoretical perspective on positive emotions and situates this new perspective within the emerging field of positive psychology. The broaden-and-build theory posits that experiences of positive emotions broaden people's momentary thought-action repertoires, which in turn serves to build their enduring personal resources, ranging from physical and intellectual resources to social and psychological resources. Preliminary empirical evidence supporting the broaden-and-build theory is reviewed, and open empirical questions that remain to be tested are identified. The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
Work-family research emphasizes the importance of mechanisms that link work and family. However, these mechanisms typically are described in metaphoric terms poorly suited to rigorous research. In this article we translate work-family linking mechanisms into causal relationships between work and family constructs. For each relationship we explain its sign and causal structure and how it is influenced by personal intent. We show how these respecified linking mechanisms constitute theoretical building blocks for developing comprehensive models of the work-family interface.
A meta-analysis of single-item measures of overall job satisfaction (28 correlations from 17 studies with 7,682 people) found an average uncorrected correlation of .63 (SD = .09) with scale measures of overall job satisfaction. The overall mean correlation (corrected only for reliability) is .67 (SD = .08), and it is moderated by the type of measurement scale used. The mean corrected correlation for the best group of scale measures (8 correlations, 1,735 people) is .72 (SD = .05). The correction for attenuation formula was used to estimate the minimum level of reliability for a single-item measure. These estimates range from .45 to .69, depending on the assumptions made.
Stress researchers traditionally have focused on stressful life events that people experience personally, ignoring the potentially disruptive effects of stressful events experienced by family members and friends. This study examines the effects of husbands' job stressors on the emotional health of their wives. The hypotheses were tested with interview data from 1,383 married women living in a metropolitan area and with panel data from a small subset (n = 92) of women who were reinterviewed after three months. Husbands' stressors were associated with significantly elevated symptom levels in their wives. Wives' elevated distress was not linked to increased vulnerability to other stressors or to parenting and work demands in the wake of their spouses' job misfortunes. Nor did husbands' job difficulties reduce their ability to provide advice and guidance to their wives. Access to social support did not moderate the impact of husbands' job stressors, but marital tension did, with women in deteriorating marriages reporting fewer symptoms in response to their husbands' stressors. Implications for theory and for a dyadic approach to the study of stress are considered.
This collection of articles brings together studies that examine the transmission of emotions between family members. All studies employ repeated diary or experience-sampling data to examine daily within-person and within-family variations in emotional experience. Emotional transmission is evaluated by assessing circumstances in which events or emotions in one family member's immediate experience show a consistent, predictive relationship to subsequent emotions or behaviors in another family member. This introduction places this empirical paradigm in the context of other approaches to research, discusses research methods and statistical procedures for studying emotional transmission, and reviews the major findings obtained thus far in this body of research. We argue that this empirical paradigm provides a promising tool for understanding emotional processes within the daily ecology of family and community life.
Despite the prevalence of the dual-earner family in industrialized society, little is known about how the strain of combining work and family is related to the personal and marital functioning of employed couples. The present study of middle-aged dual-earner couples examines how each spouse's role strain and the wife's work hours are related to reports of life outlook, marital interaction, and family conflict. Results indicate that husbands who were strained reported more pessimism, a lower level of marital interaction, and greater family conflict than husbands who were not strained. The husband's perceptions of his life are unrelated to his wife's level of strain. On the other hand, the wife's perceptions of marital interaction and family conflict are associated with the role strain of both spouses. Strained wives with strained husbands reported lower levels of marital interaction and greater family conflict than wives in other husband-wife pairs. The results are discussed in terms of the meaning of role strain for family members.
Research concerning effects of women's employment on families is reviewed for the past decade. Researchers have changed an earlier assumption of negative effects on marriages and children, but they still tend to focus solely on differences by employment status rather than on consequences of various aspects of women's employment experience. They also tend to neglect minority, working-class, and single-parent families. This review begins with a discussion of effects of women's employment on the formation and dissolution of marital unions, on marital quality, and on spouse health and well-being. Research on the division of housework and its relation to power and equity is treated next; then several issues relating to the interaction of husbands' and wives' jobs are reviewed. Effects on fertility and outcomes for children are considered, followed by a brief section on relations with extended family members. The review concludes with suggestions regarding future trends and research directions.
The associations between work demands, supports, and levels of psychological and physical health have been clearly established by research. There is growing evidence that occupational stressors are transmitted to spouses, with a possible subsequent effect on disease risks and life expectancy of both marital partners. The present study investigates the extent and direction of occupational stress transmission and the possible psychological mechanisms in a survey of 60 working couples. It analyzes the relationships between partners' psychological strain levels, investigates the accuracy of couples perceptions of each other's work stressors, and analyzes the complex interrelationships between an individual's work and the mental well-being of their spouse. Results show that work-related discussion is frequent among marital partners and that individuals have accurate perceptions of their partners' jobs. The study found evidence of transmission of stress from men to women, particularly where men have high strain jobs (high in demand and low in support), but no corresponding transmission from women to men. Some tentative explanations and proposals for further research are offered.
