A Role Transition Approach to the Stresses of Organizationally Induced Family Role Disruption

Jones, Allan P.; Butler, Mark C.

doi:10.2307/351234

Cited by 107 publications

(61 citation statements)

References 22 publications

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“…Research has consistently shown a positive relationship between work role stressors (e.g., role ambiguity, role conflict and role overload) and WFC (Fu & Shaffer, 2001;Greenhaus & Beutell, 1985;Jones & Butler, 1980;Kopelman et al, 1983;Voydanoff, 1989). In addition to WFC, we hypothesize a positive relationship between work role stressors and FWC, therefore, work role stressors are mechanisms that link the work and family domains.…”

Section: Direct Effectsmentioning

confidence: 96%

The Effects of Work Stressors, Perceived Organizational Support, and Gender on Work-Family Conflict in Hong Kong

Foley

Ngo

Lui

2005

Asia Pacific J Manage

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This study examined the direct and moderating effects of perceived organizational support (POS) and gender on the relationship between work stressors and work-family conflict for a sample of Hong Kong Chinese employees. As predicted, we found that POS is negatively related to both FWC (family-to-work conflict) and WFC (work-to-family conflict), and that work stressors (including role ambiguity, role conflict, and role overload) are positively related to FWC and WFC. Additionally, the positive relationship between role overload and WFC was found to be weaker when POS was high, suggesting that POS can offset the adverse impact of role overload. Copyright Springer Science + Business Media, Inc. 2005work-family conflict, work stressors, perceived organizational support, gender differences, Hong Kong,

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Section: Direct Effectsmentioning

confidence: 96%

The Effects of Work Stressors, Perceived Organizational Support, and Gender on Work-Family Conflict in Hong Kong

Foley

Ngo

Lui

2005

Asia Pacific J Manage

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“…Esta idea ha recibido apoyo en algunos trabajos (Frone, Barnes y Farrell, 1994;Frone, Russell y Cooper, 1992b;O'Driscoll, Ilgen y Hildreth, 1992). Por otra parte se ha visto que, además de existir una relación recíproca, ambos tipos de conflicto se relacionan con el conflicto interrol (Greenhaus y Beutell, 1985;Jones y Butlet, 1980;Kopelman y cols., 1983).…”

Section: Conflicto Familia-trabajounclassified

Estudio psicométrico de la versión española de la escala de «Conflicto Familia-Trabajo» de Kopelman, Greenhaus y Connoly (1983)

Martínez-Pérez

Segovia

2001

Revista de Psicología Social

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Generalmente los ámbitos laboral y familiar se han investigado desvinculados uno del otro sin considerar las interacciones que tienen lugar entre ambos. En este trabajo presentamos las características psicométricas de la adaptación española de la escala Kopelman, Greenhaus y Connoly (1983) que evalúa el grado de conflicto en el trabajo, en la familia, y el conflicto interrol, esto es, el conflicto entre los requerimientos y obligaciones de los ámbitos laboral y familiar. Hemos administrado dicha escala a una muestra de 250 trabajadores de ambos sexos procedentes de todo el estado español. El análisis factorial del cuestionario coincide con las subescalas que lo componen. La fiabilidad obtenida es aceptable en todas las subescalas y similar a la ofrecida por los autores. Por último, a fin de comprobar su validez, hemos estudiado la relación de las puntuaciones de estas escalas con otros constructos relacionados teóricamente con el conflicto, a saber, horas de dedicación al trabajo remunerado y al hogar, la implicación y satisfacción laboral y el bienestar psicológico. Palabras clave: Conflicto de rol, relaciones familia-trabajo, estudio psicométrico. Psychometrical study of theSpanish version of the «Work-Family Conflict Scale» of Kopelman, Greenhaus and Connoly (1983)

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“…Specifically, work-related ambiguity makes it more difficult for people to establish clear boundaries to segment their activities, and ambiguous work roles lead people to experience negative emotions, fatigue, and tension, which may be associated with resource drain (Greenhaus & Beutell, 1985;Jones & Butler, 1980). In a virtual work context, at least three factors may influence the degree of ambiguity employees experience-evaluation criteria, interpersonal trust, and organizational connectedness (e.g., Cascio, 2000;Handy, 1995;Raghuram et al, 2001).…”

Section: Work Factors and Work-nonwork Conflictmentioning

confidence: 99%

Work‐nonwork conflict and job stress among virtual workers

Raghuram

Wiesenfeld

2004

Human Resource Management

160

112

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A Role Transition Approach to the Stresses of Organizationally Induced Family Role Disruption

Cited by 107 publications

References 22 publications

The Effects of Work Stressors, Perceived Organizational Support, and Gender on Work-Family Conflict in Hong Kong

The Effects of Work Stressors, Perceived Organizational Support, and Gender on Work-Family Conflict in Hong Kong

Estudio psicométrico de la versión española de la escala de «Conflicto Familia-Trabajo» de Kopelman, Greenhaus y Connoly (1983)

Work‐nonwork conflict and job stress among virtual workers

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