An Exploration of the Dynamics of the Overlapping Worlds of Work and Family

Renshaw, Jean R.

doi:10.1111/j.1545-5300.1976.00143.x

Cited by 51 publications

(32 citation statements)

References 2 publications

(3 reference statements)

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“…(Poelmans, O'Driscoll and Beham, 2005). Its origin in literature can be traced to the studies of Rapoport (1965, 1969), Renshaw (1976), Kanter (1977), Pleck (1977), Handy (1978, and Pleck and Staines (1985). The main theme of all these studies is that work and family demands always contest for employees' time and energy, which eventually results in conflict (Poelmans, O'Driscoll and Beham, 2005).…”

Section: Introductionmentioning

confidence: 99%

Understanding the causes and consequences of work-family conflict

2016

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st century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, this article examines the multi-faceted causes and consequences of work-family conflict in a non-western context (Nigeria).Methodology -The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria.Findings -The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of work-family conflict in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of work-family conflict among Nigerian employees.Originality/value -This article suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of work-family conflict for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.Keywords: work-family balance, work-family conflict, spill-over, Nigerian employees. IntroductionAn understanding of the causes and consequences of work-family conflict (WFC) is of practical importance for both employees and employers. It will help employees work towards solving the problem of WFC by achieving a balance between their work demands and familial obligations (Burke et al., 2011). Employers will be able to offer help to employees in terms of ameliorating any WFC and will eventually have a healthy, happy, and productive workforce, thereby fostering societal harmony (Ransome, 2007;Kelly, Phyllis and Eric, 2011). This is, perhaps, whyHarrington and Ladge (2009, p. 148) described work-family balance (WFB) as one of the "most significant business issues of the 21 st century". It can be argued that WFC is an issue of global concern, with a great deal of research having been conducted about western countries (Brough and Kalliath, 2009;O'Driscoll, Brough and Kalliath, 2006). However, fewer studies have been undertaken about Sub-Saharan Africa (SSA) (specifically Nigeria) (Ajiboye, 2008;Akintoya, 2010). This article provides an empirical insight into the causes and consequences of WFC by using Nigeria as the empirical focus. The social, cultural, and economic contexts differ from those of the West. This article aims to provide a Sub-Saharan African context for WFC.WFC has been discussed extensively in management literature and has dominated public discourse on work-family interface in the past four decades (Runte and Mills, 2006). The strong interest in this subject may well be connected with the fact that WFC negatively affects families, workers, and employers/organisations (Grover and Crooker, 1995;Konrad and Mangel, 2000).According to Runte (2009, p. 19 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 ...

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Section: Introductionmentioning

confidence: 99%

Understanding the causes and consequences of work-family conflict

2016

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“…Gullotta and Donohue (1982) and Raymond and Eliot (1981) advise employers to adopt relocation policies that include consultations with both the employee and their family. Renshaw (1976) argues that family stability and organizational effectiveness are inextricably linked. She claims that economic interests provide adequate motivation for the organization to consider the needs of the family.…”

Section: The Efects Of Family Stress On Employee Performance At Workmentioning

confidence: 99%

Job relocation: Stress and the role of the family

Munton

Forster

1990

Work & Stress

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Job relocation is an accepted feature of the career structure for an ever increasing number of employees. Moving from one work environment to another, coupled with relocating the family, can induce stress and so influence performance at work. This paper reviews the available evidence concerning possible roles the family may play in the relocation process. It is argued that a systemic approach is ideally suited to unravelling the complex relationship between work and home environments that underlies the process of individual and family adaptation to relocation. This relationship must be understood in order to provide constructive advice to employers concerning effective relocation policies.

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“…Marital distress puts adults and children at increased risk for mental and physical problems (Cherlin & Furstenberg, 1994;Coie & Jacobs, 1993;Cowan & Cowan, 1992;Coyne, 1987;Fincham, Grych, & Osbome, 1994). Moreover, marital distress also appears to be associated with poor work performance and satisfaction (Forthofer, Markman, Cox, Stanley, & Kessler, 1996;Jones & Fletcher, 1996;Renshaw, 1976).…”

Section: Relations With Significant Othersmentioning

confidence: 99%

A risk factor model predicting the relationship between stress and performance in Explosive Ordnance Disposal (EOD) training

Bates¹

2002

PsycEXTRA Dataset

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Public reporting burden for tliis coilection of information is estimated to average 1 hour per response, including tlie time for reviewing instructions, searcliing existing data sources, gathering and maintaining the data needed, and compieting and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington Headquarters Services, Directorate for Information Operations and Reports, 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302, and to the Office of Management and Budget, Paperwork Reduction Project 10704-0188), Washington, DC 20503. , REPORT TYPE AND DATES COVERED 1. AGENCY USE ONLY (Leave blank)2. REPORT DATE 7.Oct.02 DISSERTATION TITLE AND SUBTITLE A RISK FACTOR MODEL PREDICTING THE RELATIONSHIP BETWEEN STRESS AND PERFORMANCE IN EXPLOSIVE ORDNANCE DISPOSAL (EOD) TRAINING AUTHOR(S)MAJ BATES MARK J PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES)UNIFORMED SERVICES UNIV OF HEALTH SCIENC unique opportunity to study the interaction between stress and performance, and to identify specific risk and protective factors. SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESS(ES)The study recruited 500 students who were enrolled in EOD training. These students were enlisted persoimel in the US military who volunteered to participate in the study at two points during the training program. Self-report assessments of potential risk factors were collected at the begiiming of the training program and at one intermediate time point that is associated with the highest level of student attrition. These risk factors included general cognitive ability, inattention and impulsivity, problem solving, anxiety, personality dimensions, social relations, and stressfiil events. In addition, the study explored the role of the demographic, social desirability, and external stressor control It is important to me to say thanks. Also, expressing my gratitude in writing is a way for me to never forget all the ways people have helped me and to remember to look for similar ways to help others. This study required a lot of statistical assistance. Dr. Wijo Kop bore the brunt of this load with multiple meetings and email correspondence. Also, Dr. Martha Faraday also helped with statistical guidance. VlllMy committee provided invaluable assistance. From beginning to end, their involvement has been constructive and facilitative. One example is the v^ay each committee member was willing to work with me to fit this longitudinal study in the five years allotted to military graduate students.

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An Exploration of the Dynamics of the Overlapping Worlds of Work and Family

Cited by 51 publications

References 2 publications

Understanding the causes and consequences of work-family conflict

Understanding the causes and consequences of work-family conflict

Job relocation: Stress and the role of the family

A risk factor model predicting the relationship between stress and performance in Explosive Ordnance Disposal (EOD) training

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