The aim of this study was to examine the prevalence, antecedents, and consequences of work-family conflict among employed women and men in Finland. The data were obtained by questionnaire from a sample of 501 employees working in four organizations. The results showed that work-family conflict was more prevalent than family-work conflict among both sexes, but that there were no gender differences in experiencing either work-family or family-work conflict. Family-work conflict was best explained by family domain variables (e.g., number of children living at home) for both sexes, and work-family conflict by work domain variables (e.g., full-time job, poor leadership relations) among the women, and by high education and high number of children living at home among the men. Family-work conflict had negative consequences on family well-being, and work-family conflict, in particular, on occupational well-being. The findings suggest that in particular improvements in working life are needed to prevent problems in the work-family interface.
This field study investigated the relationship of work demands experienced by 85 male senior administrators of correctional institutions and the well-being of their spouses. Data were collected by means of questionnaires completed independently by the husbands and their wives. The results indicated that wives whose husbands reported greater occupational demands reported (1) less marital and life satisfaction, (2) decreased social participation, and (3) increased psychosomatic symptoms and negative feeling states. In no case was wives' well-being enhanced as a function of increased occupational demands on husbands. Job demands thus had an influence beyond the workplace and into the lives of their spouses. The interaction between work and nonwork experiences for the quality of individual's lives and the interdependence of husband and wife in this regard require further consideration.
Past research has shown that the emotional impact of undesirable life events is significantly greater among women than men. This finding has led to speculation that women possess a deficit in coping capacity or in access to social support that renders them pervasively disadvantaged in responding emotionally to problematic situations. We present a different argument in this paper. We hypothesize and then document that women are not pervasively more vulnerable to the effects of undesirable events. A disaggregated analysis of life-event effects shows, further, that female vulnerability is largely confined to "network" events: life events that do not occur to the focal respondent but to someone in his or her social network who is considered important. Further results are presented to argue that this greater vulnerability is due to the greater emotional involvement of women in the lives of those around them. It is demonstrated that this emotional cost of caring is responsible for a substantial part of the overall relationship between sex and distress.
Conducted the 1st study of the psychometric properties of the Nijmegen Work–Home Interference Survey, which was developed to measure 4 types of work–home interference. Assessment of internal validity using data from 751 male and female postal services employees (mean age 42.2 yrs) in the Netherlands showed good reliability and unidimensionality of the 4 subscales (i.e., positive or negative interference from work and positive or negative interference from home). External validity was assessed by relating the subscales to relevant work and home characteristics and to various indicators of psychological health. The Effort-Recovery Model (T. F. Meijman and G. Mulder, 1998), the Demand-Control-Support Model (R. A. Karasek and T. Theorell, 1990), and the Effort-Reward Imbalance Model (J. Siegrist, 1998) were used to predict pattern relationships among the 4 subscales and other variables. Expectations regarding work characteristics and psychological health indicators were largely supported. However, some findings regarding the relationship of the subscales to (self-developed) home characteristics (e.g., household and caregiving activities, control in the home situation, and rewards from household and caregiving activities) were unexpected. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Occupational health psychology is a relatively young specialty within the science and practice of psychology. This handbook is designed to consolidate and organize the emerging knowledge in the field from the interdisciplinary perspectives of an international group of scholars and researchers. Part I includes 5 chapters designed to provide historical, contemporary, and future-oriented perspectives on this emerging specialty after first discussing prevention and public health in occupational settings. Part II includes 6 chapters that address key causes of health and safety at work as well as key risks to health and safety, focusing on factors both within the specific workplace as well as broader occupational factors and factors from the personal life domain. Regardless of how effectively organizations design prevention and public health programs to protect the health and safety of people at work, some experience symptoms and health disorders. The first 2 chapters in Part III focus on two key symptoms or health disorders, and the remaining 4 chapters address specific primary, secondary, or tertiary interventions for health and safety. The volume concludes with a 3-chapter part addressing issues of epidemiology, program evaluation, and socioeconomic cost-benefit analysis. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This chapter discusses the role of gender in crossover research. The first section defines the crossover concept and distinguishes it from other work-family approaches. The next section presents a model of crossover including its possible mechanisms. This is followed by a research review on crossover of stress and strain. Next, gender is introduced as a moderating variable in the stress-strain process, and we extrapolate its role in the crossover process. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
399 dual-earner couples participated in a field study examining the effects of work and family variables on work–family conflict. The effects of own (i.e., within-individual) and partners' (crossover effects) work and family involvement, career salience, perceived flexibility of work schedule, and partners' work–family conflict on individuals' work–family conflict were examined. Results indicate significant relationships between the study variables and individuals' work–family conflict, consistent with previous research. Furthermore, and of most interest to the present study, partners' work–family conflict accounted for a significant amount of variance in both males' and females' work–family conflict. Post hoc exploratory analyses further revealed that crossover effects accounted for a significant amount of variance in work–family conflict over and above the within-individual effects, suggesting that future research on work–family conflict use the couple as the unit of analysis. (PsycINFO Database Record (c) 2012 APA, all rights reserved)