A Study of Work-Family Conflict Among IT Professionals: Job Characteristics, Individual Values, and Management Practices

Dinger, Michael; Thatcher, Jason Bennett; Stepina, Lee P.

doi:10.1080/10919390903482341

Cited by 23 publications

(16 citation statements)

References 50 publications

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“…The current study findings are consistent with previous research that showed work values vary by job category i.e. nurses (Cooman et al, 2008) and IT professionals (Dinger, Thatcher, and Stepina, 2010). This article contributes to the current knowledge on work values by pinpointing the importance of understanding potential marketing professionals' work values in the two different cultures.…”

Section: Discussionsupporting

confidence: 81%

A Comparative Study of Work Values between US and Malaysia Marketing Students

Ismail

Johnson²,

Mohamed³

et al. 2016

IJBA

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This paper aims to identify the ranking of importance of work values as perceived by marketing students, and to explore the underlying dimensions of work values in the Malaysian context. It also aims to determine whether there are differences of work values between marketing students in Malaysia and US. Previously validated Super's Work Values Inventory (SWVI) containing 15 dimensions was completed by business students undertaking Marketing and other majors in Malaysia and USA. Factor analysis is employed to examine the underlying structure of work values. The study confirms the two-factor structure (intrinsic and extrinsic) of work values and shows that marketing students value the work that allows them to fulfill their potential in terms of creativity (M = 4.23) and intellectual stimulation (M = 3.99) in Malaysia. Moreover, the results showed that significant differences in work values exist between Malaysia and US students with respect to economic return, way of life, altruism, prestige, management and variety. This article contributes to the worldwide knowledge on work values by highlighting the importance of understanding potential marketing professionals' work values in the two different countries. Respondents selected from two countries will limit the generalizability of the study.

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Section: Discussionsupporting

confidence: 81%

A Comparative Study of Work Values between US and Malaysia Marketing Students

Ismail

Johnson²,

Mohamed³

et al. 2016

IJBA

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“…The current study focused on the experience, perceptions and behavior of executives and professionals, because employees in these job categories experience more job autonomy (Dinger et al, 2010). Meanwhile, Schieman and Glavin (2011) found that the executives and professionals in these categories experience more difficulty in integrating work-family demand compared to other job categories.…”

Section: Meterials and Methodsmentioning

confidence: 99%

“…Job autonomy allows employees to have increased control over their lives due to the opportunity to work during times more suited to personal needs and freedom in scheduling their work. Highly autonomous employees are in a position to organize their work in a manner that is most efficient, thus potentially reducing problems in integrating work and family demands (Dinger et al, 2010). Therefore, it can be argued that because autonomous employees have the freedom to arrange how they perform their work, it may increase an employee's belief that the organization fulfills its obligation in integrating workfamily demand, consequently increasing the employees' organizational commitment.…”

Section: Hypothesis3mentioning

confidence: 99%

Work-Family Psychological Contract, Job Autonomy and Organizational Commitment

Kiran¹

2012

American Journal of Applied Sciences

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Problem statement:With the increase in dual-career couples in the workforce and absence of adequate legal contracts in the form of work-family policies, employees may hold expectations regarding employer's obligation based on what has been promised by the organization regarding workfamily benefits. Employees' expectations of obligations from an employer may depend on psychological mechanisms or psychological contracts rather than formalisms arising from laws. Despite the existence of earlier studies on psychological contract, the contract has been studied as a global concept. Approach: This study had applied the global psychological contract concept to a more specific concept that was work-family psychological contract. Since earlier studies had established the relationship between psychological contract and organizational commitment as well as the effect of job autonomy on this contract, this study examined the mediating role of work-family psychological contract in the relationship between job autonomy and organizational commitment. Using self-administered data were collected from 307 employees in media organizations in Malaysia. Results: Results of correlation analyses revealed that job autonomy was correlated to workfamily psychological contract and organizational commitment and work-family psychological contract was related to organizational commitment. The results also indicated that work-family psychological contract partially mediated the relationship between job autonomy and organizational commitment. Conclusion/Recommendations: Employees with greater freedom to make their own decisions at work would have stronger beliefs that the organization can fulfill promises regarding work-family benefits and they can in turn be more committed to the organization.

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“…Some studies have focused exclusively on specific job categories, such as nurses (Cooman et al, 2008;Hegney, Plank, & Parker, 2006), R&D professionals (Chang, Choi, & Kim, 2008), and IT professionals (Dinger, Thatcher, & Stepina, 2010). Most of these studies explained work values in terms of specific job characteristics and did not generalize their results beyond the job category they were interested in.…”

Section: Antecedents Of Work Valuesmentioning

confidence: 99%

Effect of Work Values on Work Outcomes: Investigating Differences between Job Categories

Ueda

Ohzono²

2012

IJBA

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Organizational researchers have found that work values influence, or are influenced by, other factors. This article explores basic work value dimensions and examines their effect on work outcomes. Study 1 used an exploratory factor analysis of data from 6,500 working persons in Japan and identified 6 basic work values that varied by job category. Study 2 demonstrated that these work values influenced job outcomes such as satisfaction, a sense of personal growth, and perceived skills.

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A Study of Work-Family Conflict Among IT Professionals: Job Characteristics, Individual Values, and Management Practices

Cited by 23 publications

References 50 publications

A Comparative Study of Work Values between US and Malaysia Marketing Students

A Comparative Study of Work Values between US and Malaysia Marketing Students

Work-Family Psychological Contract, Job Autonomy and Organizational Commitment

Effect of Work Values on Work Outcomes: Investigating Differences between Job Categories

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